Compensation and benefits are crucial considerations for your employees. Further, if you are found noncompliant for any of South Africa's compensation laws, your company could face fines or other sanctions. These worries...
Read MoreCompensation and benefits are crucial considerations for your employees. Further, if you are found noncompliant for any of South Africa's compensation laws, your company could face fines or other sanctions. These worries arise on top of hiring the right staff, establishing a subsidiary, and setting up your payroll.
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Compensation and benefits are crucial considerations for your employees. Further, if you are found noncompliant for any of South Africa’s compensation laws, your company could face fines or other sanctions. These worries arise on top of hiring the right staff, establishing a subsidiary, and setting up your payroll.
Globalization Partners can change how you expand to a new country. We will source the best benefits for your employees and add them to our payroll and benefits management plan. This approach makes it easier for you to focus on what is truly important to growing your business.
South Africa’s National Minimum Wage Act went into effect on January 1, 2019. This act established the country’s first minimum wage of 20 ZAR an hour, or about 3,500 ZAR a month. The minimum wage is currently 21.69 ZAR an hour as of February 2021. Individual industries or locations often have other minimum wage regulations to keep in mind when hiring employees.
The nation’s compensation laws also outline overtime wages. Employees cannot work more than 10 hours of overtime per week, and they must agree to any overtime hours. Overtime rates are typically 1.5 times an employee’s regular hourly pay. Workers can also opt to get paid time off or a combination of overtime pay and paid time off instead.
Employers must provide certain guaranteed benefits to employees as part of a South Africa benefit management program. For example, employees are entitled to at least 15 business days of paid vacation each year. They can also choose to receive one day off for every 17 days worked or one hour off for every 17 hours worked. This setup is in addition to time off for the country’s 12 public holidays.
Employees also get three days of Family Responsibility Leave for every year from the start of their employment as long as they have worked for the employer for more than four months. The leave is available for these circumstances:
As another part of your South Africa benefit management plan, you should offer any supplemental benefits that employees may expect from employers. South Africa does not have a public health insurance system, but employers often choose to assist employees with health insurance even though it is not mandated. As an employer, you can provide a group plan or give employees an allowance they can use to purchase their own plan.
Employees often expect a 13th-month bonus check or Christmas bonus even though the law does not require one. Performance bonuses based on a percentage of a worker’s salary are also standard and can be paid as a lump sum to a specific department or split equally among employees in a department.
Before hiring employees, you’ll need to research any benefits and compensation restrictions for employees in South Africa. Although collective bargaining agreements (CBAs) are not as common in South Africa as they are in other countries, always double check for any CBAs covering your employees or industry. These could outline additional restrictions.
Benefits planning is one of many tasks you’ll handle as your company grows abroad. While you’ll need to familiarize yourself with new laws, you’ll also want to understand the labor market so you can make your offerings competitive.
Creating a competitive benefits plan will help you stand out among other businesses and encourage job seekers to work for you. Beyond capturing attention in the labor market, competitive benefits can improve employee morale and retention.
Perks and supplemental benefits can include:
As an employer, you’re legally obligated to provide specific benefits to your employees. In South Africa, these include:
When you design your benefits plan, you should have two goals in mind — staying within your company’s budget and meeting your employees’ needs. It may feel like these two goals oppose each other at times. With the right approach, you can find a sustainable balance. Keep three basic steps in mind as you develop your plan.
Your company needs profit to succeed. If you allocate too much money to your benefits, you may overextend your business. Start the planning process by assessing your resources and creating a budget for your benefits. Make sure to recognize other expenses in the process.
During this step, you might also consider your goals and how your benefits packages can help you achieve them. For instance, if you want to focus your efforts on recruiting, you may be able to attract more candidates by offering a particular benefit that many other companies don’t. If your goal is to improve retention, you might choose to keep hiring to a minimum and offer more benefits to your core team.
To create a competitive plan, you need to understand the labor market and what other companies are offering. Research businesses in the area that are similar to yours to find out what benefits they provide. If you find commonalities across companies, you’ll understand what employees expect from your business’s size and industry.
It’s also helpful to research employees’ needs in this phase. Learn more about workers in the area by interviewing them or distributing surveys.
With the information you’ve gathered, you can design your plan. Start by allocating funds to the required benefits. You can apply the rest of your budget to the most valuable perks you discovered in your research.
Since every company offers unique benefits at different scales, knowing the average cost per employee might not be helpful in your planning. Your benefits costs will be unique to your budget.
Your cost calculations will vary based on the types of benefits you offer. While you can incorporate provisions like annual leave into employee payroll, other benefits will require an actual calculation. For example, employers and workers must contribute to an unemployment insurance fund. Employees contribute 1 percent of their paycheck, and employers contribute an additional 1 percent for each worker.
Most forms of remuneration count as taxable income, including benefits. Benefits in kind come with various regulations regarding the value and income calculation. For example, 80 percent of a company car’s value is taxable income. If an employee feels certain they will use the car for 80 percent business purposes, taxable income reduces to 20 percent of the car’s value.
The Department of Health funds the public healthcare system in South Africa, and care is available to any person regardless of their citizenship status. However, public health care is underdeveloped compared to private options.
Employers are not obligated to provide private health insurance schemes to their employees. That said, many companies choose to offer them as a supplemental benefit.
Benefits planning is one of many tasks you’ll handle as your company grows abroad. While you’ll need to familiarize yourself with new laws, you’ll also want to understand the labor market so you can make your offerings competitive.
Creating a competitive benefits plan will help you stand out among other businesses and encourage job seekers to work for you. Beyond capturing attention in the labor market, competitive benefits can improve employee morale and retention.
Perks and supplemental benefits can include:
As an employer, you’re legally obligated to provide specific benefits to your employees. In South Africa, these include:
When you design your benefits plan, you should have two goals in mind — staying within your company’s budget and meeting your employees’ needs. It may feel like these two goals oppose each other at times. With the right approach, you can find a sustainable balance. Keep three basic steps in mind as you develop your plan.
Your company needs profit to succeed. If you allocate too much money to your benefits, you may overextend your business. Start the planning process by assessing your resources and creating a budget for your benefits. Make sure to recognize other expenses in the process.
During this step, you might also consider your goals and how your benefits packages can help you achieve them. For instance, if you want to focus your efforts on recruiting, you may be able to attract more candidates by offering a particular benefit that many other companies don’t. If your goal is to improve retention, you might choose to keep hiring to a minimum and offer more benefits to your core team.
To create a competitive plan, you need to understand the labor market and what other companies are offering. Research businesses in the area that are similar to yours to find out what benefits they provide. If you find commonalities across companies, you’ll understand what employees expect from your business’s size and industry.
It’s also helpful to research employees’ needs in this phase. Learn more about workers in the area by interviewing them or distributing surveys.
With the information you’ve gathered, you can design your plan. Start by allocating funds to the required benefits. You can apply the rest of your budget to the most valuable perks you discovered in your research.
Since every company offers unique benefits at different scales, knowing the average cost per employee might not be helpful in your planning. Your benefits costs will be unique to your budget.
Your cost calculations will vary based on the types of benefits you offer. While you can incorporate provisions like annual leave into employee payroll, other benefits will require an actual calculation. For example, employers and workers must contribute to an unemployment insurance fund. Employees contribute 1 percent of their paycheck, and employers contribute an additional 1 percent for each worker.
Most forms of remuneration count as taxable income, including benefits. Benefits in kind come with various regulations regarding the value and income calculation. For example, 80 percent of a company car’s value is taxable income. If an employee feels certain they will use the car for 80 percent business purposes, taxable income reduces to 20 percent of the car’s value.
The Department of Health funds the public healthcare system in South Africa, and care is available to any person regardless of their citizenship status. However, public health care is underdeveloped compared to private options.
Employers are not obligated to provide private health insurance schemes to their employees. That said, many companies choose to offer them as a supplemental benefit.
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