Lesotho: Labour Act 2024 enacted

Lesotho recently enacted the Labour Act 2024, consolidating all labour and employment laws in the country. It came into force on 2 April 2024.
The Act replaces the Labour Code Order, 1992, and introduces significant changes aimed at providing a comprehensive framework for regulating employment relations, promoting fair labour practices, and ensuring the welfare and rights of both employers and employees.
It follows the ratification, in March 2022, of three ILO conventions, confirming a strong commitment to improving working conditions in both public and private sectors: Convention Labour Relations (Public Service), 1978 (No. 151), Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187) and Violence and Harassment Convention, 2019 (No. 190).

What is the Labour Act 2024?

It is a comprehensive legislation that consolidates all labour and employment laws in Lesotho. The Act aims to provide a comprehensive framework for regulating employment relations, promoting fair labour practices, and ensuring employers' and employees' welfare and rights.

What sectors does the Labour Act 2024 apply to?

It applies to public and private sectors but excludes security agencies such as the Lesotho Defence Force, Mounted Police, National Security Service, and Correctional Services.

How does the Labour Act 2024 benefit businesses?

Attracting Investment: The Act's alignment with global standards is expected to attract more foreign investment, as it will enhance stability and fairness in the labour market.
Reducing Labour Disputes: Clear regulations and effective dispute-resolution mechanisms reduce the risk of strikes and other disruptions.
Increasing Productivity: Fair labour practices and better working conditions boost employee morale, increasing productivity and efficiency.
Meeting Market Expectations: Aligning with social responsibility and ethical standards helps businesses meet market and stakeholder expectations.

Association of Lesotho Employers and Business executive director, Advocate Lindiwe Sephomolo, stressed that the new law will support employers that need flexible working hours in order to increase productivity and engagement: “The economic landscape has changed drastically since the Labour Code was enacted in 1992. Establishments are now open for longer periods and some businesses operate in remote areas thereby necessitating a review of the law”.