Briefly Africa Employment Report | September 2026

The Employment and Labour Relations Act, 2025 (Act No. 10 of 2025) officially commenced operation across Botswana on September 1, 2026. This legislation represents the most comprehensive overhaul of the nation's employment regulatory framework in several decades.

For employers and employees alike, the implementation of this Act signals a fundamental shift in labor governance. Stakeholders are advised to review internal policies and operational procedures to ensure alignment with the new statutory requirements introduced by this restructuring.

Section 52 of the Retirement Funds Act 2022, operating in conjunction with the NBFIRA’s Pension and Provident Fund Benefit Payment Rules (PFR12), defines the limited circumstances under which retirement assets may be accessed. While Section 49 generally protects pension benefits from third-party attachment, cession, or reduction, Section 52 provides specific carve-outs.

Under these provisions, trustees are authorized to execute deductions from member benefits in cases involving qualifying credit default claims, primary residential mortgages, and severe health emergencies. This framework balances the necessity of protecting long-term retirement savings with the practical need for flexibility during specific financial or personal crises.

On August 19, 2026, the Parliament of Botswana reached a unanimous decision to adopt the National Health Insurance Policy. This legislative milestone marks a coordinated effort to reform the country's healthcare landscape.

The policy is designed to unify the existing healthcare system, which has historically suffered from fragmentation. By streamlining service delivery, the government aims to improve the overall efficacy and accessibility of health services for the population.

Minister Onneetse Ramogapi is currently involved in a high-profile legal dispute with three senior executives from the Botswana Housing Corporation (BHC). The conflict follows the breakdown of negotiations regarding a mutual separation agreement between the parties.

As a result of the failed settlement talks, the BHC has returned to court to resolve the matter. The case highlights the complexities of executive employment disputes and the potential for prolonged litigation when separation negotiations do not reach a successful conclusion.

An investigation conducted by Prisoners Defenders has brought to light allegations of significant salary discrepancies concerning Cuban doctors employed in Botswana. Reports indicate that while the government of Botswana pays US$4,095 per month for the services of each doctor, the individual practitioners receive only US$1,000.

These findings have raised questions regarding the compensation structure and the distribution of funds within the framework of the medical cooperation agreement. The discrepancy highlights potential transparency issues in the management of international professional service contracts.

The Cameroon Ministry of Labour has intensified its enforcement of Section 23 of the Labour Code, which governs local content and the employment of foreign nationals. A critical requirement under this mandate is that all foreign worker contracts must receive explicit prior endorsement, in the form of a visa, from the Minister in charge of Labour before the employee begins work.

Employers are cautioned that failure to secure this endorsement renders the employment contract null and void. Non-compliance not only jeopardizes the legal status of the employment relationship but also exposes the hiring entity to significant administrative fines.

Following a series of nationwide compliance reviews, the Ministry of Labour and Social Security (MINTSS) has issued operational circulars to labor inspectorates. These directives mandate strict adherence to the statutory Guaranteed Interprofessional Minimum Wage (SMIG) floors.

The initiative serves as a reminder to employers of their obligation to comply with established classification baselines and minimum wage requirements. Labor inspectorates are expected to enforce these standards rigorously to ensure that compensation practices across the country remain consistent with national labor regulations.

Under Cameroonian law, verbal employment contracts are recognized as legally valid and binding agreements. This principle ensures that even in the absence of a written document, an employment relationship can be established and enforced under the law.

However, there are specific legal implications when a contract that requires a written form is instead concluded verbally. In such instances, the law dictates that the agreement automatically defaults to an indefinite-term contract (CDI), which carries distinct legal obligations for both the employer and the employee.

The Eswatini Communications Commission (ESCCOM) has launched 'Khuluma,' an independent and confidential whistleblowing system designed to address internal misconduct. The platform provides a secure channel for employees, industry licensees, contractors, and the general public to report instances of fraud, maladministration, and other internal wrongdoing.

This initiative represents a significant step in strengthening organizational integrity within the communications sector. By establishing a direct and protected pipeline for reporting, the Commission aims to enhance transparency and accountability across its operations and the broader industry it regulates.

The government of Eswatini has formally announced proposed revisions to existing labor regulations. These updates are specifically focused on establishing a new minimum wage order for the textile industry.

Employers operating within the textile sector should monitor these developments closely as the proposed changes move through the legislative process. These adjustments will have direct implications for payroll structures and overall labor compliance obligations for businesses in this 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 the 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.

The Social Security and Housing Finance Corporation (SSHFC) of The Gambia has initiated a nationwide audit of employer compliance regarding statutory payroll contributions. The scope of these audits covers both retirement schemes and occupational injury funds, reflecting a heightened regulatory focus on contribution accuracy.

The initiative is designed to address recurring payroll discrepancies, including the misclassification of fixed allowances and errors in calculation bases between the National Provident Fund and the Federated Pension Scheme. Furthermore, the audits will scrutinize the non-remittance of funds to the Industrial Injuries Compensation Fund, requiring employers to ensure their payroll practices align strictly with statutory requirements.

Labor relations at the Gambia Ports Authority (GPA) have faced ongoing uncertainty following the transfer of management services to Alport. A lack of clarity regarding the status and resolution of worker demands has created a persistent dispute between the workforce and the entities involved.

Despite inquiries directed at both GPA and Alport leadership, a definitive resolution remains elusive. This situation underscores the critical importance of transparent management-staff relations, as the current ambiguity threatens to undermine operational stability and highlights the complexities inherent in the transfer of management responsibilities from state-owned entities to private providers.

Proposed amendments to Ghana’s Labour Act (Act 651) have been introduced to address the challenges posed by technological advancement in the workplace. The draft legislation seeks to formally define 'Algorithmic and Technological Displacement' and introduces new mandates for corporate reporting regarding the integration of artificial intelligence.

Under the proposed framework, employers exceeding a specific size threshold would be required to provide advance notice of workforce restructuring resulting from AI implementation. Additionally, the amendments suggest a requirement for these employers to contribute to a national retraining fund, signaling a shift toward greater corporate responsibility in managing the labor impacts of automation.

The Gender Equality (Gender Equity) Act, 2024 (Act 1121) is now fully operational in Ghana, following the maturation of its accompanying regulations, Legislative Instrument (L.I.) 2522, in June 2026. The government has also confirmed that the Gender Equity Committee and Secretariat are now established and active.

This transition from enactment to active enforcement introduces a new layer of regulatory compliance for both public and private sector entities. Organizations must now prepare for potential oversight regarding gender-based discrimination and adherence to established equity targets, necessitating a comprehensive review of internal policies to mitigate litigation risks.

Fraud remains a primary risk for businesses in Ghana, as highlighted by the 2024 money laundering assessment. To understand the drivers of this issue, many stakeholders are utilizing criminologist Donald Cressey’s 'fraud triangle,' which identifies three core motivators: perceived pressure, opportunity, and rationalization.

Recognizing these factors is essential for organizations seeking to strengthen their internal controls. By addressing the conditions that allow these three elements to converge, businesses can better implement preventative measures to mitigate the risk of deceptive acts and financial loss.

The National Industrial Training Authority (NITA) of Kenya has released updated guidelines governing its industrial attachment programs. These procedures are intended to standardize the placement process for trainees across various sectors.

Employers participating in these programs are advised to review the new policy requirements to ensure full compliance with national training standards. Adherence to these updated procedures is necessary to maintain eligibility and alignment with NITA’s regulatory framework for industrial attachments.

The Kenyan Cabinet has mandated that all Ministries, Departments, Agencies, and State Corporations transition to a revamped Integrated Human Resource and Payroll System. This directive is accompanied by a government-wide payroll audit and comprehensive data cleansing efforts, aimed at addressing systemic payroll irregularities identified across various state departments.

Beyond the migration, the initiative incorporates enhanced cybersecurity controls and integration with broader public financial management platforms. This move represents a significant effort to modernize public sector human resource management, improve fiscal transparency, and eliminate unauthorized expenditures within the government payroll system.

The Kenya National Union of Nurses and Midwives (KNUNM) has officially ended a 43-day strike following the signing of a return-to-work agreement in Nairobi on September 9, 2026. The prolonged industrial action had severely disrupted public health services across the country and was reportedly linked to 522 fatalities.

This resolution highlights the ongoing tension between the constitutional right to strike and the necessity of maintaining essential public services. For legal practitioners, the situation raises complex questions regarding potential civil liability and accountability, particularly concerning the impact of the strike on patient care and the resulting loss of life.

The Ministry of Investments, Trade and Industry (MITI) has issued a formal clarification regarding the scope of Kenya’s visa-free entry and Electronic Travel Authorisation (eTA) regimes. The Ministry emphasized that these measures, designed to facilitate tourism and investment, do not grant foreign nationals the legal right to engage in employment, trade, or business operations within the country.

This clarification follows increased scrutiny of foreign nationals operating within local retail and trade sectors. While the government has significantly liberalized entry requirements since 2024 to boost economic activity, the Ministry’s statement serves as a regulatory reminder that immigration status remains distinct from the authorization required to participate in the Kenyan labor market or commercial landscape.

The Institute of Human Resource Management (IHRM) has concluded its nationwide compliance transition following the enforcement deadline of July 31, 2026. Established under the Human Resource Management Professionals (HRMP) Act of 2012, the IHRM is now strictly enforcing mandatory professional licensing requirements for HR practitioners.

This enforcement drive signals a shift toward more rigorous oversight of the human resource profession in Kenya. Practitioners and employers are now subject to potential criminal sanctions for non-compliance, underscoring the statutory requirement for all HR professionals to maintain valid credentials to operate legally within the country.

The Government of Lesotho has officially implemented new minimum wage standards through the publication of the Labour Act Wages (Minimum Wages) Notice, 2026. Issued as Legal Notice No. 54 of 2026, the instrument was enacted by the Minister of Labour and Employment under the authority of the Labour Act, 2024.

The notice establishes legally binding wage baselines across several key sectors, including construction, retail, hospitality, private security, and textile and garment manufacturing. Employers in these industries are required to adjust their payroll structures to ensure compliance with these updated statutory minimums.

The Liberian Ministry of Labour has intensified its enforcement of expatriate work permit regulations under Chapter 45 of the Decent Work Act. Recent audit operations and workplace inspections across major commercial hubs have led to the immediate revocation of multiple Alien Work Permits.

The Ministry cited regulatory misrepresentation and operational fraud as the primary grounds for these revocations. This crackdown reflects a broader effort by the government to ensure that foreign national employment remains in strict accordance with Liberian labor laws and that local employment quotas and permit requirements are fully respected.

The Liberian Ministry of Labour is finalizing Regulation No. 19, which aims to modernize the country's Occupational Health and Safety (OHS) framework under Chapter 6 of the Decent Work Act. This regulatory overhaul is designed to align domestic labor administration with International Labour Organization (ILO) standards, covering both formal and informal sectors.

For employers, this development marks a transition toward a more proactive compliance model. The new regulation mandates rigorous hazard mitigation, formalized safety documentation, and verifiable governance, requiring organizations to move beyond passive policy maintenance to ensure a safer working environment.

The Liberian Civil Service Agency (CSA) has reaffirmed its commitment to gender pay equity, declaring a zero-tolerance policy for wage discrimination within the public service. Announced on International Equal Pay Day, the policy mandates that employees at identical grade levels must receive uniform compensation regardless of gender.

This directive reinforces the government's statutory obligation to provide equal remuneration for work of equal value. The CSA's focus on this issue highlights a broader administrative effort to eliminate gender-based disparities in public sector employment and ensure transparent, merit-based compensation structures.

The Liberia Nurses Association (LNA) has formally requested that the government establish a minimum monthly salary of US$500 for nurses, to be implemented in the upcoming budget year. This demand follows the government's recent announcement that domestic revenue has surpassed the US$1 billion threshold.

The LNA has indicated that it will not accept compensation below this level and intends to intensify its engagements with authorities. This development presents a significant challenge to the government's fiscal planning and labor relations, as the union is strategically linking the country's improved financial performance to the economic welfare of its healthcare workforce.

Malawian employers are now legally required to cover the annual professional practice license fees for all nurses and midwives. This mandate was secured by the Coalition for Health Workers (HRH PLUS) following direct negotiations with the Nurses and Midwives Council of Malawi (NMCM).

The policy change comes in response to a 33% increase in licensing costs. By shifting this financial burden from individual practitioners to employers, the agreement aims to provide immediate relief to frontline health workers who have been impacted by the rising cost of living.

The Office of the President and Cabinet in Malawi has issued an immediate directive prohibiting civil servants from conducting off-site workshops, seminars, and away-days. Under this new policy, such activities must now be held within official workstations.

This ban is designed to curb government expenditure on taxpayer-funded events held outside of standard office environments. The move reflects a broader effort to enforce fiscal discipline and ensure that public resources are utilized exclusively for core operational requirements.

The Government of Malawi has formally gazetted an upward revision of national minimum wages following tripartite deliberations by the Wages Advisory Council. The new rates were promulgated by the Minister of Labour, Skills and Innovation, Joel Chigona, pursuant to Section 54 of the Employment Act.

These revisions were enacted to adjust labor standards in line with current economic conditions. The statutory order, which applies to various sectors, took legal effect retroactively on June 1, 2026.

Parliament has enacted significant amendments to the Workers’ Rights Act 2019 through the Economic and Financial Measures (Miscellaneous Provisions) Act 2026. These reforms substantially expand parental leave entitlements, increasing paid maternity leave from 16 to 26 weeks, offering an optional 26 weeks at half pay, and extending paid paternity leave to 6 weeks.

While the legislation was gazetted on August 13, 2026, the new parental leave provisions are set to take effect on January 1, 2027. The reforms are intended to align Mauritius with international family-welfare standards and address demographic trends, though they necessitate significant adjustments to operational and wage planning for employers.

Female workers in Mauritius are now entitled to one day of fully paid menstrual leave per month when suffering from severe symptoms or related disorders. This mandate was established under the Economic and Financial Measures (Miscellaneous Provisions) Act 2026.

The legislation received presidential assent and was officially gazetted on August 13, 2026. The right to this leave took immediate effect upon the publication of the Act, marking a notable shift in the country's statutory employment protections.

Workers' unions in Namibia are currently advocating for the introduction of statutory paternity leave. The proposed policy aims to provide fathers with the time necessary to support their families and care for newborn children.

This push for legislative change follows recent increases in Social Security Commission (SSC) benefits. The unions argue that formalizing paternity leave is a necessary step to ensure both parents can participate equally in early childcare.

New wage rates for construction workers in Namibia officially became law on September 1, 2026. These adjustments establish updated compensation standards for the sector.

The implementation of these rates follows a period of regulatory review and is intended to standardize pay across the construction industry. Employers are expected to ensure compliance with the new wage structures to maintain legal standing and fair labor practices.

Effective October 1, 2026, the Namibian Social Security Commission (SSC) will implement an increase in benefit payouts for registered participants. These adjustments are designed to bolster financial support for workers across several critical categories.

The expanded coverage encompasses maternity, sick leave, retirement, disability, and death benefits. This update reflects the commission's ongoing efforts to enhance the social safety net for the Namibian workforce.

A significant labor dispute has emerged at the Gendev Fishing Group in Walvis Bay following allegations that the company failed to honor a wage agreement reached after a 28-day strike. Although the Namibia Seamen and Allied Workers Union (Nasawu) secured a deal providing for improved salaries, housing allowances, and annual bonuses, workers report that the company subsequently attempted to revert to old wage rates for August.

In response to this perceived breach of contract, employees have initiated protests and petitioned political figures, demanding the removal of company directors Paulina Haindongo and Andreas Joseph. The situation highlights the volatility surrounding the implementation of collective bargaining outcomes in the Namibian fishing sector.

During the National Fisheries Indaba in Walvis Bay, labor representatives led by Joseph Garoeb articulated a formal demand for a greater stake in the Namibian fishing industry. The workers are calling for enhanced job security, improved social protection, and a meaningful voice in the national resource allocation process.

This development reflects growing pressure from labor stakeholders to reform the existing quota allocation system and industry governance. The demands underscore a broader societal push for more equitable distribution of national resources, moving beyond traditional employment models toward active participation and benefit-sharing for citizens.

The proposed Employment Services Amendment Bill in South Africa introduces stringent penalties for employers who fail to comply with regulations regarding the hiring of foreign nationals. Under the new framework, companies face substantial financial exposure, with fines reaching up to R1 million or 10 percent of annual turnover for repeat offenses.

Regulators have developed this legislation to enforce a clear prioritization of local citizens within the labor market. By imposing severe punitive measures, the government aims to curb the unlawful exploitation of undocumented workers and ensure that businesses adhere strictly to national employment standards.

The Financial Sector Conduct Authority (FSCA) in South Africa has launched an intensified enforcement initiative targeting employer non-compliance under Section 13A of the Pension Funds Act, 1956. This regulatory crackdown focuses on companies that deduct retirement fund contributions from employee salaries but fail to remit those funds to the designated retirement vehicles.

To ensure robust oversight, the FSCA is operating in a multi-agency capacity alongside the National Prosecuting Authority, the Directorate for Priority Crime Investigation (the Hawks), and the National Treasury. This coordinated approach signals a zero-tolerance policy toward the misappropriation of employee retirement savings.

The Zambian Ministry of Labour and Social Security has introduced a new Gifts and Benefits Policy requiring all employees to declare gifts valued above K500. This measure is intended to enhance transparency and accountability within the ministry's operations by establishing a clear monetary threshold for reporting.

By formalizing these disclosure requirements, the ministry aims to mitigate conflicts of interest and reduce the risk of corrupt practices among its staff. This initiative serves as a proactive step toward aligning departmental conduct with broader national anti-corruption strategies and may establish a new benchmark for public service integrity in Zambia.

The National Employment Council (NEC) for the Tobacco Industry in Zimbabwe has issued a directive requiring employers to pay gratuity to seasonal workers who have completed three consecutive years of service. This mandate, established through a new Collective Bargaining Agreement, seeks to eliminate practices where employers utilized short-term contracts to circumvent terminal benefit obligations.

Historically, some employers in the miscellaneous tobacco sector—including auction, grading, and processing facilities—repeatedly hired the same individuals for years while classifying them as short-term seasonal staff. By formalizing this gratuity requirement, the NEC aims to protect the rights of seasonal workers and ensure equitable treatment across the industry.