Employment regulations are changing faster and across more jurisdictions than ever. The Briefly Employment Report brings these developments together, translating key legal and regulatory changes into clear insights and practical guidance for employers.
From wages and working hours to employee benefits, workplace safety, and termination rules, this report highlights what has changed, where it matters, and what employers should consider doing next.
Botswana's Employment and Labour Relations Act, 2025, will commence on September 1, 2026, replacing the previous Employment Act. The new legislation introduces a broader framework governing employment standards, marking a new era for labour law in Botswana.
On September 1, 2026, the Employment and Labour Relations Act, 2025 (ELRA) (Act No. 10 of 2025) officially came into operation across the Republic of Botswana. The Act constitutes the most significant restructuring of the country’s employment architecture in decades.
Section 52 of Botswana’s Retirement Funds Act 2022, administered alongside NBFIRA’s Pension and Provident Fund Benefit Payment Rules (PFR12), establishes narrow statutory exceptions to the legal protection shielding retirement assets from third-party attachment. While Section 49 establishes the general statutory shield against the reduction, transfer, or cession of member pension benefits, Section 52 empowers trustees to execute deductions for qualifying credit default claims, primary residential mortgages, and severe health emergencies.
Minister Onneetse Ramogapi is engaged in a significant legal battle with three senior executives from the Botswana Housing Corporation (BHC). The BHC is returning to court after negotiations for a mutual separation with the executives failed.
An investigation by Prisoners Defenders alleges a significant payment discrepancy for Cuban doctors working in Botswana. Botswana reportedly pays US$4,095 monthly per Cuban doctor, while the doctors themselves receive only US$1,000.
Botswana's Parliament unanimously adopted the National Health Insurance Policy on August 19, 2026. The policy aims to unify the nation's healthcare system, addressing fragmentation and improving service delivery.
The Cameroon Ministry of Labour stepped up enforcement of Section 23 of the Labour Code regarding local content and foreign worker employment contracts. Foreign Worker Contracts: Must receive explicit prior endorsement (Visa) from the Minister in charge of Labour before the employee can lawfully commence duties. Un-endorsed contracts are deemed null and void, exposing the employer to administrative fines.
Following nationwide compliance reviews, Cameroon’s Ministry of Labour and Social Security (Ministère du Travail et de la Sécurité Sociale – MINTSS) issued operational circulars instructing labor inspectorates to enforce strict compliance with the statutory Guaranteed Interprofessional Minimum Wage (Salaire Minimum Interprofessionnel Garanti – SMIG) floors.
Cameroonian law generally recognizes verbal employment contracts as valid and binding. If a contract legally requiring written form is made verbally, it automatically defaults to an indefinite-term contract (CDI).
The Eswatini Communications Commission (ESCCOM) has officially introduced an independent, confidential whistleblowing system called Khuluma, establishing a direct pipeline for employees, industry licensees, contractors, and the public to report internal misconduct, fraud, and maladministration.
The Eswatini government has announced proposed changes to labor regulations. These proposed changes specifically target the textile industry.
Ministry of Health workers in Eswatini, whose positions are funded by grants, are facing contract terminations by September 30 due to the expiration of these grants and pending finalisation of a new health cooperation agreement with the United States. The Eswatini Observer reports that affected employees have already begun receiving notification letters regarding the impending end of their contracts. This development signals a significant shift in the employment landscape for a segment of the public health workforce, directly impacting their livelihoods and potentially the continuity of health services reliant on these grant-funded positions.
This situation carries substantial legal significance for various stakeholders. For the affected health workers, it raises critical questions regarding their employment rights, including notice periods, potential severance, and the possibility of unfair termination claims if proper procedures under Eswatini labour law are not strictly adhered to. From the government's perspective, specifically the Ministry of Health, there are potential liabilities related to managing these contract expirations in compliance with the Employment Act and Industrial Relations Act, as well as the broader implications for public health service delivery should a significant number of skilled personnel depart.
Furthermore, the reliance on external grant funding for core health services highlights a structural vulnerability that could impact long-term healthcare planning and stability.
The legal context for this matter is primarily governed by Eswatini's labour legislation, notably the Employment Act of 1980 (as amended) and the Industrial Relations Act of 2000 (as amended). These statutes regulate employment contracts, termination procedures, notice requirements, and provide mechanisms for dispute resolution through bodies like the Conciliation, Mediation, and Arbitration Commission (CMAC) and the Industrial Court.
The nature of fixed-term contracts, common in grant-funded positions, means that their expiration is generally lawful, but the manner of termination and any prior expectations of renewal can still give rise to disputes. While the specific terms of the grants and the health cooperation agreement with the United States are not detailed, they form the underlying contractual framework for the funding that enabled these positions. Key parties involved include the Eswatini Ministry of Health, the individual health workers, and the United States government as the funding partner.
Practitioners should advise affected employees to meticulously review their employment contracts, particularly clauses pertaining to fixed terms, notice periods, and termination conditions, to understand their rights and potential avenues for recourse. They should also be prepared to engage with CMAC or the Industrial Court if they believe their termination is procedurally flawed or substantively unfair. For the Ministry of Health and other government entities relying on grant funding, the immediate takeaway is the imperative to ensure all termination processes strictly comply with Eswatini labour laws to mitigate legal risks and potential litigation.
Longer-term, this event underscores the need for robust contractual frameworks for grant-funded positions, clear communication with employees about funding contingencies, and strategic planning to transition or absorb staff when grants conclude. All parties should closely monitor the progress of the new health cooperation agreement with the United States, as its finalisation could offer new opportunities or clarity regarding future employment prospects.
In Eswatini, Labour and Social Security Minister Phila Buthelezi recently admitted that an inspection at The Luke Commission (TLC) uncovered labour-related issues that were not in order, following mounting complaints about working conditions at the healthcare institution.
This admission by a government minister confirms official findings of non-compliance with labour laws at a prominent institution, signaling a serious enforcement action and a commitment by the Ministry to address worker grievances. For legal practitioners, this incident underscores the critical importance of robust internal compliance with labour legislation for all employers, regardless of their sector, size, or public profile.
The fact that an inspection was conducted and issues were found suggests that the Ministry is actively responding to worker complaints, increasing the risk of similar inspections and enforcement actions for other organizations that may be perceived as having 'loopholes' in their labour practices. This highlights the need for proactive internal audits and adherence to best practices in employment law.
The legal context for this development primarily involves Eswatini's comprehensive labour legislation, including but not limited to the Employment Act, the Industrial Relations Act, the Occupational Safety and Health Act, and any specific regulations pertaining to working conditions, wages, and employee rights.
The Ministry of Labour and Social Security is empowered by these statutes to conduct inspections, investigate complaints, and enforce compliance. The Minister's admission of 'loopholes' implies potential breaches of these statutory requirements, which could lead to remedial orders, penalties, or even legal action if not rectified. The outcome of this specific matter, including any penalties or corrective actions ordered, is not yet reported in the excerpt.
Key parties involved in this matter are the Eswatini Ministry of Labour and Social Security and its Minister Phila Buthelezi, The Luke Commission (TLC) as the employer under scrutiny, and the employees of TLC who lodged the initial complaints regarding their working conditions.
Attorneys advising employers in Eswatini should immediately review their clients' labour practices, employment contracts, working conditions, and compliance with all relevant labour laws and regulations. This incident serves as a strong reminder that the Ministry of Labour is responsive to employee complaints and actively conducts inspections.
Employers should conduct thorough internal audits to identify and rectify any potential 'loopholes' or non-compliant practices proactively. Establishing clear, accessible grievance mechanisms and ensuring transparent communication with employees about their rights and working conditions are also crucial steps to mitigate risks of official inspections and subsequent enforcement actions. Monitoring the Ministry's enforcement trends and any subsequent actions taken against TLC will provide further insight into regulatory priorities and potential areas of focus for future inspections.
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