Eswatini places workers’ health and well being at the centre of national growth

On occasion of the World Day for Safety and Health at Work 2025, the Ministry of Labour and Social Security unveiled Eswatini’s first National Workplace Wellness Policy, a landmark policy framework that links health to productivity and positions every workplace as a driver of sustainable development.

Built through a “tripartite‑plus” consultation with government, employers, trade unions and civil‑society partners, the policy’s purpose is straightforward: give all enterprises a common framework for activities that “support the health and wellbeing of employees and their families” and guide decision‑making on wellness programmes.

Alignment with global labour and safety standards

The policy anchors Eswatini’s aspirations in leading global standards, ranging from ILO Recommendation 200 (HIV and AIDS) and Conventions 190 (violence and harassment) and 111 (discrimination) to ISO 45001 on occupational safety. Every workplace, public, private or informal, must bar discrimination on any ground, make reasonable accommodation for people living with HIV, persons with disabilities, and others who need them to ensure that they keep working. Protection extends not only to employees but also to jobseekers, interns, volunteers, suspended staff and even immediate family members, so no one in the “world of work” is left behind.

A dedicated clause on violence and harassment obliges enterprises to create anonymous reporting channels, maintain incident records and offer survivor support, mirroring the due‑diligence approach set out in C190 and its Recommendation 206. Equally strong language on occupational safety and health instructs employers to identify hazards, provide personal protective equipment and train staff in first‑aid and infection‑control procedures, turning safe working conditions into an integral part of wellness.

Shared responsibilities for implementation

Implementation is shared but clear‑cut. The Ministry will regulate, monitor and periodically review the policy; employers must integrate wellness into human‑resource strategies and keep medical information confidential; workers and their organisations are expected to champion participation, avoid stigma and collaborate in health and safety matters. Every enterprise is encouraged to appoint a “wellness champion,” set up a joint committee, conduct a needs assessment and craft an action plan with a budget and communication strategy. A gender‑responsive monitoring‑and‑evaluation template will track participation, satisfaction and business outcomes, while small businesses may adopt simplified tools to gauge results.

"We are here this morning, not only to unveil a document, but to ignite a momentum that will place the well-being of our workforce at the heart of national development."

Hon. Mabulala MASEKO, Minister of Public Service

Role of the ILO in policy development and launch

The International Labour Organization (ILO) played a pivotal role in the development, finalization, and launch of Eswatini’s National Workplace Wellness Policy. The ILO advised the Technical Committee on Occupational Safety and Health (TCOSH), which advises the Minister of Labour and Social Security, provided strategic guidance to ensure the policy aligned with international labour standards, including Recommendation No. 200, Convention No. 111, Convention No. 190, and Recommendation No. 206.

The ILO also extended financial support to facilitate inclusive consultations with government, employers, workers, and civil society, ensuring a truly tripartite-plus approach. In the final stages, the ILO offered technical assistance to prepare the policy for Cabinet submission, culminating in its approval. To support the policy’s launch, the ILO facilitated the formation of a tripartite Task-Team and provided financial backing through a Grant Agreement. The policy was officially launched on 28 April 2025, with over 150 stakeholders attending in person and more than 50 joining virtually.

Anticipated impact on workers, employers and the economy

The anticipated impact of the Policy is two‑fold. For workers, the policy promises a safer, more inclusive environment where illnesses are prevented or managed early, violence is not tolerated and confidential support is available. For employers and the wider economy, healthier employees should mean lower absenteeism, higher productivity and reduced long‑term health‑care costs, outcomes other countries have already observed when wellness is taken seriously.

With a review scheduled every three years and a resource‑mobilisation clause calling on government and international partners to fund roll‑out, the National Workplace Wellness Policy gives the Kingdom a robust, future‑proof platform to turn decent work, gender equality and disability inclusion from aspirations into everyday practice.