[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":28,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":48,"authors":56,"show_related_pages":58,"related_pages":59,"related_sites":133,"in_subsite":58,"contact_page_url":7,"banner_message":134},468,"fair-treatment","Fair Treatment",null,"","In Botswana, are you getting fair treatment at work? Learn about equal pay, rights, harassment, child labour, and forced labour protections today.","Labour Laws Botswana: Fair Treatment","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_BW","2025-07-26T12:01:29.714000+00:00","2026-04-01T13:03:25.579491+00:00","\u002Fcms\u002Fpages\u002F468\u002Fedit\u002F",[18,21,24,27],{"title":19,"slug":20},"Botswana","en-bw",{"title":22,"slug":23},"Work in Botswana","work-in-botswana",{"title":25,"slug":26},"Labour Law","labour-law",{"title":6,"slug":5},{"title":29,"description":9,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":20,"created_at":35,"last_modified_at":36},"Work Discrimination, Fair Treatment - Botswana","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-26T14:01:29.714000+02:00","2026-04-01T15:03:26.004367+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-10\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Cp>There is no provision concerning equal pay in the Employment Act, 1982 (Cap. 47:01).\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>\u003Cem>Botswana prohibits workplace discrimination based on factors like race, gender, disability, or health status, including HIV\u002FAIDS. Employers cannot terminate contracts or deny benefits based on these protected characteristics.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Discrimination has been defined to include but not limited to discrimination based on race, tribe, place of origin, national extraction, social origin, marital status, political opinions, sex, colour or creed.\u003C\u002Fp>\n\u003Cp>An employment contract cannot be terminated on the grounds of employee’s race, tribe, place of origin, social origin, marital status, gender, sexual orientation, colour, creed, health status or disability.\u003C\u002Fp>\n\u003Cp>Under the Code of Conduct, no employee or employer can discriminate against any employee in any employment policy or practice. Furthermore, employees with HIV\u002FAIDS are not to be discriminated against the allocation of employee benefits or be dismissed based on their HIV\u002FAIDS status.\u003C\u002Fp>\n\u003Cp>Source: § 23 of the Employment Act, 1982 (Cap. 47:01) and Rule 3 of the Code of Good Practice: Employment Discrimination and Rule 8 & 9 of the Code of Good Practice: HIV\u002FAIDS and Employment\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>No discriminatory provisions could be located under the Constitution of Botswana or Employment Act. It is the employer’s responsibility to ensure equal opportunity in the workplace. The employer must adopt, communicate, implement, monitor and review policies to eliminate discrimination and the following guidelines on specific issues.\u003C\u002Fp>\n\u003Cp>No restrictive provisions concerning employment of women during night hours, and in jobs deemed dangerous, hazardous, arduous or morally inappropriate with the aim to limit equal choice of profession could be located.\u003C\u002Fp>\n\u003Cp>Source: Rule 6 of the Code of Good Practice: Employment Discrimination\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Employment Act, 1982 (Cap. 47:01)1982 (Cap. 47:01)\n          \u003C\u002Fli>\n          \u003Cli>\n            Code of Good Practice: HIV\u002FAIDS and Employment\n          \u003C\u002Fli>\n          \u003Cli>\n            Code of Good Practice: Sexual Harassment in the Workplace\n          \u003C\u002Fli>\n          \u003Cli>\n            Code of Good Practice: Employment Discrimination\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: discrimination at work and equal pay in Botswana – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-10\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Cp>There is no provision concerning equal pay in the Employment Act, 1982 (Cap. 47:01).\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>\u003Cem>Botswana prohibits workplace discrimination based on factors like race, gender, disability, or health status, including HIV\u002FAIDS. Employers cannot terminate contracts or deny benefits based on these protected characteristics.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Discrimination has been defined to include but not limited to discrimination based on race, tribe, place of origin, national extraction, social origin, marital status, political opinions, sex, colour or creed.\u003C\u002Fp>\n\u003Cp>An employment contract cannot be terminated on the grounds of employee’s race, tribe, place of origin, social origin, marital status, gender, sexual orientation, colour, creed, health status or disability.\u003C\u002Fp>\n\u003Cp>Under the Code of Conduct, no employee or employer can discriminate against any employee in any employment policy or practice. Furthermore, employees with HIV\u002FAIDS are not to be discriminated against the allocation of employee benefits or be dismissed based on their HIV\u002FAIDS status.\u003C\u002Fp>\n\u003Cp>Source: § 23 of the Employment Act, 1982 (Cap. 47:01) and Rule 3 of the Code of Good Practice: Employment Discrimination and Rule 8 & 9 of the Code of Good Practice: HIV\u002FAIDS and Employment\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>No discriminatory provisions could be located under the Constitution of Botswana or Employment Act. It is the employer’s responsibility to ensure equal opportunity in the workplace. The employer must adopt, communicate, implement, monitor and review policies to eliminate discrimination and the following guidelines on specific issues.\u003C\u002Fp>\n\u003Cp>No restrictive provisions concerning employment of women during night hours, and in jobs deemed dangerous, hazardous, arduous or morally inappropriate with the aim to limit equal choice of profession could be located.\u003C\u002Fp>\n\u003Cp>Source: Rule 6 of the Code of Good Practice: Employment Discrimination\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Employment Act, 1982 (Cap. 47:01)1982 (Cap. 47:01)\n          \u003C\u002Fli>\n\u003Cli>\n            Code of Good Practice: HIV\u002FAIDS and Employment\n          \u003C\u002Fli>\n\u003Cli>\n            Code of Good Practice: Sexual Harassment in the Workplace\n          \u003C\u002Fli>\n\u003Cli>\n            Code of Good Practice: Employment Discrimination\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Labour Laws Botswana: Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work'>Labour Laws Botswana: Maternity at Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-botswana'>Minimum Wages Regulations - Botswana\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Labour Laws Botswana: Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Labour Laws Botswana: Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contact Us",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[57],{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},true,[60,64,68,72,76,80,84,88,92,96,100,104,108,112,116,117,121,125,129],{"id":61,"short_title":7,"title":62,"url":63},454,"Work and Wages","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fwork-and-wages",{"id":65,"short_title":7,"title":66,"url":67},455,"Compensation and Working Time","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcompensation-and-working-time",{"id":69,"short_title":7,"title":70,"url":71},456,"Annual Leave and Holidays","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":73,"short_title":7,"title":74,"url":75},457,"Contracts and Dismissals","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":77,"short_title":7,"title":78,"url":79},458,"Notice and Severance","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":81,"short_title":7,"title":82,"url":83},459,"Family Responsibilities","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffamily-responsibilities",{"id":85,"short_title":7,"title":86,"url":87},460,"Maternity and Work","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work",{"id":89,"short_title":7,"title":90,"url":91},461,"Job Protection","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":93,"short_title":7,"title":94,"url":95},462,"Breastfeeding","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":97,"short_title":7,"title":98,"url":99},463,"Health and Safety","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fhealth-and-safety",{"id":101,"short_title":7,"title":102,"url":103},464,"Sick Leave","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fsick-leave",{"id":105,"short_title":7,"title":106,"url":107},465,"Work Injury Benefits","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":109,"short_title":7,"title":110,"url":111},466,"Social Security","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fsocial-security",{"id":113,"short_title":7,"title":114,"url":115},467,"Unemployment Benefits","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":4,"short_title":7,"title":6,"url":11},{"id":118,"short_title":7,"title":119,"url":120},469,"Sexual Harassment","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},470,"Minors and Youth","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},471,"Forced Labour","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},472,"Trade Unions","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]