Adv. Karabo Tlhoeli
haustive. Labour agents should get as much information as possible. The legal instruments such as the Labour Code Act of 1992 will guide labour agents on the questions and or information to look for. It is important that the employment contract between the labour agent and the employees indicate how the cases of recruitment malpractices will be avoided. Evidence has shown that unless recruitment is properly regulated, many workers will fall victims to fraudulent practices such as non-existing jobs, job contracts that differ from actual conditions of employment (unpaid overtime, undercutting of the agreed contract period and contracts substitution) exorbitant fees, overcharge prospective migrants leading them to contracts debts, forced labour, confiscation of passports, employers claiming that workers do not have skills they were supposed to have, liability-putting up a guarantee bond issued by a commercial bank to meet claims of workers for unpaid wages and other damages that may be found to be valid.
In conclusion, it worth mention that there is a scheme in place which facilitates the transfer of migrants (mineworkers) remittances into the banks of their choice in Lesotho. The scheme may be extended to these workers. It is administered at no cost to them. The employer incurs the costs. Currently, mineworkers remit 30% of their salary, which is tax-free. The law allows a maximum of 50% of one’s salary.
This article has been written by the Ministry of Labour and Employment. For more information, do not hesitate to contact us here: Tel: 22322565/22316255 Cell: 57905626 You can also find us on our Ministry’s website: www.labour.gov.ls OR on our facebook page (Ministry of Labour and