* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
When employing an individual in South Africa, the Basic Conditions of Employment Act (No. 75 of 1997 – the BCEA) compels an employer to give an employee a host of prescribed employment details in writing when they start work. The employer should also provide a contract of employment that is signed by both parties detailing:
Probationary periods in South Africa, are optional, but are often used to help mitigate risk in hiring. Employees can be subject to a probationary period that enables the employer to assess employees’ skills. General practice is 3-months.
In South African employment, employees are permitted to work a maximum of 9 hours or day/ 45 hours per week or a maximum of 8 hours per day if the employee works more than 5 days per week. Additionally, an employee is entitled to a 60 minute meal interval after 5 hours of continuous work. Typical weekday working hours are 9 am to 5:30 pm, promoting a structured balance between productivity and employee well-being.
In South African employment, employees are not permitted to work more than 10 hours of overtime per week. Overtime is paid at 1.5 times employee's normal wage or an employee may agree to receive paid time off. Employment contracts usually specify overtime rates and calculations for transparency, promoting fair and mutually beneficial working relationships in line with South African employment norms.
The minimum wage in South Africa is 27.47 ZAR an hour.
13th-month salary payments in South Africa are not legally required but are customary, and are typically paid in December of each year.
Income tax in South Africa is 'Pay As You Earn'. The individual income tax ranges from 18% to 45%. Income tax is calculated according to progressive rates.
No mandatory pension contributions in South Africa.
In South Africa, any terminations of employment must be for a fair reason and in accordance with a fair process. An employee may be terminated fairly for one of the following reasons:
In South Africa, unless a longer notice period is stipulated in the Employment agreement, the legislative minimum notice period is:
Severance pay is only mandatory when terminating an employee for operational requirements. Minimum severance pay is equal to 1 weeks pay for every completed year of service.
South Africa has 12 mandatory national public holidays in a year.
There are no mandatory benefits that Employers are required to provide in South Africa.