Labour Act Compliance Statement
ITSA commits to employment practices consistent with Namibia's Labour Act 11 of 2007 as amended, applicable regulations, wage orders and binding collective agreements. This statement describes ITSA's standards and does not replace an employment contract or reduce a statutory entitlement. More favourable lawful conditions remain effective.
1 Fundamental protections
Prohibit forced labour, unlawful child labour, discrimination and sexual harassment. Respect dignity, lawful freedom of association, trade-union participation and collective bargaining. Recruitment, pay, promotion, training and discipline must be based on lawful relevant criteria. Do not retaliate against a person who raises a workplace concern, assists an investigation or exercises a labour right.
Verify age, identity and lawful work authority proportionately. ITSA requires hazardous, electrical, height, driving and similar safety-critical tasks to be performed by appropriately competent adults. Any lawful training involving a younger person must comply with age and work restrictions and safe supervision. Do not retain identity documents to restrict movement.
2 Employment terms and remuneration
Provide clear written particulars of role, remuneration, hours, leave, probation where agreed, reporting line and applicable policies. Pay at least the applicable lawful minimum and any binding sector or collective rate, with correct overtime, Sunday, public-holiday and other required payments. The general national minimum wage introduced from 1 January 2025 is N$18 per hour for covered employees outside phased categories, subject to applicable updates, classifications and more favourable requirements. HR and payroll must check the current applicable rate rather than relying indefinitely on this statement.
Pay on time, provide required pay information and make only lawful deductions. Maintain accurate working-time, wage and leave records and comply with applicable tax, social-security and employee-compensation obligations. A worker must not fund an employer obligation through an unlawful deduction. Genuine employment must not be relabelled contracting to avoid labour protections.
3 Working time rest and leave
Plan work, on-call arrangements and travel to comply with limits, agreed overtime and required rest. For covered employees the Labour Act generally provides a maximum of forty-five ordinary hours a week, with daily limits depending on the working week and lawful exceptions. Overtime normally requires agreement and is subject to statutory limits and payment requirements. A customer emergency does not automatically waive those rights.
Provide annual, sick, compassionate, maternity and other applicable leave at least at the statutory minimum, and apply public-holiday and rest requirements. Handle supporting medical information confidentially. Managers must avoid scheduling that creates unsafe fatigue, especially for after-hours incidents, driving and site work. HR must resolve classification or exemption questions before applying an exception.
4 Safe respectful work
Provide and maintain a working environment that is safe so far as the applicable law requires, including equipment, competence, instruction, supervision and welfare. Apply the SHEQ Policy and relevant occupational health and safety regulations. Consult workers and establish required representation and committee arrangements. A person may raise a reasonable serious-danger concern and use applicable stop-work rights without retaliation.
Prevent harassment, bullying and coercion in offices, online work, travel and customer sites. Take complaints seriously and arrange impartial assessment. Use reasonable measures for disability, health and other protected needs where required. A customer's conduct does not remove ITSA's duties to its personnel.
5 Fair process and termination
Manage performance through clear expectations, feedback, reasonable support and fair assessment. Discipline and dismissal require a valid and fair reason and fair procedure under applicable law. Explain allegations, allow a meaningful response, consider relevant evidence and permit representation where required. An allegation or positive screening result alone does not justify automatic dismissal.
Apply lawful notice, final payments, accrued entitlements, severance where due and retrenchment consultation requirements. Do not use a policy acknowledgement to waive statutory rights. Employment disputes may be referred to the Labour Commissioner, inspectors or the competent courts within applicable deadlines. Internal procedures do not suspend those deadlines or require permission to approach an authority.
6 Grievances implementation and review
Raise a workplace matter with the supervisor or person responsible for HR, or the Managing Member. Bypass a person who is implicated and use the Whistleblower Policy or competent external route when appropriate. Protect confidentiality as far as fair process and law allow, document decisions and prohibit retaliation.
The Managing Member must assign responsibility for payroll and HR compliance, provide relevant training and review contracts, wages, time, leave, safety and complaints at least annually and on legal change. Assess duties under the Affirmative Action Employment Act 29 of 1998 where ITSA meets the relevant employer criteria. Suppliers and labour providers must meet the Third Party Code of Conduct and applicable employment obligations.