[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-na\u002Fwork-in-namibia\u002Flabour-law\u002Fhealth-and-safety":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},403,"health-and-safety","Health and Safety",null,"","Namibia’s labour laws on health and safety cover worker protections, employer responsibilities, and workplace standards. Learn more and stay informed now","Labour Laws Namibia: Health and Safety","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fhealth-and-safety","labourlaw.labourlawpage","en_NA","2025-07-26T11:15:33.528935+00:00","2026-04-04T11:04:48.659434+00:00","\u002Fcms\u002Fpages\u002F403\u002Fedit\u002F",[18,21,24,27],{"title":19,"slug":20},"Namibia","en-na",{"title":22,"slug":23},"Work in Namibia","work-in-namibia",{"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},"Health and Safety, Labour Law Inspection - Namibia","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fhealth-and-safety\u002F","index, follow","website","summary_large_image","2025-07-26T13:15:33.528935+02:00","2026-04-04T13:04:48.829633+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Health and Safety\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>Employer Cares\u003C\u002Fh2>\n          \u003Cp>In the labour Act, 2007, it has been expressly stated that the working environment is to be safe. It should not be a risk to the health of employees, and the establishment must have adequate facilities and arrangements for the welfare of employees. The machinery is to be maintained without any risk to the employees. Safe entry and exit entrances are to be provided. Employees are to be given protective clothing where necessary. Information and training is to be provided for a safe work environment. Storage and handling of substances should be without risk to the employees. Instructions should be provided and there is to be proper supervision. Organisation of work, including mealtimes and hours of work, should not affect the health or safety of workers. Any other step for the safety, health and welfare of the employees can also be adopted by the employer.\u003C\u002Fp>\n\u003Cp>Source: §39 of the Labour Act, 2007\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Free Protection\u003C\u002Fh2>\n          \u003Cp>Under the Regulations relating to Health and Safety of Employees at Work, 1997, all safety equipment and facilities, including personal protective equipment and clothing, must be supplied free of charge.\u003C\u002Fp>\n\u003Cp>Similarly, in the Regulations relating to Domestic Workers, an employer must provide the domestic worker with a uniform and appropriate personal protective equipment.\u003C\u002Fp>\n\u003Cp>Source: Regulation 2(6)(b) of Regulations relating to Health and Safety of Employees at Work, 1997 and Regulation 10(1) of Regulations relating to Domestic Workers, 2017\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Training\u003C\u002Fh2>\n          \u003Cp>Under the Regulations related to the Health and Safety of Employees at Work, 1997, every employee is to be provided training in the tasks he\u002Fshe is expected to perform, including all aspects of health and safety related to such tasks, so that the employee is able to take reasonable care of his or her own safety and of fellow employees.\u003C\u002Fp>\n\u003Cp>If an employee’s scope of employment has changed or he\u002Fshe will be performing different tasks or tasks which differ from before, then the employer is required to provide the employee with all the necessary information and training for the additional tasks. Furthermore, the employee is to be instructed in all aspects concerning health and safety related to such tasks. All of this has to be done before the employee starts performing the tasks.\u003C\u002Fp>\n\u003Cp>Under the Regulations relating to Domestic Workers, 2017, a worker must be provided training concerning possible hazards relating to work duties, including potentially dangerous equipment and toxic substances, proper use and maintenance of personal protective equipment and safe work techniques relating to domestic work.\u003C\u002Fp>\n\u003Cp>Sources: Regulation 2(3) & (4) of Regulations related to the Health and Safety of Employees at Work, 1997 and Regulation 10(1)(c) of Regulations relating to Domestic Workers, 2017.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Labour Inspection System\u003C\u002Fh2>\n          \u003Cp>The Labour Act, 2007 prescribes the procedure and functions of the labour inspectors. The Minister for labour can appoint labour inspectors to enforce the aforementioned Act. The Permanent Secretary of Labour must then issue a certificate to the labour inspector confirming his\u002Fher appointment.\u003C\u002Fp>\n\u003Cp>The labour inspector can, at a reasonable time, enter any premises. He can direct that the premises or part of it may not be disturbed so as to carry out a search more effectively. He\u002Fshe can examine any book, document or object relevant for the administration of the above-mentioned Act. Any book, document or object can be copied and\u002For seized. A sample from an object or the atmosphere can also be taken as well as measurements, readings, recordings or photographs. Furthermore, the labour inspector can question any individual on the premises. The labour inspector can also assist any person in making an application, referral or compliant and can also settle the matter.\u003C\u002Fp>\n\u003Cp>Where the Labour Inspector has reasonable grounds to believe that an employer has not complied with the provisions of Labour Act, 2007 then he\u002Fshe may issue a compliance order. Any person who obstructs a labour inspector in the performance of his\u002Fher functions, intentionally does not provide an answer to the labour inspector’s question, intentionally provides false and misleading information to the labour inspector, fails to comply with the compliance order or falsely claims to be a labour inspector, then such a person would be liable to a fine not exceeding N$10,000 or imprisonment for up to two years or both.\u003C\u002Fp>\n\u003Cp>While the Labour Act and Health and Safety Regulations GN 156\u002F1997 already created the inspectorate and its powers, there was no dedicated, consolidated Code of Good Practice setting detailed standards for inspector behaviour and prioritisation. To remedy this situation, the Government issued the 2024 Code of Good Practice for Labour Inspectors.\u003C\u002Fp>\n\u003Cp>The Code clearly sets out duties, powers and standards of conduct for labour inspectors and clarifies inspectors’ role in enforcing minimum wages, working-time limits, leave entitlements, OSH rules, prohibition of child labour, discrimination and sexual harassment, and respect for trade-union rights. The Code also provides guidance on inspection procedures, cooperation with workers’ reps, use of improvement notices, and confidentiality.\u003C\u002Fp>\n\u003Cp>Source: §123-127 of the Labour Act, 2007\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Health and Safety\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Act, 2007\n          \u003C\u002Fli>\n          \u003Cli>\n            Regulation 2(6)(b) of Regulations relating to Health and Safety of Employees at Work, 1997\n          \u003C\u002Fli>\n          \u003Cli>\n            Regulation 10(1) of Regulations relating to Domestic Workers, 2017\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_tradeunions_URL_\n      \n          _ll_compensation_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_jobprotection_URL_\n      \n          _CBA_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: health and safety at work in Namibia – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-10\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Employer Cares\u003C\u002Fh2>\n\u003Cp>In the labour Act, 2007, it has been expressly stated that the working environment is to be safe. It should not be a risk to the health of employees, and the establishment must have adequate facilities and arrangements for the welfare of employees. The machinery is to be maintained without any risk to the employees. Safe entry and exit entrances are to be provided. Employees are to be given protective clothing where necessary. Information and training is to be provided for a safe work environment. Storage and handling of substances should be without risk to the employees. Instructions should be provided and there is to be proper supervision. Organisation of work, including mealtimes and hours of work, should not affect the health or safety of workers. Any other step for the safety, health and welfare of the employees can also be adopted by the employer.\u003C\u002Fp>\n\u003Cp>Source: §39 of the Labour Act, 2007\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Protection\u003C\u002Fh2>\n\u003Cp>Under the Regulations relating to Health and Safety of Employees at Work, 1997, all safety equipment and facilities, including personal protective equipment and clothing, must be supplied free of charge.\u003C\u002Fp>\n\u003Cp>Similarly, in the Regulations relating to Domestic Workers, an employer must provide the domestic worker with a uniform and appropriate personal protective equipment.\u003C\u002Fp>\n\u003Cp>Source: Regulation 2(6)(b) of Regulations relating to Health and Safety of Employees at Work, 1997 and Regulation 10(1) of Regulations relating to Domestic Workers, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Training\u003C\u002Fh2>\n\u003Cp>Under the Regulations related to the Health and Safety of Employees at Work, 1997, every employee is to be provided training in the tasks he\u002Fshe is expected to perform, including all aspects of health and safety related to such tasks, so that the employee is able to take reasonable care of his or her own safety and of fellow employees.\u003C\u002Fp>\n\u003Cp>If an employee’s scope of employment has changed or he\u002Fshe will be performing different tasks or tasks which differ from before, then the employer is required to provide the employee with all the necessary information and training for the additional tasks. Furthermore, the employee is to be instructed in all aspects concerning health and safety related to such tasks. All of this has to be done before the employee starts performing the tasks.\u003C\u002Fp>\n\u003Cp>Under the Regulations relating to Domestic Workers, 2017, a worker must be provided training concerning possible hazards relating to work duties, including potentially dangerous equipment and toxic substances, proper use and maintenance of personal protective equipment and safe work techniques relating to domestic work.\u003C\u002Fp>\n\u003Cp>Sources: Regulation 2(3) & (4) of Regulations related to the Health and Safety of Employees at Work, 1997 and Regulation 10(1)(c) of Regulations relating to Domestic Workers, 2017.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Labour Inspection System\u003C\u002Fh2>\n\u003Cp>The Labour Act, 2007 prescribes the procedure and functions of the labour inspectors. The Minister for labour can appoint labour inspectors to enforce the aforementioned Act. The Permanent Secretary of Labour must then issue a certificate to the labour inspector confirming his\u002Fher appointment.\u003C\u002Fp>\n\u003Cp>The labour inspector can, at a reasonable time, enter any premises. He can direct that the premises or part of it may not be disturbed so as to carry out a search more effectively. He\u002Fshe can examine any book, document or object relevant for the administration of the above-mentioned Act. Any book, document or object can be copied and\u002For seized. A sample from an object or the atmosphere can also be taken as well as measurements, readings, recordings or photographs. Furthermore, the labour inspector can question any individual on the premises. The labour inspector can also assist any person in making an application, referral or compliant and can also settle the matter.\u003C\u002Fp>\n\u003Cp>Where the Labour Inspector has reasonable grounds to believe that an employer has not complied with the provisions of Labour Act, 2007 then he\u002Fshe may issue a compliance order. Any person who obstructs a labour inspector in the performance of his\u002Fher functions, intentionally does not provide an answer to the labour inspector’s question, intentionally provides false and misleading information to the labour inspector, fails to comply with the compliance order or falsely claims to be a labour inspector, then such a person would be liable to a fine not exceeding N$10,000 or imprisonment for up to two years or both.\u003C\u002Fp>\n\u003Cp>While the Labour Act and Health and Safety Regulations GN 156\u002F1997 already created the inspectorate and its powers, there was no dedicated, consolidated Code of Good Practice setting detailed standards for inspector behaviour and prioritisation. To remedy this situation, the Government issued the 2024 Code of Good Practice for Labour Inspectors.\u003C\u002Fp>\n\u003Cp>The Code clearly sets out duties, powers and standards of conduct for labour inspectors and clarifies inspectors’ role in enforcing minimum wages, working-time limits, leave entitlements, OSH rules, prohibition of child labour, discrimination and sexual harassment, and respect for trade-union rights. The Code also provides guidance on inspection procedures, cooperation with workers’ reps, use of improvement notices, and confidentiality.\u003C\u002Fp>\n\u003Cp>Source: §123-127 of the Labour Act, 2007\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Health and Safety\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Act, 2007\n          \u003C\u002Fli>\n\u003Cli>\n            Regulation 2(6)(b) of Regulations relating to Health and Safety of Employees at Work, 1997\n          \u003C\u002Fli>\n\u003Cli>\n            Regulation 10(1) of Regulations relating to Domestic Workers, 2017\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ftrade-unions'>Labour Laws Namibia: Trade Unions\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fcompensation-and-working-time'>Labour Laws Namibia: Compensation and Working Time\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fsick-leave'>Labour Laws Namibia: Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection'>Labour Laws Namibia: Women's Job protection\u003C\u002Fa>\n      \n          \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,[60,64,68,72,76,80,84,88,92,96,97,101,105,109,113,117,121,125,129],{"id":61,"short_title":7,"title":62,"url":63},394,"Work and Wages","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fwork-and-wages",{"id":65,"short_title":7,"title":66,"url":67},395,"Compensation and Working Time","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fcompensation-and-working-time",{"id":69,"short_title":7,"title":70,"url":71},396,"Annual Leave and Holidays","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":73,"short_title":7,"title":74,"url":75},397,"Contracts and Dismissals","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":77,"short_title":7,"title":78,"url":79},398,"Notice and Severance","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":81,"short_title":7,"title":82,"url":83},399,"Family Responsibilities","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ffamily-responsibilities",{"id":85,"short_title":7,"title":86,"url":87},400,"Maternity and Work","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fmaternity-and-work",{"id":89,"short_title":7,"title":90,"url":91},401,"Job Protection","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":93,"short_title":7,"title":94,"url":95},402,"Breastfeeding","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":4,"short_title":7,"title":6,"url":11},{"id":98,"short_title":7,"title":99,"url":100},404,"Sick Leave","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fsick-leave",{"id":102,"short_title":7,"title":103,"url":104},405,"Work Injury Benefits","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":106,"short_title":7,"title":107,"url":108},406,"Social Security","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fsocial-security",{"id":110,"short_title":7,"title":111,"url":112},407,"Unemployment Benefits","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":114,"short_title":7,"title":115,"url":116},408,"Fair Treatment","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ffair-treatment",{"id":118,"short_title":7,"title":119,"url":120},409,"Sexual Harassment","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},410,"Minors and Youth","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},411,"Forced Labour","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},412,"Trade Unions","\u002Fen-na\u002Fwork-in-namibia\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]