Hire employees and engage independent contractors in Namibia through Charter Pay's EOR and COR solutions. We coordinate contracts, onboarding and workforce administration through local delivery arrangements.
Talk to our teamBefore hiring in Namibia, consider contract requirements, employee benefits and leave, registration steps, local eligibility and termination protections. Workplace documentation and communications may involve English and local languages.
Payroll in Namibia should be reviewed with reference to Namibian dollar (NAD), any mandatory income-tax withholding, social contributions and local filing timetables. Exact treatment should be confirmed under current law.
Independent contracting in Namibia needs a genuine non-employment relationship, suitable terms and documented invoicing. Charter Pay's COR service supports contractor agreements, classification reviews, onboarding and payment administration, in accordance with local requirements.
Charter Pay coordinates people-led service delivery rather than requiring customers to administer another software platform. Local delivery and compliance responsibilities are agreed for each engagement.
Tell us the role, worker location, estimated start date and whether you already operate through an entity in Namibia.
We clarify whether employment or independent contracting is appropriate, confirm country-level partner availability and agree documentation, costs and responsibilities.
When an arrangement is approved, we coordinate the agreed onboarding, payroll, employment records or contractor administration for Namibia.
Practical employment, payroll and worker-classification considerations to understand when hiring in Namibia. Confirm the current legal position for your workforce and sector before onboarding.
Employment terms in Namibia should be assessed under Labour Act 11 of 2007 and related regulations. Set out role, pay, place of work, contract duration, probation and the governing language (English) where appropriate.
Confirm permitted working hours, overtime, weekly rest and the provisions of any wage orders or collective agreements.
Review accrued annual leave, maternity leave, sick leave and public-holiday benefits under the Labour Act.
Check PAYE withholding, Social Security Commission contributions and local employment registration duties. Payroll calculations and reporting should take account of Namibian dollar (NAD).
Review lawful grounds, any fair process or hearings, notice obligations and final-pay requirements under Labour Act 11 of 2007 and related regulations. Some employee groups and collective agreements require extra steps.
Confirm immigration and local permission requirements before hiring non-citizens in Namibia. Contractor status should be assessed from the actual working relationship and relevant tax obligations.
Relevant framework: Labour Act 11 of 2007 and related regulations.
General information, not legal or tax advice. Requirements can change by sector and date.
Reference income-tax bands and payroll contributions in Namibia. Residency, salary base, statutory ceilings and payroll period affect the final calculation.
Annual taxable income, assessment years ending 2026/27 (NAD)
Social Security Commission maternity, sickness and death benefits: 0.9% of basic salary, capped at NAD 99 per month.
Matching Social Security Commission contribution: 0.9% of basic salary, capped at NAD 99 per month. Workers' compensation is payable by employers at rates dependent on the risk category.
The tax schedule is progressive, with cumulative base tax at higher bands. Employee benefits-in-kind may attract PAYE. Verify current wage threshold and sector-specific employee compensation coverage.
General guidance only; confirm current deductions, contributions, deductions and sector-specific rules before running payroll.
Tell us whether you need EOR, COR or existing-entity payroll in Namibia. We can scope the practical next steps.
