Please find here the new minimum wage for the Private Security Sector, effective as form 01 November 2018, as released by the Department of Labour.

In the document (see link) is also a breakdown of Areas 1, 2 and 3 respectively as applicable. Please note that the Area 3 premium in the amount of R60.00 has fallen away and is no longer a required premium.

We advise employers to communicate these changes as published in the Government Gazette too employees.

Please feel free to contact us for any advise in this regard, or if you require assistance in this matter. We are available 24/7.

Not an LWO member yet? Have a look at our membership packages.

Rumours and notices by labour brokers are doing the rounds that the implementation date of the national minimum wage will be 1 October 2018.

These rumours have been stripped form all truth and are incorrect!

Mr Thembinkosi Mkalipi, Chief Director: Labour Relations of the Department of Labour has confirmed in writing that at this stage no date has been set for the implementation of the national minimum wage. Mr Mkalipi also confirmed that the Parliament is still busy with processes regarding the national minimum wage bill. Employers are therefore still unable to do the necessary financial planning.

Take note that employers must continue in the meantime to comply with current legislation with regards to industry specific minimum wages.

Please contact the LWO at 086 110 1828 for advice in this regard. We are available 24/7.

Not an LWO member yet – have a look at our membership options!

Herewith the new minimum wage for employees in the Hospitality Sector which is effective as form 01 July 2018 until 30 June 2019.

The below mentioned tariffs will again be amended with the implementation of the National Minimum Wage Act.

Please note: Employers must take care to confirm under which sector their businesses fall to ensure compliance. Please contact the LWO for 100% certainty.

The total increase form the previous minimum wage is 6%.

Please feel free to contact the LWO Employers Organisation at 086 110 1828 for advice in this regard. We are available 24/7.

What we currently know:

• Information currently available indicates that when the NMWB comes into effect and is implemented, employers will be obligated to pay the minimum wage. This amount is currently R20.00 per hour for all employees in South Africa, irrespective of the industry in which they are employed. The farming/forestry and domestic worker sectors have already been given exemption to only pay 90% and 75% respectively of the national minimum wage. This calculates to R18.00 per hour for the farming/forestry sector and R15.00 per hour for the domestic worker sector. Employers in the agricultural sector should take note that a farm worker includes workers who are employed mainly or in connection with farming activities, as well as domestic workers working in a house on a farm. This exemption is valid for two years, after which all employers must pay at least the national minimum wage as announced. Depending on decisions taken in parliament, this minimum wage and period of two years can still change, but is this the latest published information available.

  It can be rightly said that the whole issue surrounding the NMWB has led to great uncertainty in the workplace and will employers welcome clarity.

  Please feel free to contact us at 089 110 1828 for advise in this regard, or if you require any assistance in this matter.

Herewith the new minimum wage for employees in terms of Sectoral Determination 13 for the Agricultural Sector. The new minimum wage for the Agricultural sector will be effective from 1 March 2018.

*For employees who work 9 hours a day.

The new minimum tariff represent a 5,6% increase from the previous year’s minimum wage.

Contact us at 086 110 1828 with any queries in this regard.

Are you a designated employer?

An employer is seen as a “designated employer” when the following is applicable:

• Employers who employ 50 or more employees, OR
• Employers who employ less than 50 employees, but have at least an annual turnover as per the respective sectors set out below:

Obligations of a “designated employer”:

1. Appointing a Senior Employment Equity Manager and establishing a committee – developing implementing and monitoring the plan, hold regular consultations.
2. Drafting an analysis (EEA12) – what are the challenges and action measures in the workplace.
3. Drafting an Employment Equity plan (EEA13) – how does the employer propose to establish employment equity in the workplace.
4. Submitting Employment Equity reports (EEA2 and EEA4) – reporting information on progress made regarding the implementation of the plan

Deadlines?

The submission dates are as follows:

• • 2 October 2017 for hand submissions at your local Department of Labour
  • 15 January 2018 for electronic submissions

What is the reporting period?

Take note:

The LWO can assist you with:

Consultation as facilitation

During consultation the LWO assists with the drafting of an analysis, an employment equity plan and other applicable documentation, as well as all other aspects to ensure compliance with the Employment Equity Act.

The LWO can also act as facilitator to establish a committee and holding consultations to ensure that you follow the correct procedure.

Drafting Employment Equity reports (EEA2 and EEA4)

The LWO assist with the processing and compiling of information, as well as submitting of reports. We have also prepared documentation to assist you with the process. The LWO can send you this documentation via e-mail or fax, as well as offer assistance to process and compile the information and submit the reports.