- Valid on October 2025
- The amounts are in Botswana Pula.
Industry
| Per hour | Per month | |
|
Construction of buildings, Exploration and Quarrying Industries
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Wholesale Distributive Trades
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Hotel, Catering and Entertainment
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Garage, Motor Trade and Road Transport
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Manufacturing, Service and Repair Trades
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Retail Distributive Trades
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Watchmen Employed in Industries and Trades
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Security Guards Employed by Security Companies
Minimum wage with effect from February 1, 2024
|
BWP9.06 | - |
|
Domestic Service Sector
Minimum wage with effect from February 1, 2024
|
- | BWP1,500.00 |
|
Agriculture, forestry and fishing
Minimum wage with effect from February 1, 2024
|
- | BWP1,500.00 |
Working hours
- If the working week is 5 days, then the working day may not be more than 9 hours and a period of rest totaling 1-hour should be provided during the day. If the working week is more than 5 days, then the working day may not be more than 8 hours or more than 48 hours in a week. A break of at least 30 minutes must be given after 5 consecutive hours of work.
Definitions
Wages per month are calculated as 4.33 times if a weekly wage is defined. It is calculated as 4.33 times the standard hours per week if an hourly wage is given.
Source
Press Release of Ministry of Employment, Labour Productivity and Skill Development, Botswana, dated 6 December 2021
Employers are advised to adhere to the new policy by ensuring that they do not pay their employees below the stipulated new minimum wage rates. Failure to do so will be violation of Section 1389 of the Employment Act Cap. 47:01. The offence is punishable in terms of Section 151 of the same act.
More information is available at
Disclaimer
The Minimum Wage tool is powered by WageIndicator’s data. Although our datasets are cleaned, scientifically checked and benchmarked, no responsibility can be taken for 100% accuracy. The information and data displayed are not necessarily comprehensive, complete, accurate or up to date at all times. Using the data from the Minimum Wage tool is at the user’s own risk.