TotalEnergies’ Venus discovery, off the coast of Namibia in the Orange Basin, is one of the most significant oil discoveries of the decade. Estimated to contain several billion barrels, it positions Namibia as one of the most strategic offshore markets on the African continent for the years to come.
A Final Investment Decision (FID) is expected by the end of 2026. And for companies operating — or planning to operate — in Namibia, this is not merely good economic news. It marks a structural shift in the market that must happen now, or not at all.
7,000 jobs. A short window of opportunity. Decisions that cannot be made on the spur of the moment.
Key figure: around 7,000 jobs will be created at peak production – 500 direct roles and 6,500 indirect roles. This workforce will comprise a mix of international expatriates and local Namibian talent, in a country with a clear, demanding and constantly evolving social and fiscal regulatory framework.
As soon as the FID is signed, international T1 and T2 contractors will flock to the region. These companies — specialising in construction, subsea engineering, oil services or offshore logistics — will arrive swiftly, with teams to deploy, contracts to fulfil, and a tight schedule to meet.
The majority will not have local legal status in Namibia.
This is precisely where the issue of HR compliance comes into play.
Without a local entity, compliance cannot be improvised
Operating in Namibia without an established legal entity exposes businesses to real risks: non-compliance with the Namibian Inland Revenue (NamRA), labour disputes, tax penalties and delays in obtaining work permits. These risks can bring a project to a standstill or even jeopardise an entire contract.
The structural solution increasingly adopted by major companies and their subcontractors in this type of situation is the Employer of Record (EOR): a local entity that legally employs staff on behalf of the client company, managing payroll, social security contributions, medical check-ups, work permits and tax compliance — in an integrated, responsive and compliant manner from day one.
DI-Africa already has an established presence in Namibia. Our teams have a thorough understanding of the local regulatory framework, NamRA’s requirements, and the specific characteristics of the workforce on large-scale industrial projects.
The Congo as proof: DI-Africa and Eiffage
Our ability to operate on a large scale is not merely theoretical. In March 2026, DI-Africa’s Congolese subsidiary signed an HR outsourcing contract with Eiffage, one of the world’s leading construction and services companies. DI-Africa Congo handles all personnel management on behalf of Eiffage: payroll, social security contributions, compliance, disciplinary files, medical examinations and health insurance.
The scale-up is happening quickly: 1,000 people managed by the end of June, and 1,700 in the long term. A model that can be directly applied to any large-scale project on the continent — including in the Orange River Basin in Namibia.
The window of opportunity is now
Compliance decisions are not made in response to a project that has already been launched. They are prepared in advance: structuring contracts, choosing operating procedures, setting up multi-currency payroll processes, processing work permits for expatriates, and coordinating with local authorities.
For companies operating on Venus — or on other projects in the Orange Basin — the question is not whether they will need a local HR partner. It is when they will start preparing for it.
In 2026, sub-Saharan Africa attracted more than $41 billion in upstream investment. Namibia is one of the key hubs for this activity. The crisis in the Strait of Hormuz, which has been ongoing since February 2026, has further accelerated this trend, making the African continent a geostrategic necessity — rather than merely an option for diversification.
DI-Africa in Namibia: already on the ground
DI-Africa’s Namibian subsidiary currently manages teams of expatriates and local staff on ongoing industrial projects. We have a thorough understanding of the specific requirements of the Namibian market: bilingual contracts, social security declarations, work permits for European, Asian and African nationals, and coordination with local authorities.
Our approach: operational responsiveness, guaranteed compliance, and long-term support.
Are you planning an operation in Namibia or the Orange River Basin region? Contact our teams for an initial, no-obligation discussion.
Parler à un expert DI-Africa →Written by Youssef OUNAIR — DI-Africa Business Signal · April 2026