[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection":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":31,"rendered":40,"description":41,"body":42,"body_blocks":43,"call_to_action":44,"owner":51,"authors":59,"show_related_pages":61,"related_pages":62,"related_sites":136,"in_subsite":61,"contact_page_url":7,"banner_message":137},461,"job-protection","Job Protection",null,"","Find out if Botswana’s labour laws protect women from unfair dismissal and ensure their right to return to the same job.","Labour Laws Botswana: Women's Job Protection","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection","labourlaw.labourlawpage","en_BW","2025-07-26T12:01:28.125000+00:00","2026-04-08T10:23:51.993773+00:00","\u002Fcms\u002Fpages\u002F461\u002Fedit\u002F",[18,21,24,27,30],{"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":28,"slug":29},"Maternity and Work","maternity-and-work",{"title":6,"slug":5},{"title":32,"description":9,"image":33,"canonical":34,"robots":35,"og_type":36,"twitter_card":37,"locale":20,"created_at":38,"last_modified_at":39},"Maternity Work Safety, Pregnancy Rights - 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\u002Fmaternity-and-work\u002Fjob-protection\u002F","index, follow","website","summary_large_image","2025-07-26T14:01:28.125000+02:00","2026-04-08T12:23:52.140725+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Job Protection\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      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>No Harmful Work\u003C\u002Fh2>\n          \u003Cp>An employer may not require or permit pregnant or breast-feeding employees to perform work  hazardous to their health or children. Certain conditions may threaten health and safety, including exposure to noise, vibration, radiation, electro-magnetic fields etc; working in extreme conditions, i.e., excessive heat or cold; and exposure to harmful chemical substances.\u003C\u002Fp>\n\u003Cp>Source: Rule 8 of Code of Good Practice: Maternity Benefits and Family Responsibility\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n          \u003Cp>\u003Cem>A female employee cannot be dismissed during maternity leave, and any termination notice expiring during this period is void. Additionally, termination within three months of childbirth without serious misconduct does not affect her right to maternity allowance.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Employment of a female worker during her maternity leave is protected. Where a worker is on maternity leave, the employer is prohibited from serving a termination of employment notice on her. Furthermore, any such notice given to a female employee which expires during maternity leave will is null and void.\u003C\u002Fp>\n\u003Cp>No notice of intention to terminate the employment of a pregnant employee given without good cause within three months of her confinement, will affect her right to receive maternity allowance. Here, good cause is limited to acts of serious misconduct.\u003C\u002Fp>\n\u003Cp>Source: § 116 of the Employment Act, 1982 (Cap. 47:01) and Rule 4 of the Code of Good Practice: Maternity Benefits and Family Responsibility\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Right to Return to Same Position\u003C\u002Fh2>\n          \u003Cp>The Employment Act, 1982 (Cap. 47:01) provides that any absences by the employee due to maternity leave is not to interrupt the employee's employment. The law also prohibits dismissal of a worker on maternity leave. This means that the worker has the right to return to the same position on completion of maternity leave.\u003C\u002Fp>\n\u003Cp>Source: § 113 of 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=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_maternity_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: job protection while pregnant and\u002For during maternity leave in Botswana – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-10\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>No Harmful Work\u003C\u002Fh2>\n\u003Cp>An employer may not require or permit pregnant or breast-feeding employees to perform work  hazardous to their health or children. Certain conditions may threaten health and safety, including exposure to noise, vibration, radiation, electro-magnetic fields etc; working in extreme conditions, i.e., excessive heat or cold; and exposure to harmful chemical substances.\u003C\u002Fp>\n\u003Cp>Source: Rule 8 of Code of Good Practice: Maternity Benefits and Family Responsibility\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n\u003Cp>\u003Cem>A female employee cannot be dismissed during maternity leave, and any termination notice expiring during this period is void. Additionally, termination within three months of childbirth without serious misconduct does not affect her right to maternity allowance.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Employment of a female worker during her maternity leave is protected. Where a worker is on maternity leave, the employer is prohibited from serving a termination of employment notice on her. Furthermore, any such notice given to a female employee which expires during maternity leave will is null and void.\u003C\u002Fp>\n\u003Cp>No notice of intention to terminate the employment of a pregnant employee given without good cause within three months of her confinement, will affect her right to receive maternity allowance. Here, good cause is limited to acts of serious misconduct.\u003C\u002Fp>\n\u003Cp>Source: § 116 of the Employment Act, 1982 (Cap. 47:01) and Rule 4 of the Code of Good Practice: Maternity Benefits and Family Responsibility\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Right to Return to Same Position\u003C\u002Fh2>\n\u003Cp>The Employment Act, 1982 (Cap. 47:01) provides that any absences by the employee due to maternity leave is not to interrupt the employee's employment. The law also prohibits dismissal of a worker on maternity leave. This means that the worker has the right to return to the same position on completion of maternity leave.\u003C\u002Fp>\n\u003Cp>Source: § 113 of the Employment Act, 1982 (Cap. 47:01)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work'>Labour Laws Botswana: Maternity at Work\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":45,"link":46},"Contact Us",{"title":45,"url":47,"description":45,"rel":48,"type":49,"id":50},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":52,"first_name":53,"last_name":54,"email":55,"image":56,"function":57,"external":58},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,[60],{"id":52,"first_name":53,"last_name":54,"email":55,"image":56,"function":57,"external":58},true,[63,67,71,75,79,83,87,90,91,95,96,100,104,108,112,116,120,124,128,132],{"id":64,"short_title":7,"title":65,"url":66},454,"Work and Wages","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fwork-and-wages",{"id":68,"short_title":7,"title":69,"url":70},455,"Compensation and Working Time","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcompensation-and-working-time",{"id":72,"short_title":7,"title":73,"url":74},456,"Annual Leave and Holidays","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":76,"short_title":7,"title":77,"url":78},457,"Contracts and Dismissals","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":80,"short_title":7,"title":81,"url":82},458,"Notice and Severance","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":84,"short_title":7,"title":85,"url":86},459,"Family Responsibilities","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffamily-responsibilities",{"id":88,"short_title":7,"title":28,"url":89},460,"\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work",{"id":4,"short_title":7,"title":6,"url":11},{"id":92,"short_title":7,"title":93,"url":94},462,"Breastfeeding","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":64,"short_title":7,"title":65,"url":66},{"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":117,"short_title":7,"title":118,"url":119},468,"Fair Treatment","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment",{"id":121,"short_title":7,"title":122,"url":123},469,"Sexual Harassment","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":125,"short_title":7,"title":126,"url":127},470,"Minors and Youth","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":129,"short_title":7,"title":130,"url":131},471,"Forced Labour","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":133,"short_title":7,"title":134,"url":135},472,"Trade Unions","\u002Fen-bw\u002Fwork-in-botswana\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]