Compliance News

As November rolls in, so do the bonus whispers. Group chats light up, old payslips resurface, and expectations start to climb. But before anyone mentally spends money that hasn’t landed, let’s get clear on what the law actually says.

In South Africa, sport is more than a game—it’s part of our culture. The spirit of green and gold, the shared excitement, and the relentless grind behind every win inspire us. This same mindset is needed now for Employment Equity (EE).

In 2025, many South African companies aren’t closing due to financial failure—they’re quietly being deregistered by the Companies and Intellectual Property Commission (CIPC) for non-compliance. CIPC runs an automated process targeting companies that miss filing their annual returns and beneficial ownership (BO) declarations. Missing these deadlines places companies “in deregistration,” which can lead to final deregistration—a status where a company legally ceases to exist.

As we approach the close of 2025, it’s the perfect time to pause, reflect, and prepare. This month’s newsletter tackles the issues that matter most to South African employers right now, from the legal realities of year-end bonuses and 13th cheques to compliance updates around Employment Equity and CIPC obligations.

Year-end season is here: speeches, selfies, shooters and at least one director on the dance floor. Fun is good. Lawsuits, CCMA cases and insurance claims… not so much.

Having looked at the SETA and QCTO qualifications it is important to discuss the correct implementation fit for purpose and the current options and requirements.

The practical rollout of the qualifications that shifted from the SETA’s to QCTO remains problematic. There is an urgent need for alignment and policy clarity across key government departments: DHET, QCTO, SETA’s DTIC and SARS. The absence of clarity and guidance leaves many businesses unsure how to implement the new qualifications.

Skills development is more than a tick-box on your B-BBEE scorecard — it’s the cornerstone of sustainable business performance. When paired with HR compliance, it becomes a powerful tool for building capability, culture, and credibility.

Compliance isn’t just about policies — it’s about protection. In a rapidly changing world of hybrid work models, evolving legislation, and increasing scrutiny, the link between Corporate Compliance and Occupational Health & Safety (OHS) has never been stronger.

Ownership is a cornerstone of South Africa’s transformation framework, yet it remains one of the most complex and misunderstood B-BBEE elements. Proper structuring can unlock both compliance value and business growth — but only when it’s done with clarity, strategy, and sustainability in mind.

In South Africa’s evolving B-BBEE landscape, Enterprise and Supplier Development (E&SD) has emerged as one of the most impactful elements on the scorecard — not just for points, but for meaningful economic transformation.

Having just attended the Future of B-BBEE Symposium, I was struck by some key statistics. Less than 10% of African and Coloured students between the ages of 25 to 29 complete their post-schooling degrees, with Indian students around 20%, and White students around 50%. This highlights the ongoing challenge of youth unemployment in South Africa. Education and job creation are the keys to addressing this, while B-BBEE and EE alone cannot solve it. As business owners, we have t

South Africa’s legal and regulatory environment continues to evolve — and with it, new challenges for employers striving to remain compliant while running sustainable, inclusive businesses.

In today’s volatile economic climate, skills development is more than a regulatory requirement—it is a strategic lever for resilience, growth, and transformation.

Procurement decisions extend far beyond cost and efficiency. With increased regulatory scrutiny and rising stakeholder expectations, suppliers’ adherence to Occupational Health and Safety (OHS) standards has become crucial.

Employment Equity is a cornerstone of business transformation in South Africa. Beyond legal obligations, it shapes workplace culture, enhances organizational performance, and strengthens stakeholder trust.

Artificial Intelligence (AI) is no longer a futuristic concept—it’s a reality transforming how South African businesses operate. From automating HR processes to streamlining procurement, financial services, and customer engagement,

I recently received a call from a new client whose biggest customer of 24 years is now demanding a valid B-BBEE certificate issued by a SANAS-accredited verification agency.

In Human Resources, we often prioritise the visible and measurable: performance metrics, staff turnover, and compliance with employment laws.

In the complex landscape of South African business, Broad-Based Black Economic Empowerment (B-BBEE) can often feel like a burden of compliance—a series of non-negotiable targets on a scorecard.