Africa-Press – Eswatini. Eswatini’s workforce has entered a new era of structured growth and fair reward with the introduction of the five-notch salary system under the Final Salary Review Report 2025. Prepared by Emergence Human Capital, the review places the notch system at the center of salary progression, ensuring clarity, motivation, and equity across all grades.
How the Five-Notch System Works
Each grade is divided into five clear notches, allowing employees to progress step by step within their salary band. This structure eliminates uncertainty and creates a visible pathway for career growth.
Junior and mid-level staff (A1 to C5): Enjoy a strong 16% progression, meaning faster upward mobility.
Upper management (D1 and D2): Progress at a more measured 12% to 10%, reflecting responsibility and stability.
Executives (E1 to F5): Maintain a 10% progression, balancing reward with fiscal discipline.
The system ensures that every worker knows where they start, where they are going, and what lies ahead.
Why the Notch System Matters
For too long, salary structures created overlaps and confusion. The five-notch model solves this by:
Minimizing overlaps between grades (reduced to -2% to -3%).
Providing a predictable range (8%–13% depending on level).
Encouraging performance and loyalty, as employees can now see progression without waiting for promotions alone.
This means an entry-level worker at Grade A1 starts at E41 418 but can confidently progress through to E46 617 by reaching Notch 5. At the other end, an executive under Grade F5 begins at E1.1 million and can rise to E1.2 million within the same band.
A Motivational Boost for Employees
The notch system is not only about pay, it is about restoring dignity and pride in work. Employees no longer feel stuck; instead, they are motivated to move through the notches, each representing recognition of their service and growth.
Labour experts have described the model as “a morale booster,” noting that workers will now perform with greater confidence, knowing that their efforts are matched with guaranteed progression.
A Sustainable Balance
While motivating workers, the notch system also ensures fiscal responsibility. By controlling the pace of increments and setting realistic ranges, government has struck a balance between rewarding employees and safeguarding national resources.
Conclusion
The introduction of the five-notch salary scale is more than a technical reform, it is a landmark shift that redefines how Eswatini values and motivates its workforce. With fairness, clarity, and progression at its core, the notch system is a promise of growth for every employee and a brighter, more productive future for the nation.
How the Five-Notch System Works
Example 1: Entry-Level Worker (Grade A1)
Notch 1: E41 418
Notch 2: E42 661
Notch 3: E43 941
Notch 4: E45 259
Notch 5: E46 617
Clear growth of E5 199 within the same grade, representing 13% range and 16% progression.
Example 2: Senior Executive (Grade F5)
Notch 1: E1 119 790
Notch 2: E1 142 186
Notch 3: E1 165 030
Notch 4: E1 188 331
Notch 5: E1 212 098
Steady growth of over E92 000 within the same grade, reflecting 8% range and 10% progression.
At a glance:
Five notches per grade = structured growth
Range: 8%–13%
Progression: 10%–16% depending on grade
Overlap reduced = fairness across bands
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