The strength of any nation’s labour market lies not only in the diversity of its workforce, but also in the fairness with which workers are treated.
Our private sector has long benefited from the contributions of both local employees and expatriates, each bringing valuable skills, experiences, and perspectives.
Yet one issue that continues to raise concern is the noticeable difference in salaries between local staff and foreign employees.
In many companies, expatriates receive higher salaries and additional benefits compared to their local counterparts, even when the roles, responsibilities, and qualifications are comparable.
This disparity, though not unique to our country, has increasingly become a matter of discussion.
Understandably, many locals feel that their contributions are undervalued, which in turn affects morale, motivation, and long term career choices.
It is important to note that salary differences are not merely financial they carry social and economic implications as well.
When locals perceive that they are not being compensated fairly, they are less likely to remain in the private sector, preferring instead to seek employment in government institutions where pay and benefits are more consistent.
Over time, this pattern can weaken the private sector by making it overly reliant on foreign labour.
While expatriates bring much needed expertise, it is equally vital to ensure that local workers are retained, trained, and motivated to stay in private companies.
Without such balance, the sustainability of our workforce may come into question.
For this reason, it may be time for the Ministry of Labour to consider introducing salary standardisation guidelines that apply equally to locals and expatriates.
The objective of such a policy would not be to limit companies, but rather to create a framework where compensation is based on the role, the skills required, and the experience of the employee not on nationality.
Standardisation could take several forms. One approach would be to establish job-based salary scales, where positions are categorised by function and responsibility, and pay ranges are set accordingly.
Another option is the introduction of industry specific minimum wage benchmarks, ensuring that all workers, whether local or foreign, are compensated fairly within their field.
hese measures would promote greater transparency and reassure employees that their efforts are valued equally.
At the same time, they would allow employers the flexibility to reward exceptional talent, regardless of origin.
For local employees, it would provide reassurance that their contributions are recognised, motivating them to pursue and remain in private sector careers.
For expatriates, it would clarify expectations and help integrate them more smoothly into the workforce, free from comparisons or misconceptions.
For employers, fair pay practices can improve staff morale, reduce turnover, and strengthen workplace harmony, ultimately leading to higher productivity.
For the economy as a whole, fair and transparent compensation systems build trust, foster social cohesion, and contribute to sustainable development.
It is natural for employers to raise concerns about how such reforms might impact costs, especially in sectors where expatriates are brought in for highly specialised skills.
However, these concerns can be managed with careful planning.
A phased implementation plan would allow companies time to gradually adjust to the new salary frameworks, minimising disruption.
Furthermore, the government could introduce supporting incentives, such as tax benefits or subsidies, for businesses that adopt fair wage practices early.
Equally important is the need to invest in capacity building programs for local employees.
By enhancing training and professional development opportunities, we can close skills gaps and reduce reliance on expatriates over the long term.
Such measures would ensure that salary parity is not only fair, but also practical.
Any discussion on standardising salaries should not be seen as diminishing the role of expatriates.
Foreign professionals have played, and will continue to play, a vital role in our national development.
Their knowledge and expertise often bring new perspectives that benefit industries and enrich the workforce.
Instead, the aim of salary standardisation is to foster fairness and inclusivity ensuring that both locals and foreigners feel valued for their contributions.
By linking pay to merit, experience, and responsibility, we create a system that acknowledges talent wherever it is found.
Ultimately, this is about building a labour market that is fair, competitive, and sustainable.
By encouraging equal pay for equal work, the Ministry of Labour can help strengthen the private sector, reduce inequality, and create greater confidence in the job market.
Fair salary practices are not merely a matter of economics; they are a reflection of our values.
They signal that we believe in fairness, in recognising effort, and in building a future where opportunities are open to all.
As our country continues to grow and diversify, the time has come to look carefully at how we value the people who drive that growth.
Standardising salaries between locals and foreigners would be a positive and forward looking step one that builds unity in the workforce and ensures that everyone’s contribution is respected.
The Ministry of Labour is well placed to guide this effort, working in collaboration with employers, employees, and industry experts.
With careful planning and open dialogue, such a reform could benefit not just workers, but the entire economy.
Fairness, after all, is the strongest foundation upon which to build a prosperous future.
The writer is a concerned citizen and can be reached by:
dengolesmo5@gmail.com