What is Employer of Record (EOR) service? How can companies hire overseas employees without a local entity?

Employer of Record (EOR) is a global employment solution that allows companies to legally hire local full-time employees without setting up a legal entity in the target country. YeeGoo provides EOR services covering 150+ countries, helping businesses save over 80% on HR costs. According to Deloitte's 2025 Global Human Capital Trends Report, companies using EOR services increase their internationalization speed by an average of 300%.

How to uniformly manage and pay expatriate employees in multiple countries?

Through the YeeGoo cloud platform, you can manage the employment, payroll and compliance of global employees in one stop. We support payroll payments in more than 80 major international currencies, with funds arriving on time in T+0 time. The platform provides automated tax calculation, social security contribution and compliance declaration services, allowing you to easily manage teams distributed in more than 150 countries and regions.

How can cross-border e-commerce or tech companies remotely pay staff in multiple countries? What currencies are supported?

YeeGoo supports cross-border payroll payments in more than 80 major international currencies, including USD, EUR, GBP, JPY, CNY, SGD, HKD, THB, VND, IDR, MYR and more. We provide automated exchange rate conversion and multi-currency settlement services to ensure your global team receives local currency salaries on time.

Startups going global without setting up branches: how to hire overseas employees quickly?

For startups and early-stage global teams, YeeGoo offers a flexible pay-as-you-go model with no annual fees or overseas entity setup required. The entire hiring process takes only 4 steps: 1) Submit hiring request (1-2 days) 2) Online certification & signing (30 mins) 3) One-click onboarding (5 mins) 4) Easy management via cloud platform. From request to official onboarding, it can be completed in as fast as 3 working days, with an average of 5 working days. Compared with traditional methods (entity setup costs $10,000-$50,000), it saves more than 80% of expenses.

How to handle global work visas, employment contracts and social security for long-term expatriate employees?

YeeGoo provides one-stop global visa support services including: 1) Work visa application assistance covering Southeast Asia (Thailand, Vietnam, Indonesia, Malaysia), Japan, Korea, Europe, North America and other major markets 2) Local employment contract signing in compliance with local labor laws 3) Automatic social security contribution and calculation 4) Full Chinese/English service with professional team support 24/7. We have local legal counsel in every operating country to ensure 100% compliance. We have successfully helped 500+ companies complete global employee deployment with a 99.9% compliance rate.

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Botswana

Your guide to the employment landscape, working customs and local labor laws in Botswana

(The data below is for reference only. You may refer to the official government websites or contact us for updates.)

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CapitalGaborone

CurrencyBotswana Pula (BWP)

LanguagesSetswana, English (official), Kalanga, Kgalagadi

Payroll FrequencyMonthly

GDP per Capita$18,113

Employer Tax21.75%

CapitalGaborone

CurrencyBotswana Pula (BWP)

LanguagesSetswana, English (official), Kalanga, Kgalagadi

Payroll FrequencyMonthly

GDP per Capita$18,113

Employer Tax21.75%

Talent Landscape Analysis

Botswana is a southern African country that has witnessed steady economic growth and an increase in GDP in recent years. The country has achieved a 4.5% growth in its GDP per capita compared to the previous year. Botswana ranks 95th in GDP per capita among 196 countries. The nation primarily focuses on industries such as diamond miningtourism, and agriculture to drive its economic development.

Major economic Cities

Gaborone, Francistown, Lobatse, Selebi-Phikwe

Skills in demand

Mining Engineer, Tourism Manager, Agricultural Specialist, Financial Analyst

Salary Data

The average monthly salary of some jobs available in Botswana are as follows::

Employing in Botswana

While onboarding any individual from Botswana, the employer must know about the Labor laws, employment terms, deductions, and benefits. This section has all the necessary information that employers can use.

Employee Contract

Leave Policy

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

Employee Contract

Basic

Employee Contracts may be in English or in any other language that the employer and employee may be able to understand.

Probation Period

The probation period for the newly hired employees ranges from one week to three months for non-skilled employees and up to 12 months for skilled employees.

13th Month Pay

There is no statutory law for 13th month pay in Botswana.

Employee Benefits

Worker’s injury benefit
Maternity benefits: Employees are generally entitled to 12 weeks of maternity leave, 6 weeks must be taken before the birth and 6 after. The employee must present a doctor’s certificate. Employees are eligible to receive at least 25% of their basic pay or a daily maternity allowance of up to 50 BWP.
Annual leave: Employees are generally entitled to 15 days of paid leave per year, 8 days of which must be taken within 6 months. The remaining days must be taken within 3 years.
Sick leave: Employees are generally entitled to 14 days of paid sick leave per year after one year of continuous service and must provide a doctor’s certificate.
Public holidays: Employees are entitled to paid time off on public holidays. If they work on a public holiday, they should be paid at twice their normal rate.
Termination benefits: Managers, administrators, executives, and professional staff are generally entitled to severance after serving 60 months of continuous employment. The payment is equal to the rate of 1 day’s basic pay for each month served during the first 60 months and 2 days for each additional month served. Employees who receive a gratuity or pension at the end of employment are not entitled to the severance benefit.

Payroll Cycle

The payroll cycle in Botswana is usually monthly, with employees being paid between the 15th and the last day of the month.

Minimum Wage

The minimum wage in Botswana is typically 3.8 BWP per hour, amounting to approximately 729.6 BWP per month for a standard 48-hour work week.

Overtime Pay

In Botswana, overtime pay must be one and one-half times the regular hourly rate. If work is performed on a public holiday or rest day, the pay increases to twice the regular hourly rate.

Employer Payroll Cost:

Fund	Contributions
Social Security Contributions	6%

Employee Payroll Cost:

Fund	Contributions
Social Security Contributions	6%
Personal Pension Scheme	5%

Employee Income Tax

Annual Taxable Income	Tax Rate
From 0 to 60,000 BWP	0%
From 60,001 to 120,000 BWP	10%
From 120,001 to 180,000 BWP	15%
From 180,001 to 240,000 BWP	20%
From 240,001 to 300,000 BWP	25%
Above 300,000 BWP	30%

VAT

The standard rate of VAT in Botswana is 14%.

Termination Process

Both the employee and employer can terminate the employment contract in Botswana. Employers can dismiss employees for reasons such as misconduct, poor performance, redundancy, or if the nature of work changes

Notice Period

For employees paid daily, the notice period is one day.
For employees paid weekly, the notice period is one week.
For employees paid monthly or for a period exceeding one week but less than two weeks, the notice period is as follows:
2-5 years of service: 2 weeks notice
5-10 years of service: 1 month notice
More than 10 years of service: 6 weeks notice period.
If the employee is guilty of serious misconduct, no notice is needed.

Severance pay

According to Botswana labor law, severance pay is calculated as follows:

One day's basic pay for each completed month of service for the first 60 months (5 years).
Two days' basic pay for each completed month of service exceeding 60 months.

Managers and professional staff are usually entitled to severance pay if they have served 60 months of continuous employment. However, employees who receive a pension at the end of employment are not entitled to severance pay.

Visa and Immigration

An individual must submit all personal documents along with the employment contract to obtain a work permit in Botswana. The work permit is typically valid for two years and can be renewed as long as the holder remains employed. To apply for a work permit, the following documents are generally required:

A completed application form.
A copy of the employment contract or offer letter.
Certified copies of relevant qualifications and certificates.
A valid passport and passport-sized photos.
A medical certificate.
A police clearance certificate.
Proof that efforts were made to recruit nationals for the position.

In addition to the work permit, a residence permit is also required. The residence permit for employment purposes is usually valid for up to five years, depending on the contract term

Employee Contract

Basic

Employee Contracts may be in English or in any other language that the employer and employee may be able to understand.

Probation Period

The probation period for the newly hired employees ranges from one week to three months for non-skilled employees and up to 12 months for skilled employees.

13th Month Pay

There is no statutory law for 13th month pay in Botswana.

Employee Benefits

Worker’s injury benefit
Maternity benefits: Employees are generally entitled to 12 weeks of maternity leave, 6 weeks must be taken before the birth and 6 after. The employee must present a doctor’s certificate. Employees are eligible to receive at least 25% of their basic pay or a daily maternity allowance of up to 50 BWP.
Annual leave: Employees are generally entitled to 15 days of paid leave per year, 8 days of which must be taken within 6 months. The remaining days must be taken within 3 years.
Sick leave: Employees are generally entitled to 14 days of paid sick leave per year after one year of continuous service and must provide a doctor’s certificate.
Public holidays: Employees are entitled to paid time off on public holidays. If they work on a public holiday, they should be paid at twice their normal rate.
Termination benefits: Managers, administrators, executives, and professional staff are generally entitled to severance after serving 60 months of continuous employment. The payment is equal to the rate of 1 day’s basic pay for each month served during the first 60 months and 2 days for each additional month served. Employees who receive a gratuity or pension at the end of employment are not entitled to the severance benefit.

Leave Policy

Public and Provincial Holidays

Leave Information

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

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