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• Labour Market Situation
• Unemployment and Application for Employment
• Labour Contract and Working Conditions
• Social Security
• Setting Up Business
• Financial Matters

Current Labour Market Situation

The unemployment problem in Namibia, which is currently estimated at 35 %, is caused, amongst others, by the gap between education and the labour market and an under-demand stemming from inadequate growth and job creation in the economy. This situation therefore calls for a direct link between the education system and labour market demand. In order to address the above problem, the Ministry of Labour and the Ministry of Higher Education, Training and Employment Creation in conjunction with the National Institute for International Vocational Training from North Rhine-Westphalia / Federal Republic of Germany initiated a project titled "The Integrated Communication System (ICS)."

Employment Concentration

It may be observed that in Namibia as a whole, 43 % of the working age population were employed at the time of the NFLS 1997. The employment ration is much higher in urban areas, the urban participation rate is higher and the urban unemployment rate is lower than in rural areas. 50% of all men and approx. 38% of all women do work.

Those differences between rural and urban areas are even more pronounced across regions within the country. The national average is at 43 % ; the seven regions with employment to population ratios between 49 and 56 %, and therefore way above the national average, can be found at the following regions: Erongo, Karas, Khomas, Kunene, Omaheke, Oshikoto, Otjosondjupa. The remaining six regions only have a ration of 24-40%.

Employment Structure

Agriculture is the sector that provides by far the most number of jobs, approx. 37 % of the total in the country as a whole. Almost all of these jobs, done in rural areas, account for 63 % of rural employment. The importance of agriculture as a provider of employment is further underlined by the distribution of the employed labour force by status in employment. Subsistence / communal farmers (with and without employees), together with unpaid family workers in subsistence / communal farming, account for almost a quarter of the employed. The most common employment status, however, is that of the Employees, which concurs with the fact that wages and salaries are the predominant source of household income in Namibia. Employees account for 64 % of the employed workforce, most of them in the private sector. In urban areas, this proportion is as high as 87%.

Estimates suggest that small businesses are also one of the major sources of employment and incomes in Namibia. They provide some form of employment and incomes to close to 160.000 people, approximately one-third of the nation's workforce.

The majority of these are individuals in the subsistence sector of the economy and the unemployed seeking to supplement incomes by periodically engaging in informal commerce. Nevertheless, it is estimated that the small business sector provides full-time employment for upwards of 60.000 people, ranking it alongside Government as the country's principal employer.

The size of the industrial and commercial sector is growing. Each year, the workforce increases by 16.500 people. Yet, the large, formal sector creates only 3.000-4.000 jobs. The majority of new entrants find themselves with little option but to attempt to earn an income by trading or selling their services, usually in the informal sector. The importance of small businesses to our economy will thus increase.

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Unemployment

Financial Assistance

All information regarding the Namibian Social Security System, including financial assistance during unemployment, old-age and invalidity benefits, medical state insurances, can be found under "3.4. Social Security".

Registration and Placement of Jobseekers

The National Employment Services Sub-division within the Ministry of Labour registers unemployed people, with a view to find employment opportunities for them, in order to reduce unemployment, poverty and promote productivity so as to contribute to national economy.

Employment opportunities are primarily sought in the private sector and also in the public sector, for entry posts only, as the public sector has its own recruiting body, which is the Public Service Commission.

At present, there is no law in place to regulate employment service activities. A draft Employment Services Bill is however being worked at by the Ministry. In the next Issue, the reader would be informed of the progress on this Bill.

The target group includes the unemployed, starting from those without any educational level to Degree holders is eligible to register him/herself for employment opportunities.

Registration of job-seekers is carried out by employment officers. The major function of an employment officer in the process of placement of job-seekers, is to facilitate the communication between employers and job-seekers. Employers on the other hand, notify vacancies to the employment service. Employment officers in turn, make inquiries at workplaces, to see whether there are vacancies available, a process called job canvassing. This can be done physically or telephonically.

When vacancies occur, employment officers match suitable candidates with available vacancies (short listing) and forward the list to the employer, who in turn, does the final placement. In other words, the function of placement lies in the hands of the employer.

At present, there are 11 employment service offices countrywide, at the following places:

Katima Mulilo
Private Bag 5002
Tel: 067 - 3438

Rundu
P.O. Box 497
Tel: 067 - 255946

Grootfontein
P.O. Box 203
Tel: 067 - 242514

Ondangwa
P.O. Box 2032
Tel: 065 - 240270

Otjiwarongo
P.O. Box 1526
Tel: 067 - 303742

Mariental
P.O. Box 2017
Tel: 063 - 242368

Keetmanshoop
P.O. Box 128
Tel: 063 - 223580

Gobabis
P.O. Box 2277
Tel: 062 - 562692

Windhoek
Private Bag 19005
Tel: 061- 2066111

Luderitz
P.O. Box 1248
Tel: 063 - 501666

Swakopmund
P.O. Box 1143
Tel: 064 - 402752/4

Looking for a job

On the internet...

• http://jobs.classifieds1000.com/Namibia/resume
• http://www.learn4good.com/jobs/language/english/list/country/namibia/
• http://www.oilcareers.com/regions/736/NAMIBIA_htmjoblist.asp

At Agencies ...

Africa Personnel Services (PTY) Ltd.
Head Office: Walvis Bay
163 Theo-Ben Gurirab St.
P O Box 2381
Tel: +264 - 64 - 20 20 33
Lüderitz: +264 - 63 - 20 39 63
Swakopmund: +264 - 81 - 129 39 39
Walvis Bay: +264 - 64 - 20 72 62
Windhoek: +264 - 61 - 25 77 00
Oshakati: +264 - 65 - 22 57 77

Jobs Unlimited Coastal
170 Theo-Ben Gurirab St.
P O Box 1281
Tel: +264 - 64 - 20 65 17

Jobs Unlimited
331 Sam Nujoma Dve
Klein-Windhoek 3157
Tel: +264 - 61 - 23 31 83
Fax: +264 - 61 - 22 33 52
E-Mail: jobs.unlimited@iafrica.com.na

Career Options CC
Maerua Mall 1st Floor Northern Wing
P O Box 80408 Olympia
Tel.: +264 - 81 - 122 22 21

Cater Care
Kallie Roodt St Northern Ind Box
9905 Windhoek
Tel: +264 - 61 - 21 80 08
Fax: +264 - 61 - 21 29 39
E-Mail: catercare@cic.com.na

Application in Namibia

There are a lot of newspapers publishing job advertisements and it is advisable to take a look at those; additionally, it is always good to take a look at the job offers on the internet and to contact the closest unemployment service office.

A good way to find a job is by applying by own initiative and by showing a lot of motivation and willingness to work.

People who have a lot of friends, family, fellow students or know a lot of people in general, have good chances to find a job or an internship through these contacts which are very important.

Letter of motivation

It is most important to express his/her motivation to work in this company and no other. It is advisable to take a look on the company's homepage on the internet to know something about the company's history, background, projects, etc.

Never forget to mention your knowledge in different languages as well as your international experience: maybe you have studied abroad in Europe, in Germany for example; you might know more than English (which is compulsory to know), for example German, Spanish, French.

It is also important to make clear which of your abilities are advantageous for the company.

Indian Companies tend to like applications that have come through the internet. Try to find out the name of the personal manager to send it directly to him/her.

Curriculum Vitae

Companies in Namibia usually accept English-written curricula; by simply calling the company you can ask for the language they would like to receive your application in.

The Curriculum is structured tabularly and anti-chronologically starting with the last engagement. Students who have just finished their university studies and received their university degree can start as usual with their school career. A picture is in India not necessarily part of the application.

References

References are a necessary part of the application. References not written in English need to be translated - the applicant can do so on his/her own and does not need to have it authenticated.

Students applying for an internship can limit his/her application to letter of motivation and CV but can offer the personal manager to send on references later on.

Source:
http://www.mol.gov.na/

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Labour Contract and Working Conditions

Basic Conditions of Employment

Labor Laws

• Labour Act, 1992
• Labour Act, 2004
• Social Security Act 1994

The Labour Act, 2004 makes provision for the following:

http://www.doingbusiness.org (November 2007)

Working Hours

Normal hours of work should not exceed 45 hours a week, except for security guards where a maximum of 60 hours a week applies. If the working week is five days, then the working day may not exceed nine hours a day. For those working six days per week, ordinary working hours should not exceed 7.5 hours a day. This translates to 12 hours a day and 10 hours day respectively for security guards. Casual employees should not work more than nine hours a day and not for more than two days a week. The maximum working hours for shift workers are set at 7.5 per shift.

Overtime

An employee may not work more than three hours overtime per day, or 10 hours overtime per week. Overtime rates are 1.5 times the hourly rate on normal working days and double the hourly rate on Sundays and public holidays.

Paid Holidays

Namibia has eight paid public holidays. Any extra days are gazetted from time to time.

Annual Leave

An employee is entitled to at least 24 consecutive working days' annual leave on full basic wage in respect of each annual leave cycle.

Sick and commpassionate leave

During any sick leave cycle, an employee is entitled to sick leave as follows: during the employee's first 12 months of employment, one day's sick leave

for every 26 days worked; and thereafter - not less than 30 working days, if the employee works not more than five days during a week; not less than 36 working days, in the case of any other employee. Subject to subsection (3), on the employee's agreed pay day, the employer must pay that employee an amount equal to that employee's basic wage rate for each day's sick leave. Despite subsection (2), an employer is not required to pay an employee for sick leave in any of the following circumstances: if the employee - has been absent from work for more than two consecutive days; and fails to produce a medical certificate by a medical practitioner; to the extent that the employee is entitled to payment in terms of the

Employees' Compensation Act, 1941 (Act No. 30 of 1941), if the employee is absent from work during any period of incapacity arising from an accident or a scheduled disease; to the extent that the employee is entitled to payment in respect of that sick leave from a fund or organisation - designated by the employee, and in respect of which the employer makes contributions at least equal to that made by the employee; that guarantees the payment of sick leave; or to the extent that the employee is entitled to payment in respect of that sick leave under any other legislation. An employee is, duirng each period of 12 months that the employee is employed, entitled to five working days compassionate leave with fully paid remuneration. An employee is entitled to compassionate leave if there is a death or serious illness in the family. The Minister must prescribe the form and manner in which compassionate leave may be applied for by an employee and any other information which may be required to support the application.

Compassionate leave -does not form part of annual, sick or maternity leave; does not entitle the employee to any additional remuneration on termination of employment; and if not used during the period referred to in subsection, lapses at the end of that period. For the purposes of this section "family" means a - child, including a child adopted in terms of any law, custom or tradition; spouse, including a partner to a customary law union or other union recognised as a marriage in terms of any religion or custom; or parent, grandparent, brother or sister, of the employee. Subject to subsection (3), an employee is entitled to not less than 12 weeks maternity leave, calculated as follows: before her actual date of confinement - she is entitled to commence maternity leave 4 weeks before her expected date of confinement, as certified by her medical practitioner; and she is entitled to maternity leave for the entire time from the commencement of her maternity leave as contemplated in paragraph, until her actual date of confinement. after her date of confinement, she is entitled to - 8 weeks maternity leave in every case; and in the case of an employee whose date of confinement occurred less than 4 weeks after the commencement of her maternity leave, the amount of additional time required to bring her total maternity leave to 12 weeks. The employee must provide the employer with a certificate signed by a medical practitioner confirming - the expected date of confinement before taking maternity leave; and the actual date of confinement on her return from leave. During any period of maternity leave, the provisions of the contract of employment remain in force, and the employer must, during the period of maternity leave, pay to the employee the remuneration payable to that employee.The employer may recover from the Social Security Commission established by the Social Security Act, 1994 (Act No. 34 of 1994), that part of the remuneration, paid under subsection (3), which constitutes the basic wage of the employee. An employer must not dismiss an employee during her maternity leave or at the expiry of that leave on - any grounds contemplated in section 33; or any grounds arising from her pregnancy, delivery, or her resulting familystatus or responsibility. Subsection (5) does not apply if - the employer has offered the employee appropriate alternative employment; and she has unreasonably refused to accept that offer.

Extended maternity leave

If a medical practitioner certifies that - due to complications arising from pregnancy or delivery, it is necessary for the health of an employee, an employer must grant that employee extended maternity leave in excess of the periods referred to in section or up to a maximum equal to the greater of - one month; or the amount of accrued sick leave that the employee has at that time; or due to complications arising from birth or congenital conditions, it is necessary for the health of the employee's child, an employer must grant that employee extended maternity leave in excess of the periods referred to in section 25(1)(b), up to a maximum equal to the greater of -one month; or the amount of accrued sick leave that the employee has at that time. If a medical practitioner issues a certificate in terms of both subsection and, the periods of extended maternity leave must run concurrently. A period of extended maternity leave must run immediately before or immediately following an employee's maternity leave in terms of section 25. Section 25(3) to apply in respect of an employee who takes extended maternity leave under this section.

Daily spread-over and weekly rest period

No employer may require or permit an employee, other than an employee who is performing urgent work, to work a spread-over of more than 12 hours. An employer must not require or permit an employee, other than an employee who is performing urgent work, to work without a weekly interval of at least 36 consecutive hours of rest.

Night work

An employee is entitled to additional remuneration of at least six percent of that employee's hourly rate for each hour of work, excluding overtime work, performed by that employee, between the hours of 20h00 and 07h00. An employer must not require or permit an employee, who the employer knows, or reasonably ought to know, is pregnant, to perform any work, including overtime work, between the hours of 20h00 and 07h00, during the period -8 weeks before her expected date of confinement; or 8 weeks after her confinement. The periods referred to in subsection (2) may be extended if a medical practitioner certifies that it is necessary for the health of the employee or her child.

Part-Time Work Convention, 1994

Measures shall be taken to ensure that part-time workers receive the same protection as that accorded to comparable full-time workers in respect of:

• the right to organize, the right to bargain collectively and the right to act as workers' representatives;
• occupational safety and health;
• discrimination in employment and occupation.

Statutory social security schemes which are based on occupational activity shall be adapted so that part-time workers enjoy conditions equivalent to those of comparable full-time workers; these conditions may be determined in proportion to hours of work, contributions or earnings, or through other methods consistent with national law and practice.

Measures shall be taken to ensure that part-time workers receive conditions equivalent to those of comparable full-time workers in the fields of:

• maternity protection;
• termination of employment;
• paid annual leave and paid public holidays; and
• sick leave,
• it being understood that pecuniary entitlements may be determined in proportion to hours of work or earnings.

Maternity Protection Convention, 2000

For the purposes of this Convention, the term woman applies to any female person without discrimination whatsoever and the term child applies to any child without discrimination whatsoever.

Each Member shall, after consulting the representative organizations of employers and workers, adopt appropriate measures to ensure that pregnant or breastfeeding women are not obliged to perform work which has been determined by the competent authority to be prejudicial to the health of the mother or the child, or where an assessment has established a significant risk to the mother's health or that of her child.

Period of Maternity Leave

On production of a medical certificate or other appropriate certification, as determined by national law and practice, stating the presumed date of childbirth, a woman to whom this Convention applies shall be entitled to a period of maternity leave of not less than 14 weeks.

The length of the period of leave referred to above shall be specified by each Member in a declaration accompanying its ratification of this Convention.

With due regard to the protection of the health of the mother and that of the child, maternity leave shall include a period of six weeks' compulsory leave after childbirth, unless otherwise agreed at the national level by the government and the representative organizations of employers and workers.

The prenatal portion of maternity leave shall be extended by any period elapsing between the presumed date of childbirth and the actual date of childbirth, without reduction in any compulsory portion of postnatal leave.

Cash Benefits

Cash benefits shall be provided, in accordance with national laws and regulations, or in any other manner consistent with national practice, to women who are absent from work on leave. Cash benefits shall be at a level which ensures that the woman can maintain herself and her child in proper conditions of health and with a suitable standard of living. Where a woman does not meet the conditions to qualify for cash benefits under national laws and regulations or in any other manner consistent with national practice, she shall be entitled to adequate benefits out of social assistance funds, subject to the means test required for such assistance.

Medical benefits shall be provided for the woman and her child in accordance with national laws and regulations or in any other manner consistent with national practice. Medical benefits shall include prenatal, childbirth and postnatal care, as well as hospitalisation care when necessary.

Forced Labour (Convention, 1930)

The term forced or compulsory labour shall mean all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily.

The term competent authority shall mean either an authority of the metropolitan country or the highest central authority in the territory concerned.

The competent authority shall not impose or permit the imposition of forced or compulsory labour for the benefit of private individuals, companies or associations.

Officials of the administration, even when they have the duty of encouraging the populations under their charge to engage in some form of labour, shall not put constraint upon the said populations or upon any individual members thereof to work for private individuals, companies or associations.

The maximum period for which any person may be taken for forced or compulsory labour of all kinds in any one period of twelve months shall not exceed sixty days, including the time spent in going to and from the place of work.

Every person from whom forced or compulsory labour is exacted shall be furnished with a certificate indicating the periods of such labour which he has completed.

The normal working hours of any person from whom forced or compulsory labour is exacted shall be the same as those prevailing in the case of voluntary labour, and the hours worked in excess of the normal working hours shall be remunerated at the rates prevailing in the case of overtime for voluntary labour.

A weekly day of rest shall be granted to all persons from whom forced or compulsory labour of any kind is exacted and this day shall coincide as far as possible with the day fixed by tradition or custom in the territories or regions concerned.

Child Labour

(according to the Minimum Age Convention and Worst Forms of Child Labour Convention, 2000)

Age Limitation

The minimum age shall not be less than the age of completion of compulsory schooling and, in any case, shall not be less than 15 years.

A member whose economy and educational facilities are insufficiently developed may, after consultation with the organisations of employers and workers concerned, where such exist, initially specify a minimum age of 14 years.

The minimum age for admission to any type of employment or work which by its nature or the circumstances in which it is carried out is likely to jeopardise the health, safety or morals of young persons shall not be less than 18 years.

Types of Work

The provisions of the Convention shall be applicable as a minimum to the following: mining and quarrying; manufacturing; construction; electricity, gas and water; sanitary services; transport, storage and communication; and plantations and other agricultural undertakings mainly producing for commercial purposes, but excluding family and small-scale holdings producing for local consumption and not regularly employing hired workers.

National laws or regulations may permit the employment or work of persons 13 to 15 years of age on light work which is:

• not likely to be harmful to their health or development; and
• not such as to prejudice their attendance at school, their participation in vocational orientation or training programmes approved by the competent authority or their capacity to benefit from the instruction received.

Work done in schools

This Convention does not apply to work done by children and young persons in schools for general, vocational or technical education or in other training institutions, or to work done by persons at least 14 years of age in undertakings, where such work is carried out in accordance with conditions prescribed by the competent authority, after consultation with the organisations of employers and workers concerned, where such exist, and is an integral part of:

• a course of education or training for which a school or training institution is primarily responsible;
• a programme of training mainly or entirely in an undertaking, which programme has been approved by the competent authority; or
• a programme of guidance or orientation designed to facilitate the choice of an occupation or of a line of training.

Wages

Minimum wages shall have the force of law and shall not be subject to abatement, and failure to apply them shall make the person or persons concerned liable to appropriate penal or other sanctions.

The elements to be taken into consideration in determining the level of minimum wages shall, so far as possible and appropriate in relation to national practice and conditions, include:

• the needs of workers and their families, taking into account the general level of wages in the country, the cost of living, social security benefits, and the relative living standards of other social groups;
• economic factors, including the requirements of economic development, levels of productivity and the desirability of attaining and maintaining a high level of employment.
• Wherever it is appropriate to the nature of the minimum wage fixing machinery, provision shall also be made for the direct participation in its operation of:
• representatives of organisations of employers and workers concerned or, where no such organisations exist, representatives of employers and workers concerned, on a basis of equality;
• persons having recognised competence for representing the general interests of the country and appointed after full consultation with representative organisations of employers and workers concerned, where such organisations exist and such consultation is in accordance with national law or practice.

Equality of Opportunity and Treatment

Discrimination (Employment and Opportunity) Convention, 1958

For the purpose of this Convention the term discrimination includes:

• any distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation;
• such other distinction, exclusion or preference which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation as may be determined by the Member concerned after consultation with representative employers' and workers' organisations, where such exist, and with other appropriate bodies.

Any distinction, exclusion or preference in respect of a particular job based on the inherent requirements thereof shall not be deemed to be discrimination.

For the purpose of this Convention the terms employment and occupation include access to vocational training, access to employment and to particular occupations, and terms and conditions of employment.

Equal Remuneration Convention, 1951

For the purpose of this Convention:

• the term remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker's employment;
• the term equal remuneration for men and women workers for work of equal value refers to rates of remuneration established without discrimination based on sex.

Each Member shall, by means appropriate to the methods in operation for determining rates of remuneration, promote and, in so far as is consistent with such methods, ensure the application to all workers of the principle of equal remuneration for men and women workers for work of equal value.

This principle may be applied by means of:

• national laws or regulations;
• legally established or recognised machinery for wage determination;
• collective agreements between employers and workers; or
• a combination of these various means.

Workers with Family Responsibilities Convention, 1981

This Convention applies to men and women workers with responsibilities in relation to their dependent children, where such responsibilities restrict their possibilities of preparing for, entering, participating in or advancing in economic activity.

With a view to creating effective equality of opportunity and treatment for men and women workers, each Member shall make it an aim of national policy to enable persons with family responsibilities who are engaged or wish to engage in employment to exercise their right to do so without being subject to discrimination and, to the extent possible, without conflict between their employment and family responsibilities.

With a view to creating effective equality of opportunity and treatment for men and women workers, all measures compatible with national conditions and possibilities shall be taken:

• to enable workers with family responsibilities to exercise their right to free choice of employment; and
• to take account of their needs in terms and conditions of employment and in social security.

Source:
http://www.ilo.org/ilolex/english/cprofiles/namibiaE.htm

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Social Security

Social Security - Minimum Standards (Convention, 1952)

The persons protected shall comprise:

• prescribed classes of employees, constituting not less than 50 per cent. of all employees, and also their wives and children; or
• prescribed classes of economically active population, constituting not less than 20 per cent. of all residents, and also their wives and children; or
• prescribed classes of residents, constituting not less than 50 per cent. of all residents; or
• where a declaration made in virtue of Article 3 is in force, prescribed classes of employees constituting not less than 50 per cent. of all employees in industrial workplaces employing 20 persons or more, and also their wives and children.

The benefit shall include at least:

in case of a morbid condition:

• general practitioner care, including domiciliary visiting;
• specialist care at hospitals for in-patients and out-patients, and such specialist care as may be available outside hospitals;
• the essential pharmaceutical supplies as prescribed by medical or other qualified practitioners; and
• hospitalisation where necessary; and

• pre-natal, confinement and post-natal care either by medical practitioners or by qualified midwives; and
• hospitalisation where necessary.

The beneficiary or his breadwinner may be required to share in the cost of the medical care the beneficiary receives in respect of a morbid condition; the rules concerning such cost-sharing shall be so designed as to avoid hardship.

The benefit provided in accordance with this Article shall be afforded with a view to maintaining, restoring or improving the health of the person protected and his ability to work and to attend to his personal needs.

The institutions or Government departments administering the benefit shall, by such means as may be deemed appropriate, encourage the persons protected to avail themselves of the general health services placed at their disposal by the public authorities or by other bodies recognised by the public authorities.

Medical Care and Sickness Benefits (Convention, 1969)

The persons shall comprise:

• all employees, including apprentices, and the wives and children of such employees; or
• prescribed classes of the economically active population, constituting not less than 75 per cent of the whole economically active population, and the wives and children of persons in the said classes; or
• prescribed classes of residents constituting not less than 75 per cent of all residents.

The medical care shall comprise at least:

• general practitioner care, including domiciliary visiting;
• specialist care at hospitals for in-patients and out-patients, and such specialist care as may be available outside hospitals;
• the necessary pharmaceutical supplies on prescription by medical or other qualified practitioners;
• hospitalisation where necessary;
• dental care, as prescribed; and
• medical rehabilitation, including the supply, maintenance and renewal of prosthetic and orthopaedic appliances, as prescribed.
• The sickness benefit referred to in Article 18 shall be a periodical payment and shall:
• where employees or classes of the economically active population are protected, be calculated in such a manner as to comply either with the requirements of Article 22 or with the requirements of Article 23;
• where all residents whose means during the contingency do not exceed prescribed limits are protected, be calculated in such a manner as to comply with the requirements of Article 24.

The previous earnings of the beneficiary shall be calculated according to prescribed rules, and, where the persons protected are arranged in classes according to their earnings, their previous earnings may be calculated from the basic earnings of the classes to which they belonged.

A maximum limit may be prescribed for the rate of the benefit or for the earnings taken into account for the calculation of the benefit, provided that the maximum limit is fixed in such a way that the provisions of paragraph 1 of this Article are complied with where the previous earnings of the beneficiary are equal to or lower than the wage of a skilled manual male employee.

The previous earnings of the beneficiary, the wage of the skilled manual male employee, the benefit and any family allowances shall be calculated on the same time basis.

The wage of the ordinary adult male labourer, the benefit and any family allowances shall be calculated on the same time basis.

For the other beneficiaries, the benefit shall bear a reasonable relation to the benefit for the standard beneficiary.

Employment Promotion and Protection against Unemployment

(Convention, 1988)

Each Member shall ensure equality of treatment for all persons protected, without discrimination on the basis of race, colour, sex, religion, political opinion, national extraction, nationality, ethnic or social origin, disability or age.

Contingencies Covered

The contingencies covered shall include, under prescribed conditions, full unemployment defined as the loss of earnings due to inability to obtain suitable employment with due regard to the provisions of Article 21, paragraph 2, in the case of a person capable of working, available for work and actually seeking work.

Each Member shall endeavour to extend the protection of the Convention, under prescribed conditions, to the following contingencies:

• loss of earnings due to partial unemployment, defined as a temporary reduction in the normal or statutory hours of work; and
• suspension or reduction of earnings due to a temporary suspension of work, without any break in the employment relationship for reasons of, in particular, an economic, technological, structural or similar nature.

Persons Protected

The persons protected shall comprise prescribed classes of employees, constituting not less than 85 per cent of all employees, including public employees and apprentices.

Notwithstanding the provisions of paragraph 1 above, public employees whose employment up to normal retiring age is guaranteed by national laws or regulations may be excluded from protection.

Where a declaration made in virtue of Article 5 is in force, the persons protected shall comprise:

• prescribed classes of employees constituting not less than 50 per cent of all employees; or
• where specifically justified by the level of development, prescribed classes of employees constituting not less than 50 per cent of all employees in industrial workplaces employing 20 persons or more.

Benefits Provided

In cases of full unemployment and suspension of earnings due to a temporary suspension of work without any break in the employment relationship, when this contingency is covered, benefits shall be provided in the form of periodical payments, calculated as follows:

- where these benefits are based on the contributions of or on behalf of the person protected or on previous earnings, they shall be fixed at not less than 50 per cent of previous earnings, it being permitted to fix a maximum for the amount of the benefit or for the earnings to be taken into account, which may be related, for example, to the wage of a skilled manual employee or to the average wage of workers in the region concerned;

• where such benefits are not based on contributions or previous earnings, they shall be fixed at not less than 50 per cent of the statutory minimum wage or of the wage of an ordinary labourer, or at a level which provides the minimum essential for basic living expenses, whichever is the highest;
• Where a declaration made in virtue of Article 5 is in force, the amount of the benefits shall be equal:
• to not less than 45 per cent of the previous earnings; or
• to not less than 45 per cent of the statutory minimum wage or of the wage of an ordinary labourer but no less than a level which provides the minimum essential for basic living expenses.

If appropriate, the percentages specified in paragraphs 1 and 2 may be reached by comparing net periodical payments after tax and contributions with net earnings after tax and contributions.

The benefit to which a protected person would have been entitled in the cases of full or partial unemployment or suspension of earnings due to a temporary suspension of work without any break in the employment relationship may be refused, withdrawn, suspended or reduced to the extent prescribed:

• for as long as the person concerned is absent from the territory of the Member;
• when it has been determined by the competent authority that the person concerned had deliberately contributed to his or her own dismissal;
• when it has been determined by the competent authority that the person concerned has left employment voluntarily without just cause;
• during the period of a labour dispute, when the person concerned has stopped work to take part in a labour dispute or when he or she is prevented from working as a direct result of a stoppage of work due to this labour dispute;
• when the person concerned has attempted to obtain or has obtained benefits fraudulently;
• when the person concerned has failed without just cause to use the facilities available for placement, vocational guidance, training, retraining or redeployment in suitable work;
• as long as the person concerned is in receipt of another income maintenance benefit provided for in the legislation of the Member concerned, except a family benefit, provided that the part of the benefit which is suspended does not exceed that other benefit.

Invalidity, Old-Age and Survivors' Benefits (Convention, 1967)

Invalidity Benefit

The contingency covered shall include incapacity to engage in any gainful activity, to an extent prescribed, which incapacity is likely to be permanent or persists after the termination of a prescribed period of temporary or initial incapacity.

The persons protected shall comprise:

• all employees, including apprentices; or
• prescribed classes of the economically active population, constituting not less than 75 per cent. of the whole economically active population; or
• all residents, or residents whose means during the contingency do not exceed limits prescribed in such a manner as to comply with the requirements of Article 28.
• The invalidity benefit shall be a periodical payment calculated as follows:
• where employees or classes of the economically active population are protected, in such a manner as to comply either with the requirements of Article 26 or with the requirements of Article 27;
• where all residents or all residents whose means during the contingency do not exceed prescribed limits are protected, in such a manner as to comply with the requirements of Article 28.

• to a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period which may be 15 years of contribution or employment, or ten years of residence; or
• where, in principle, all economically active persons are protected, to a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period of three years of contribution and in respect of whom, while he was of working age, the prescribed yearly average number or yearly number of contributions has been paid.

Where the invalidity benefit is conditional upon a minimum period of contribution, employment or residence, a reduced benefit shall be secured at least:

• to a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period of five years of contribution, employment or residence; or
• where, in principle, all economically active persons are protected, to a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period of three years of contribution and in respect of whom, while he was of working age, half of the yearly average number or of the yearly number of contributions prescribed in accordance with subparagraph (b) of paragraph 1 of this Article has been paid.

Old-Age Benefit

The contingency covered shall be survival beyond a prescribed age.

The prescribed age shall be not more than 65 years or such higher age as may be fixed by the competent authority with due regard to demographic, economic and social criteria, which shall be demonstrated statistically.

If the prescribed age is 65 years or higher, the age shall be lowered, under prescribed conditions, in respect of persons who have been engaged in occupations that are deemed by national legislation, for the purpose of old-age benefit, to be arduous or unhealthy.

The persons protected shall comprise:

• all employees, including apprentices; or
• prescribed classes of the economically active population, constituting not less than 75 per cent. of the whole economically active population; or
• all residents or residents whose means during the contingency do not exceed limits prescribed in such a manner as to comply with the requirements of Article 28.

• where employees or classes of the economically active population are protected, in such a manner as to comply either with the requirements of Article 26 or with the requirements of Article 27;
• where all residents or all residents whose means during the contingency do not exceed prescribed limits are protected, in such a manner as to comply with the requirements of Article 28.
• The benefit specified above shall, in a contingency covered, be secured at least:
• to a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period which may be 30 years of contribution or employment, or 20 years of residence; or
• where, in principle, all economically active persons are protected, to a person protected who has completed, prior to the contingency, a prescribed qualifying period of contribution and in respect of whom, while he was of working age, the prescribed yearly average number of contributions has been paid.

Where the old-age benefit is conditional upon a minimum period of contribution or employment, a reduced benefit shall be secured at least.

To a person protected who has completed, prior to the contingency, in accordance with prescribed rules, a qualifying period of 15 years of contribution or employment; or

where, in principle, all economically active persons are protected, to a person protected who has completed, prior to the contingency, a prescribed qualifying period of contribution and in respect of whom, while he was of working age, half of the yearly average number of contributions prescribed in accordance with subparagraph (b) of paragraph 1 of this Article has been paid.

Survivors Benefit

The contingency covered shall include the loss of support suffered by the widow or child as the result of the death of the breadwinner.

In the case of a widow the right to a survivors' benefit may be made conditional on the attainment of a prescribed age. Such age shall not be higher than the age prescribed for old-age benefit.

No requirement as to age may be made if the widow:

• is invalid, as may be prescribed; or
• is caring for a dependent child of the deceased.

In order that a widow who is without a child may be entitled to a survivors' benefit, a minimum duration of marriage may be required.

• The persons protected shall comprise:
• the wives, children and, as may be prescribed, other dependants of all breadwinners who were employees or apprentices; or
• the wives, children and, as may be prescribed, other dependants of breadwinners in prescribed classes of the economically active population, which classes constitute not less than 75 per cent. of the whole economically active population; or
• all widows, all children and all other prescribed dependants who have lost their breadwinner, who are residents and, as appropriate, whose means during the contingency do not exceed limits prescribed in such a manner as to comply with the provisions of Article 28.

Where a declaration made in virtue of Article 4 is in force, the persons protected shall comprise:

• the wives, children and, as may be prescribed, other dependants of breadwinners, in prescribed classes of employees, which classes constitute not less than 25 per cent. of all employees; or
• the wives, children and, as may be prescribed, other dependants of breadwinners in prescribed classes of employees in industrial undertakings, which classes constitute not less than 50 per cent. of all employees in industrial undertakings.

The survivors' benefit shall be a periodical payment calculated as follows:

• where employees or classes of the economically active population are protected, in such a manner as to comply either with the requirements of Article 26 or with the requirements of Article 27;
• where all residents or all residents whose means during the contingency do not exceed prescribed limits are protected, in such a manner as to comply with the requirements of Article 28.

Source:
http://www.ilo.org/ilolex/english/cprofiles/namibiaE.htm

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Setting up Business in Namibia

Overall Information

The current business conditions in Namibia are seen by experts as neutral to negative. Statistically, business performance decreased overall slightly in 2000, even though more businesses are expected to have an improving impact on the situation. 86% of all small businesses employed a greater number of employees compared to the data of 1999 and 15% intend to offer even more jobs to Namibian citizens. Up to now, only few small businesses plan on offering training measures and capital investments.

The Entrepreneur

According to entrepreneurship research, the most common attributes relating to an entrepreneur are:

• The ability of creating a sustainable and wealth creating venture,
• A notion of high risk taking,
• The ability to innovate.

These factors, together with other psychological dispositions (e.g. persistence, action orientation, self-confidence), are generally associated with success in small businesses.

A study covering 87 Namibian entrepreneurs supports this observation, namely the positive relationship between psychological success factors and business success. Among these positive factors identified are complete planning, opportunistic and entrepreneurial orientation, such as autonomy, innovativeness, competitive aggressiveness and risk taking.

Management Decisions

Management Decisions and Entrepreneurial behaviour are another group of determinants for business success. Namibian entrepreneurs have demonstrated in the past, that a purely reactive business strategy i.e. simply reacting to changing conditions is negatively related to business success. What is need for success is also a proactive approach to drive the business forward. One of the most fundamental requirements for business expansion is the owner's personal motivation and will to progress, which is often coupled with a clear vision for the long-term.

Sources:

Institute for Public Policy Research (IPPR)

Namibia Economic Policy Research Unit (NEPRU)

Finnish Embassy with Joint Consultive Council (JCC)

Registration Requirements

The text below summarizes the procedures and costs associated with setting up a business in Namibia.

Procedure 1. Deposit the initial capital in a bank account.

Time to complete: 1 day

Cost to complete: no charge

The funds for the initial capital should be paid into a bank account. Authorized share capital: 4,000 ordinary shares of N$ 1.00 each Issued share capital: 100 ordinary shares of N$ 1.00 each There are no legal requirements regarding the minimum start-up capital for a private company.

Procedure 2. Obtain the approval for a company name from the Registrar of Companies.

Time to complete: 18 days

Cost to complete: included in the cost of registration

The Registrar of Companies is located at the Ministry of Trade and Industry. If the proposed name is acceptable, it will be reserved for 60 days. The delay is due to the ongoing process of computerizing the data.

Procedure 3. Pay the registration fees and buy revenue stamps at the Receiver of Revenue

Time to complete: 1 day

Cost to complete: no charge

Subject to the provisions of section 10 (1) (a) and (b) of the Act, fees, additional fees, annual duty or other moneys payable to the Registrar, may, except where otherwise provided in these regulations, be paid to any receiver of revenue. Proof of payment of such fees, additional fees, annual duty or other moneys shall be affixed to the relevant form or document by means of adhesive paste or glue spread over the entire surface of the reverse side of the acknowledgement of receipt form. Fees in relation to inspection or copies of documents may be paid on an account, subject to such conditions as the Registrar may lay down.

Procedure 4. Hire an attorney to register the company with the Registrar of Companies; obtain the Certificate to commence business.

Time to complete: 35 days

Cost to complete: about $4,025 + N$556 revenue stamps

The Companies Act under Section 63 stipulates that memorandum and articles of association must be lodged and uplifted by a subscriber or by a local company attorney or accountant. The following documents shall be lodged for the registration and incorporation of a company having a share capital: • the original and two notarially certified copies of the memorandum and articles referred to in regulations 17 and 18, bound as prescribed in regulation 4 (1); • Form CM5, containing particulars of the name reserved for company, as approved by the Registrar, together with such other Forms CM5, if any, containing particulars of shortened form of the name of the company, as approved by the Registrar; • Form CM22, containing a notice of the registered office and postal address of the company; within the geographical boundaries of Namibia. • A power of attorney signed by the subscribers to the memorandum in favor of the person lodging the documents; and • Form CM31 - containing the acceptance of appointment of an auditor. • CM 29 - Contents of register of Directors, Auditors and Officers. • CM 46 - Application and Certificate to commence business. Annual company duty for the first year shall be affixed to the Application for a Certificate to Commence Business. • Proof of payment of the registration fee in terms of section 63 (2) of the Act shall be affixed to the original Form CM 2. • CM 47 - as prescribed by section 172(3)(a) of the Companies Act, being a statement of the opinion of each director to the effect that the capital of the company is adequate for the purposes of the company and its business, or, if he/she is of the opinion that it is inadequate, the reasons therefore and the manner in which and the sources from which the company is to be financed and the extent thereof. This must be filed before the Registrar will issue a Certificate to Commence Business. The Memorandum and Articles of Association need to be notarized; the fee is included in the registration fees. The Certificate to Commence Business is normally lodged with the registration of the company and obtained when the company is registered. The Registrar of Companies automatically forwards a copy of the Memorandum and Articles of Association to the Receiver of Revenue, who in turns registers the company as tax payer and issues a tax identification number and taxation payable of 35% of all profit is due to the Receiver of Revenue.

Procedure 5. Register for VAT with the Receiver of Revenue at the Ministry of Finance

Time to complete: 21 days

Cost to complete: no charge

Any "person" who carries on a taxable activity on or after 27 November 2000 and whose taxable turnover in any twelve month period exceeds or is likely to exceed N$200,000 must apply to register for VAT. Fill out and submit to the Receiver of Revenue form VAT I. The applicant receives the registration number in 3-4 weeks.

Procedure 6. Register for PAYE with the Receiver of Revenue.

Time to complete: 1 day (simultaneous with procedure 5)

Cost to complete: no charge

The registration for PAYE is separate to the registration for VAT and both are registered by the Receiver of Revenue at the Ministry of Finance.

Procedure 7. Apply for a Town Planning Certificate.

Time to complete: 1 day

Cost to complete: no charge

Business premises must be approved by the municipality.

Procedure 8. Apply for a health certificate/trading license from the local municipality.

Time to complete: 1 day

Cost to complete: N$ 47.00 to N$ 350 depending on the type of business

A health certificate must be obtained from the Health Division. The time depends on whether an inspection needs to be done on the premises (if involved with food).

Procedure 9. Register workers with the Social Security Commission.

Time to complete: 21 days

Cost to complete: NAD 10 per employee

A percentage is deducted from all employees salaries of which the employer pays the same with a maximum of N$ 27.00 and a minimum of N$ 2.70. Time: 2-4 weeks.

Procedure 10. Register workers with the Workmen's Compensation Commission

Time to complete: 20 days (simultaneous with procedure 9)

Cost to complete: no charge

An application to the Workmen's Compensation need to be done for all employees earning less than N$ 72,000 per annum with special circumstances for those employees earning above that amount, this amount is payable on a yearly basis on a scale of rates per wage depending on the industry the company is involved in. There are two types of registration one for if your business is involved in the agricultural industry (farming) or not.

Commercial and Company Laws

• Companies Act, 2004
• Competition Act, 2003
• Determinations on the Appointment, Duties and Responsibilities of Directors and Principal Officers (BID 1)

http://www.doingbusiness.org/ExploreTopics/StartingBusiness/Details.aspx?economyid=135

Local Partners

Josias Andries Agenbach

Koep & Partners

Address: 33 Schanzen Road, Windhoek, Namibia

Tel: 264 61 382 800

Fax: 264 61 233 555

Email: renate@koep.com.na

Mark Badenhorst

PricewaterhouseCoopers

Address: 2 Eglin Road Sunninghill, Private Bag X36, Johannesburg, 2157, South Africa

Tel: 27 11 797 4641

Fax: 27 11 797 5800

Email: mark.badenhorst@za.pwc.com

Website: http://www.pwc.com

Hanno D. Bossau

H.D. Bossau & Co.

Address: 15th Floor Frans Indongo Gardens, Dr Frans Indongo Street, P.O. Box 1975, Windhoek, Namibia

Tel: 264 61 370 850

Fax: 264 61 370 855

Email: hdb@bossau.com

Hans-Bruno Gerdes

Egling, Stritter & Partners

Address: Love Street No. 12, Windhoek, Namibia

Tel: 264 61 235 031

Fax: 264 61 23 00 11

Email: hgerdes@englinglaw.com.na

Website: http://www.englinglaw.com.na

Hennie Gous

PricewaterhouseCoopers

Address: 344 Independence Avenue, 3rd Floor, P.O. Box 1571, Windhoek, Namibia

Tel: 264 61 284 1000

Fax: 264 61 284 1260

Email: hennie.gous@na.pwc.com

Website: http://www.pwc.com/na

Onesmus Hanapho

Namibia Power (NamPower)

Website: http://www.nampower.com.na

Dennis Hyman

PricewaterhouseCoopers

Address: 344 Independence Avenue, 3rd Floor, P.O. Box 1571, Windhoek, Namibia

Herman Charl Kinghorn

Kinghorn Associates

Tel: 264 64 405 051

Fax: 264 64 402 683

Email: kinglaw@iafrica.com.na

Website: http://www.kinglaw.com.na

Peter Frank Koep

Koep & Partners

Address: 33 Schanzen Road, Windhoek, Namibia

Tel: 264 61 382 800

Fax: 264 61 233 555

Email: pfk@koep.com.na

Frank Köpplinger

G.F. Köpplinger Legal Practitioners

Address: P.O. Box 40349, Ausspannplatz, Windhoek, Namibia

Tel: 264 61 301 149

Fax: 264 61 301148

Email: frank@labourlaw.com.na

Willem Carel Kotze

Koep & Partners

Address: 33 Schanzen Road, P.O. Box 3516, Windhoek, Namibia

Tel: 264 61 382 800

Fax: 264 61 233 555

Email: willem@koep.com.na

Richard Traugott Diethelm Mueller

Koep & Partners

Address: 33 Schanzen Road, Windhoek, Namibia

Tel: 264 61 382 800

Fax: 264 61 233 555

Email: pfk@koep.com.na

Carina Oberholzer

PricewaterhouseCoopers

Address: 344 Independence Avenue, 3rd Floor, P.O. Box 1571, Windhoek, Namibia

Tel: 264 61 284 1000

Fax: 264 61 284 1001

Email: carina.oberholzer@na.pwc.com

Website: http://www.pwc.com/na

Gerald Riedel

PricewaterhouseCoopers

Address: 344 Independence Avenue, 3rd Floor, P.O. Box 1571, Windhoek, Namibia

Tel: 264 61 284 1066

Fax: 264 61 284 1586

Email: gerald.riedel@na.pwc.com

Website: http://www.pwc.com/na

Erika Shikusinde

PricewaterhouseCoopers

Address: 344 Independence Avenue, 3rd Floor, P.O. Box 1571, Windhoek, Namibia

Email: erika.shikusinde@na.pwc.com

Website: http://www.pwc.com/na

Axel Stritter

Egling, Stritter & Partners

Address: Love Street No. 12, Windhoek, Namibia

Tel: 264 61 235 031

Fax: 264 61 23 00 11

Email: axel.stritter@englinglaw.com.na

Website: http://www.englinglaw.com.na

Marius van Breda

TransUnion ITC

Address: 2nd Office Floor, Namlex Chambers, 333 Independence Avenue, P.O. Box 1752, Windhoek, Namibia

Tel: 264 61 227 142

Fax: 264 61 224 049

Email: mvanbreda@transunionitc.co.za

Website: http://www.transunionitc.co.za

Ockhuizen Welbert

Namibia Water Corporation (NamWater)

Address: Private Bag 13389, Windhoek, Namibia

Tel: 264 61 712 157

Fax: 264 61 713 806

Email: OckhuizenW@namwater.com.na

Website: http://www.namwater.com.na

Renate Williamson

Koep & Partners

Address: 33 Schanzen Road, Windhoek, Namibia

Tel: 264 61 382 800

Fax: 264 61 233 555

Important Contacts

Namibia is divided for administrative purposes into thirteen regions. The Ministry of Trade and Industry has six regional offices.

The regional office in Ondangwa is responsible for the Omusati, Ohangwena, Oshana and Oshikoto Regions; the office in Otjiwarongo for Otjozondjupa and Omaheke; the office in Keetmanshoop for Karas and Hardap, and the office in Opuwo for the Erongo and Kunene Regions. Offices in Rundu and Katima Mulilo are responsible for the Kavango and Caprivi Regions respectively.

The regional offices fall under the Division: Small Scale and Informal Industries of the Industrial Development Directorate. The division's head office co-ordinates affairs for the central Khomas Region.

The primary role of regional offices is to serve as an advisory centre at the local level. In this capacity, they work closely with all directorates of the Ministry.

Regional officers can be contacted as follows:

Mr C.M. Simasiku or Mr C.M. Mukata
P.O. Box 61, Katima Mulilo
Tel: 066-253240
Fax: 066-252140
E-mail: simasiku@iway.na

Mr C.H. Thirion
P.O. Box 925, Keetmanshoop
Tel: 063-224795
Fax: 063-222480
E-mail: thirion@iway.na

Mr Ben Hango or Mr A. Uusiku
P.O. Box 1208, Ondangwa
Tel: 065-240172
Fax: 065-240358
E-mail: hango@iway.na

Mr J.E. Henguva
Private Bag 3017, Opuwo
Tel: 065-273190
Fax: 065-273384
E-mail: henguva@iway.na

Ms C. Uapingene
PO Box 1382, Otjiwarongo
Tel: 067-303994/5
Fax: 067-304091
E-mail: wapingene@iway.na

Mr P. Sindimba
Private Bag 2137, Rundu
Tel: 066-255916
Fax: 066-255351
E-mail: sindimba@mti.gov.na

Directorate of International Trade:
Tel: +264-61-283-7331
Fax: +264-61-253865
E-mail: tic@mti.gov.na
http://www.wto.org

Department of Customs & Excise - Ministry of Finance (MoF):
Tel: +264-61- 209- 9111
Fax: +264-61- 239278

Ministry of Trade and Industry (MTI):
Block B, Brendan Simbwaye Square, Goethe Street
Private Bag 13340, Windhoek, Namibia
Tel: +264-61-283-7111
Fax: +264-61-220227
http://www.mti.gov.na/

Directorate of Internal Trade - Ministry of Trade and Industry:
Block B, Brendan Simbwaye Square, Goethe Street
Private Bag 13340, Windhoek, Namibia
Tel: +264-61-283-7333,
Fax: +264-61-222576
E-mail: kamboua@mti.gov.na or andima@mti.gov.na

Namibia Standards Information and Quality Office (NSIQO) - Ministry of Trade and Industry :

Block B, 2nd Floor, Room 215, Brendan Simbwaye Square

c/o Uhland and Goethe Street

Private Bag 13340, Windhoek, Namibia

Ministry of Finance:
http://www.mof.gov.na/

Ministry of Home Affairs and Immigration:
Telephone:061 292 2201 or 061 292 2204
Fax: 261 292 2212
E-mail: info@mha.gov.na
http://www.mha.gov.na/

Namibia Chamber of Commerce and Industry (NCCI):
PO Box 9355, Windhoek, Namibia
Tel: (011)-(264)-61-22-8809
Fax: (011)-(264)-61-22-8009
E-Mail: info@ncci.org.na
http://www.ncci.org.na/

Small Business Information Centre @ Joint Consultive Council
Soweto Market (opposite bus stop), Katutura
Tel.: 061 / 269 160 (2)
Fax: 061 / 269 161
E-Mail: sbic@jcc.com.na
http://www.jcc.com.na

Small and Medium Enterprise Development (SME)

Mr Ignatius Kamati Mutilitha

Deputy Director: Small Scale and Informal Industry

Tel: +264-61-283-7305

Fax: +264-61-259676,

Cell: +264-81-124-5580,

E-mail: mutilitha@mti.gove.na

Trade Information Centre

Directorate of International Trade, Ministry of Trade and Industry
Private Bag 13340, Goethe Street, Windhoek
Tel: 264 - 61 283 7330 / 7286
Fax: 264 - 61 253 865
E-Mail: motlatla@mti.gov.na or TIC@mti.gov.na

Trade Arrangements

a) Africa Growth and Opportunity Act (AGOA)

The Africa Growth and Opportunities Act (AGOA) makes provision for duty-free and quota-free access of essentially all products originating from eligible beneficiary Sub-Saharan African (SSA) countries, i