South Africa: Pay and benefits

Original and updating authors: Helen Wilsenach and Pascale Towers, Bowmans

See the legal services provided by the author of International > South Africa, including any discounts/offers for subscribers.

Summary

• "Remuneration" is defined in employment legislation as any payment in money or in kind, or both in money and in kind, made or owing to any person in return for that person working for any other person. (See Pay - general)
• All remuneration must be paid within seven days of the end of the period for which it is payable or within seven days of the termination of the contract. (See Payment of wages)
• As a general rule, an employer may make deductions from an employee's remuneration only if the deduction is required or permitted by a law, collective agreement, court order or arbitration award. (See Deductions)
• There is a general ban on unfair pay discrimination. (See Equal pay)
• There are currently limited mechanisms in place for gender pay gap reporting. (See Gender pay gap reporting)
• There is a statutory national minimum wage.(See Minimum wages)
• It is common for private-sector employers to provide an occupational pension, provident fund or other retirement-funding scheme for employees. (See Pensions and medical aid)
• As a general rule, employers must deduct or withhold income tax from the remuneration paid to an employee, and pay this amount to the South African Revenue Services within a certain period. (See Income tax and social security)
• There are various rules regarding pay for employees absent from work due to sickness.(See Sick pay)