Hire in Namibia

EOR in Namibia

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Namibia, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Namibia ―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in Namibia and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

Hiring in Namibia

The Ministry of Labor and Social Welfare administers the Labor Act.

Employment contracts in Namibia

As you look to hire employees in Namibia, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.

Working hours

The maximum workweek is 45 hours, with the number of hours worked not exceeding eight hours per day if the employee works more than five days in a week and nine hours if the employee works for five days or fewer in a week.

Employers must not require employees to work more than 10 hours of overtime per week or three hours per day.

Compensation

As you consider the appropriate salary to offer new employees, keep in mind:

• Effective January 1, 2025, Namibia will implement its first hourly minimum wage for private employers.
• The national hourly minimum wage is N$18 (US$1). This amount does not immediately apply to domestic and agricultural workers. The hourly minimum wage will increase in 2025 and 2026 until reaching N$18 on January 1, 2027.
• The hourly minimum wages for domestic workers at N$12 in 2025 and N$15 in 2026. The hourly minimum wages for agricultural workers are N$10 in 2025 and N$14 in 2026.
• The country’s labor department enforces minimum wages for some industry sectors. The sectors covered this way vary in terms of applicable minimum wages. The sector-specific minimum wages are as follows:
• Employees are entitled to an additional payment of 6% of that employee’s hourly basic wage, excluding overtime, for each hour of work performed between 8 p.m. and 7 a.m.
• Employers must pay at a rate of 1.5 times the employee’s hourly basic wage for overtime based on the maximum workweek of 45 hours.
• Employees who work Sundays or public holidays are eligible for double the hourly basic wage.

As your employer of record in Namibia, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

Bonuses

Namibia does not require employers to provide bonus payments to employees.

Termination and severance

Employers are required to give prior notice of termination. The notice period must not be less than:

• For employment of four weeks or less - One day.
• For employment of more than four weeks and less than one year - One week.
• For employment of over one year - One month.
• Employers may pay employees instead of notice.

Employers must pay severance pay to employees who have completed 12 months of service. Severance pay must be at least one week’s remuneration for each year of continuous service with the employer.

Employee benefits and paid leave in Namibia

When negotiating terms of an employment contract with a candidate in Namibia, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Maternity leave

Female employees receive maternity leave of at least four weeks before the expected delivery date and eight weeks after birth at full pay.

Vacation

Employees must receive at least 24 consecutive days of annual leave with full remuneration.

Holidays

The following are Namibia's public holidays:

• New Year’s Day
• Independence Day
• Good Friday
• Easter Monday
• Workers’ Day, internationally known as Labor Day.
• Cassinga Day
• Ascension
• Africa Day
• Heroes’ Day
• Namibian Women’s Day and International Human Rights Day
• Christmas Day
• Family Day

If a public holiday falls on a Sunday, it is moved to the following Monday unless the following Monday also is a holiday.

Sick leave

Employers are required to give employees per year:

• Not less than 30 working days of sick days, if the employee ordinarily works five days during a week
• Not less than 36 working days of sick days, if the employee ordinarily works six days during the week
• Not less than the number of working days calculated on a prorated basis, if the employee ordinarily works fewer than five days a week.

Employees are entitled to one day’s sick leave for every 26 days worked during the employee’s first year of employment.

Employers must pay employees an amount equal to daily remuneration for each day of absence on sick leave.

Health coverage

Employers and employees contribute to the Maternity Leave, Sick Leave, and Death Benefit (MSD) Fund. The assessments are based on wages paid to employees, with the wages paid to each employee subject to a cap on the amount subject to assessment for the fund.

Employers are required to pay annual assessments to the Employees’ Compensation Fund, which provides replacement income to eligible individuals whose ability to work is reduced because of an injury or illness acquired in the course of employment.

Additional benefits

In addition to healthcare benefits, employees in Namibia are entitled to pension, which is funded by government tax revenues, as well as workers compensation, which is covered through mandated employer insurance.

Employer social costs will cover a large portion of employee benefits in Namibia, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance if needed.

Updated: September 4, 2024

Employee onboarding with an employer of record in Namibia

We write and validate all local employment contracts, streamlining the onboarding process for you and your Namibian employees—all you have to do is provide relevant information and review and approve the employment agreement. As your employer of record in Namibia, we will:

• Schedule a welcome call to discuss HR and employment information for Namibia, as well as answer any questions
• Prepare a customized employment contract in English or other local language
• Share the employment contract and benefits information with the new employee for signature and review
• Gather tax and banking information from the employee to set up payroll
• Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll

The entire onboarding process for the employee is often completed in as little as two weeks.

Partner with Safeguard Global as your Namibia employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Namibia. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.

Disclaimer

The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.