A Regional Overview of 2025
A recent publication by Bowmans styled Employment Trends Forecast 2025covered employment trends in 17 African countries and was prepared with input from members of the Employment and Benefits Practice in all Bowmans offices, as well as alliance, relationship, and other firms across Africa.
In the article below our approach was to highlight some of these trends by country with the objective of ultimately comparing these trends relative to what we see in South Africa.
Kenya and Mauritiusare formalising an employee’s “right to disconnect”, ensuring employees are not obligated to respond to work outside of hours and shield them from being penalised for exercising this right. If they do respond, they will be compensated for additional hours worked. In South Africa and many other African countries the boundaries between work and personal time are governed by traditional employment contracts, company policies and labour laws concerning working hours and overtime and it is likely that the practices in this regard will also develop in this direction.
In Uganda the Employment Amendment Bill, passed in May 2023, introduced several changes to Uganda’s labour laws. These include requiring childcare and breastfeeding facilities for employees during work time. In the South African environment guidelines encourage employers to implement supportive measures, though these are not compulsory.
The Basic Conditions of Employment Act (BCEA) in South Africa entitles female employees to four (4) consecutive months of maternity leave (pending new parental leave ruling by the Constitutional Court). Maternity leave entitlements across the continent differ significantly. Nigeria provides twelve (12) weeks of maternity leave with at least 50% pay, while Kenya offers female employees three (3) months of maternity leave with full pay. In Ethiopia, female employees are entitled to 90 days of maternity leave, with 30 days taken before birth and 60 days after, typically with full pay.
In South Africa, the use of ‘’Employer of Record’’ services is on the rise, enabling foreign companies to engage local talent without establishing a physical presence. Additionally, the introduction of a ‘’digital nomad’’ visa is attracting foreign workers to the country.
On 1 January 2025, Section 15A of the Employment Equity amendments took effect enabling the Minister of Employment and Labour to set demographic targets for key economic sectors to promote workplace diversity. Public and state-owned companies must disclose detailed pay gap information, including the highest and lowest salaries, average and median pay, and the pay gap between the top 5% and bottom 5% of earners. These measures aim to enhance transparency and equality in the workforce.
Overall, as Africa takes on 2025, employment trends across the continent reflect a dynamic shift towards digital transformation, workforce nationalisation, and an increased focus on employee well-being, with many countries aligning their labour laws to global standards. Countries like Angola, Botswana, and Kenya are embracing digital tools and hybrid work models, similar to trends observed in South Africa, where businesses are increasingly adopting flexible work arrangements. In contrast, nations such as Gabon, Nigeria, and Zambia are intensifying local content development and workforce nationalisation, especially in sectors like oil and gas, a trend also visible in South Africa’s efforts to prioritise local hiring and skills development.
While South Africa continues to focus on employee rights, including expanded maternity and paternity leave, other African nations like Mauritius, Ghana, and Cameroon are introducing similar arrangements, emphasising family support and work-life balance. However, South Africa faces unique challenges such as high unemployment rates and economic inequalities, which are also prevalent in countries like Kenya and Mozambique. The continent is also navigating the balancing act of fostering a productive labour force while addressing workers’ rights and well-being. Overall, while there are distinct regional variations, many African nations, including South Africa, are moving towards a more flexible, sustainable, and inclusive employment model, although at varying rates.