Build a global team in minutes
Get expert helpEswatini might not be the first place you think of when building your global team, but maybe it should be. The country offers access to an emerging workforce, regional proximity to South Africa, and growing sectors in manufacturing, healthcare, and finance.
But hiring in a new market comes with fine print. Labor laws. Payroll rules. Contract language you haven’t seen before. That’s why this guide is built to walk you through exactly how to hire and pay employees in Eswatini without getting lost in how to be compliant.
Whether you’re expanding for the first time or looking to simplify international hiring, here’s how to do it right. You can also explore other step-by-step global hiring guides if Eswatini is just one of many countries on your roadmap.
Understand the hiring landscape in Eswatini
Before you can hire, you need to know what you’re stepping into. Eswatini (formerly Swaziland) has a relatively small labor force, but a growing number of skilled professionals. The employment system combines statutory requirements with cultural norms, and getting those details right matters to new employees as well as regulators.
Labor market overview
You’ll find strong talent in agriculture, education, and the public sector, but opportunities are expanding in banking, telecom, and healthcare. Eswatini is host to a large youth population and features a high demand for stable, full-time jobs.
Salaries vary. Entry-level roles might earn around SZL 3,500 (~US$208) a month, while skilled professionals in urban centers can bring in over SZL 12,000 (~US$715). The job market is competitive, and offering a clear, compliant contract is one way to stand out.
Legal foundations for hiring
Hiring in Eswatini is governed by the Employment Act of 1980, and covers the basics you’d expect:
- Minimum wages are industry-specific, reviewed by local Wages Councils.
- Workweeks are typically 45 hours, with paid leave for vacation, sick days, and maternity leave.
- Employment types include permanent, fixed-term, and casual roles—each with different rules.
- Discrimination laws protect against bias in hiring based on race, gender, religion, or political views, aligned with ILO standards.
Required employer registrations
You have two paths to legally hire in Eswatini:
- Set up a local entity and register with the Eswatini Revenue Service (ERS) and the Ministry of Commerce
- Get a Tax Identification Number and register with the National Provident Fund (ENPF) for social security
Or—skip the entity setup and work with an Employer of Record (EOR) who hires your employee for you. This route handles compliance, payroll, and registration while letting you stay lean and fast-moving.
Step-by-step guide to hiring employees in Eswatini
Once you’ve decided to hire, here’s what the process usually looks like from job post to contract signing.
Recruitment and selection process
Job boards like LinkedIn can help you source candidates. Roles in Mbabane and Manzini tend to attract top talent. Here’s how a typical hiring flow plays out:
- Post your job and collect applications
- Screen for fit and experience
- Interview candidates (virtually or in person)
- Run reference or background checks
- Send a written offer letter (not required, but definitely expected)
Work permits and legal compliance
Hiring locals? You’re good to go. Hiring foreign talent? You’ll need a work permit through the Ministry of Home Affairs, which is part of the main government portal. Here’s what that usually requires:
- Signed employment contract
- Valid passport
- Educational credentials
- Proof that the job was advertised locally first
Approvals can take a few weeks, so plan ahead. And don’t take shortcuts—hiring without a permit can lead to fines or worse.
Drafting employment contracts
Employment contracts in Eswatini need to be clear, specific, and in English or siSwati. Here’s what to include:
- Job title and responsibilities
- Pay in Lilangeni (SZL)
- Work hours and time off
- Type of contract (permanent, fixed-term, etc.)
- Termination rules, including notice period (usually one month)
Pro tip: Include confidentiality clauses and basic dispute resolution processes. While it’s not required, it’s smart.
Payroll and payment procedures in Eswatini
Payroll in Eswatini isn’t rocket science, but it does require discipline. Most companies pay once a month, and the format—bank transfer or cash—depends on the employee’s preference and location.
Your payroll checklist should include:
- Verifying employee payment details
- Calculating deductions accurately
- Filing tax returns monthly with the SRA
- Issuing payslips and keeping records
Cash payments are still common in rural areas, but digital payroll is growing fast.
Taxes, benefits, and ongoing compliance
Here are the categories and the specifics to which you need to stay compliant after your employee starts:
| Requirement | Details |
| Income Tax (PAYE) | Ranges from 20% to 33%, withheld monthly |
| ENPF Contributions | 5% each from employer and employee |
| Annual Leave | 12 days minimum |
| Sick Leave | 14 days with a medical certificate |
| Maternity Leave | 12 weeks, partially paid |
Final paychecks must include unused leave and any severance required by law.
Tips and resources for a successful application
Hiring in Eswatini doesn’t have to be stressful if you plan ahead. A few smart moves:
- Start work permit applications early—they take time.
- Keep detailed records of all job offers and contracts.
- Align payroll timelines with SRA and ENPF deadlines.
When in doubt, talk to someone local. Or better yet, get help.
Using support from EOR providers
Don’t want to open a legal entity in Eswatini? No problem. That’s exactly what an employer of record is for.
An EOR legally employs talent on your behalf. They manage contracts, payroll, taxes, and compliance so you don’t have to. You get to hire who you want, without worrying about local labor law or setting up a company. It’s the fastest way to get boots on the ground with zero shortcuts on compliance.
Where to go from here
Hiring in Eswatini doesn’t have to mean losing sleep over tax codes or navigating legal jargon. When you follow a step-by-step approach—register, recruit, pay, and stay compliant—you can build a great team without the guesswork.
Still figuring out next steps? Here’s your quick action plan:
- Review the Employment Act of 1980
- Prepare the documents for tax, ENPF, and work permits
- Get your payroll systems synced and ready
How Pebl helps global teams hire in Eswatini
When you want to hire internationally, it helps to have someone who knows the local rules. Pebl is your Employer of Record partner for Eswatini and beyond. We handle contracts, payroll, taxes, and everything in between.
With our EOR services, you get:
- Locally compliant contracts and onboarding
- Tax filings and social security contributions handled
- Smooth payroll processes and support
- Compliance coverage in 185+ countries
We make hiring in Eswatini easy, so you can focus on building your team. Let’s talk about who and where you’d like to hire next.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
© 2026 Pebl, LLC. All rights reserved.
