Recent developments in South Africa
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment landscape in South Africa.
National Labour Migration Policy (2026)
The National Labour Migration Policy, which came into effect on 15 February 2025 alongside the Employment Services Amendment Act, continues to shape employer obligations in 2026. The policy introduces sector-based quotas limiting the employment of foreign nationals and requires employers to demonstrate that no suitably qualified South African candidate is available before hiring a foreign worker. To comply with the new regime, employers must obtain a foreign national employment certificate prior to employing non-South African citizens. This framework reinforces the government’s goal of prioritising local workforce participation while still enabling foreign expertise where justified.
Four-Day Workweek Pilot (2026)
The government-backed four-day workweek pilot launched in May 2025 remains underway in 2026, with various employers across selected industries voluntarily participating. Although the pilot does not impose binding obligations on all employers, those taking part are expected to maintain baseline productivity, assess operational impacts, and report data on employee wellbeing and performance. The outcomes of this pilot, once reviewed, may influence possible amendments to the Basic Conditions of Employment Act, potentially reshaping working time regulations in South Africa.
Revised National Minimum Wage (2026)
The National Minimum Wage was increased on 1 March 2025 from ZAR 25.42 to ZAR 27.25 per hour, as published in Government Gazette No. 50211. This increase applies to all categories of workers, including domestic and farm workers, ensuring that wage floors remain aligned with inflationary pressures and the cost of living. South Africa adjusts its national minimum wage annually, and the 2026 update—expected to follow the March cycle—will continue this trend, requiring employers to monitor official announcements to maintain compliance.
Expanded Parental Leave Rights (2026)
Amendments to the Basic Conditions of Employment Act enacted in June 2025 significantly transformed South Africa’s parental leave landscape. The law now provides for fourteen weeks of paid parental leave on a fully gender-neutral basis, replacing previous separate maternity, paternity, and adoption leave categories. Leave is financed through the Unemployment Insurance Fund (UIF) and applies irrespective of biological relation, thereby modernising parental entitlements and promoting equitable caregiving responsibilities.
Mandatory Remote Work Policy Guidelines (2026)
Directive No. 7/2025, issued by the Department of Employment and Labour in April 2025, requires all employers with remote or hybrid employees to have formalised remote work policies. These policies must outline expectations regarding working hours, cybersecurity safeguards, data protection measures, occupational health and safety considerations, and reimbursement of work-related expenses. This directive continues to apply in 2026 and remains an important compliance requirement for employers operating remote work arrangements across South Africa.
