Hiring in Botswana? That’s excellent. There are two options: You can hire your talent as employees, or you can hire them as contractors. Because of Botswana’s labor law structure, there are benefits and disadvantages to each approach.
If you want to successfully hire in
Botswana
, you have two options:
Laws about hiring contractors are significantly more simple in
Botswana
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Botswana
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Botswana
.
Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Botswana
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and generally puts you at a bigger risk for legal fees. When you hire contractors overseas, your biggest risk is misclassification—but even then, misclassification penalties are often minimal and just require you to pay off any compensation that the person would have been owed as an employee.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Botswana
, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Botswana than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Botswana.
Employees must take eight vacation days within six months of accrual. The remaining days can be accumulated for up to three years.
Employees receive 15 days of paid leave each year.
An employee is entitled to receive annual leave pay of a minimum of 1.25 days for every month. Annual leave does not increase with the employment length with the employer.
There are 10 public holidays. If a public holidays falls on Sunday, it will be observed the following Monday.
The employee must inform the employer as soon as possible if they are absent from work for more than 24 hours. Employees receive up to 14 days of paid sick leave with a doctor’s certificate.
In Botswana, six weeks of maternity leave is taken before the expected due date and the remaining is taken after the birth. Female employees are entitled to 12 weeks of maternity leave.
There is no statutory paternity leave.
There is no statutory paternity leave.
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Employers generally can terminate an employment contract by providing written notice to the employee.
The notice period is equivalent to the pay period of the employee. If the employee is paid monthly, then the notice period is one month. If the employee is paid weekly, then the notice period is one week.
No notice is required if the employee is dismissed for misconduct or poor performance.
Severance pay after 60 consecutive months of employment. This is calculated as a day of pay for each month served up to 60 months, and then two days for every further month.
Probation period is 3 months for unskilled workers and may extend up to 12 months.
The standard working hours in Botswana is 40 hours over 5 or 6 days.
In Botswana , any work beyond 48 hours is considered overtime for which employees receive extra pay.
For work over public holidays or weekends, rest time accounts for 200% of the normal pay.
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