Compliance News

Most compliance deadlines aren't on a calendar. They hang off dates only you know — your year-end, your incorporation date, the day your B-BBEE certificate expires. So we built you a calendar that works them out for you to stop missing these crucial dates. No more slips of paper manual diaries and hidden deadlines.

Are you registered? Is this applicable to you? Do our 30 second questionnaire to see how much money you are losing (Skills Cheat Sheet link) Many organisations still see Skills Development purely as a compliance requirement. The reality is very different. Businesses that invest strategically in employee development consistently outperform those that treat training as an annual obligation.

Many organisations only review their Occupational Health and Safety compliance after an incident or an inspection. Unfortunately, by that stage the consequences may already include injuries, production delays, legal liability or financial penalties. Safety Is a Business Risk Occupational Health and Safety legislation requires employers to provide a safe working environment for every employee and contractor. This responsibility extends beyond supplying personal protective equi

Receiving a lower B-BBEE level than expected can be frustrating, especially after investing significant time and money into your transformation initiatives. In many cases, businesses lose points because of small compliance gaps rather than major failures.

There are two reasons to take Employment Equity seriously. Most employers only know the first. You employ at least 50 people. You are a designated employer, and the Act gives you no choice: analyze, plan, report.

South Africa's Electronic Communications Act requires that any holder of an individual network licence be at least 30% owned by historically disadvantaged groups. It is not a guideline. It is not a scorecard target you can trade off against skills development. It sits in primary legislation, and ICASA confirmed again in May 2026 that it will not be dissolved by ministerial policy direction — only Parliament can move it.

There is a line that every employer under financial pressure eventually looks at, and some cross without quite realising what they have done. You deduct pension contributions from your employees' salaries. The money leaves their payslips. But before it reaches the fund, it gets used — to cover a supplier payment, to make payroll, to keep the lights on for another month. The intention is always to catch up next month.

When a company is first registered in South Africa, most business owners use the standard Memorandum of Incorporation provided by the CIPC. In the early days, this generic document works perfectly fine. However, as a business scales, takes on new shareholders, or shifts its operational model, an outdated MOI becomes a potential governance risk. Age alone does not make an MOI invalid. An older document can be perfectly compliant. The real issue is that if it has not been revie

Enterprise and Supplier Development is a heavy priority element on the B BBEE scorecard. For many South African businesses, meeting the target of contributing a percentage of Net Profit After Tax often feels like a purely financial exercise. However, there is an alternative approach that companies sometimes overlook. Under the B BBEE codes, certain non monetary contributions may be recognised. This means you could leverage your existing internal assets, specifically the knowl

When a business founder prepares to retire or hands operations over to the next generation, the primary focus is usually on financial valuation and operational continuity. However, the long term impact on the company Broad Based Black Economic Empowerment scorecard is often overlooked. In the South African corporate landscape, a shift in ownership shares may affect your scorecard and procurement profile. If your business relies on a specific B BBEE level to secure corporate c

Many South African small and medium enterprise owners view the standard three month probation period as a risk free trial. There is a common misconception that during this window, an employer may dismiss a new hire at will if things are not working out. This misunderstanding often leads business owners to the Commission for Conciliation, Mediation and Arbitration facing compensation awards for unfair dismissal.

For years, many businesses approached Occupational Health and Safety compliance as a documentation exercise. Buy a safety file.Print a few policies.Tick the compliance box.Store the file in reception for inspections. That approach is rapidly becoming obsolete.

The era of broad, generic Employment Equity compliance is officially over. Following the implementation of the Employment Equity Amendment Act, South Africa has now moved fully into a sector driven compliance environment, where employers are no longer measured against vague transformation intentions, but against specific numerical targets linked to their industry.

As of 1 May 2026, the BCEA earnings threshold has officially increased to R269,600.90 per annum, or approximately R22,466.74 per month.

The conversation around compliance in South Africa has been dominated by POPIA for years. Boards debate cybersecurity, companies scramble to draft privacy notices, and every second webinar promises to explain lawful processing.

SARS has shifted its focus firmly toward trust enforcement. The numbers speak for themselves. Out of 300,000 registered trusts in South Africa, only 180,000 are filing returns. This massive gap has triggered a swift regulatory crackdown, and the financial implications of ignoring it are severe

The publication of the 2026 Labour Law Amendment Bill marks the most significant review of our employment legislation in over a decade. Driven by the Constitutional Court's ruling in Van Wyk v Minister of Employment and Labour, the Bill introduces a radical shift in parental leave. The outdated distinctions between mothers and fathers are being replaced by a flexible four-month entitlement that parents can share by agreement.

The 2026/27 tax year has brought several quiet but significant changes that payroll departments must navigate to avoid SARS friction. The Personal Income Tax (PIT) threshold for those under 65 has moved to R99,000, with a corresponding primary rebate of R17,820. While these adjustments offer slight relief to employees, they require precise system calibration to ensure PAYE accuracy from the first pay cycle.

The 2026 B-BBEE legislative landscape has moved beyond mere "Level 1" status. The latest amendments have introduced aggressive new targets specifically for 100% Black-owned entities. We are seeing the introduction of a 15% procurement target for 100% Black-owned EMEs and QSEs respectively, alongside a massive 25% target for procurement from 100% Black-owned enterprises of any size.

The Department of Trade, Industry and Competition (DTIC) has officially introduced the Transformation Fund as a primary alternative to traditional Enterprise and Supplier Development (ESD) initiatives. For years, measured entities have grappled with the administrative burden of managing individual beneficiaries, vetting invoices, and proving the "meaningful" nature of their support.