Botswana
Min. wage
(x12 payments)
P9.06 /hr
About the minimum wage
Employer tax
Annual leave
15 days
Learn about annual leave
Notice period
14 days min
Termination and notice info
Updated
Sep 2026
Standard form; terminable only with notice at least equal to the wage period and a fair reason and procedure
Under the 2025 Act (in force 1 July 2026), limited to 12 months unless objectively justified; expected renewals can create unfair-dismissal exposure.
Overtime capped at 14 hrs/week, paid at 150% (200% on rest days and public holidays)
3 months for unskilled workers, 12 months for skilled employees; fair procedure now required even for probationary dismissals
No statutory job title restrictions, though regulated professions require registration with the relevant professional body
No general social security system — employers make no mandatory payroll contributions; they withhold PAYE, carry workers' compensation insurance, and fund statutory severance and paid leave directly
No employee social security contributions; progressive PAYE income tax (0-25%) varies by income level.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Botswana has no general state social security system, so employers are not required to make social insurance contributions. Statutory protections are funded directly by the employer, including:
Under the Workers' Compensation Act, employers must insure employees against work-related injuries, disablement and occupational diseases, with compensation based on earnings and degree of incapacity.
Employees accrue a statutory severance benefit payable on termination: one day's basic pay per completed month of service for the first 5 years, and two days' basic pay per month thereafter. Not payable for serious misconduct; many employers offset it with a registered pension scheme.
There is no statutory 13th salary in Botswana. Some employers pay discretionary annual bonuses, but they are not legally required.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
