Hiring globally? Discover key employment law changes across 20+ countries happening in 2025 to ensure your team remains compliant.
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Certain industries, such as mining, construction, automotive and industrial, require an occupational medical assessment/examination for new hires. This is to ensure that employees are fit for the designated roles and to identify any pre-existing conditions. A medical examination may only be done if it is an inherent requirement of the job. This can be done via private medical practice, and the employer bears the cost.
There is a duty to create a safe working environment under South African OHS law. This is achieved through implementing health and safety policies and conducting regular risk assessments to identify workplace hazards and risks inherent in employees’ roles and workplaces. Employers must take appropriate measures to address and identify hazards and assess risks based on codes of practice, standards, procedures and instructions as prescribed by the OHSA.
If hazards are identified, an employer must provide the appropriate health and safety training, along with a communication programme to detail those risks. An inspection system is also necessary, along with the appointment of competent supervisors. Additionally, it is recommended for an employer to provide personal protective equipment (“PPE”) and safety equipment for employees to safely carry out the work. In the case of white-collar employees, this may include the provision of a monetary amount for the set-up of a home office (e.g. suitable furniture and office equipment).
Companies may offer extra annual leave days beyond the statutory minimum (15 working days per year), such as personal days, mental health days, or extended vacation days. It is usual for employers in South Africa to add a few additional days of annual leave over and above the statutory minimum.
Healthcare is not a requirement under South African employment law, and medical aid and disability benefits are both commonly provided for by South African employers.
Offering a transportation allowance or company-provided car is fairly common, especially for senior-level employees or those in sales and client-facing roles. Reimbursements for fuel or public transport are also typical.
Many companies offer supplementary pension schemes, often with employer contributions matching a percentage of the employee's salary, typically ranging from 5% to 10%.
Enhanced medical aid coverage is a common benefit, covering additional health services like dental, optical, and specialist consultations. Many employers cover a significant portion of the medical aid premiums.
Providing additional life insurance coverage is standard, often offering coverage equivalent to 2-3 times the employee’s annual salary.
Annual performance-related bonuses are common, with amounts varying based on company performance and individual achievements. Bonuses typically range from one month's salary to as much as six months' salary for top performers.
Flexible working hours and remote working options have become increasingly common, especially since the COVID-19 pandemic. Many companies offer flexible start and end times, and some allow compressed work weeks.
Reimbursement for business-related telephone and internet expenses is standard, with many companies providing company phones or stipends for communication costs.
Employers typically provide the necessary hardware, such as laptops and monitors, especially for roles that involve remote work or significant computer use. Some companies also offer a budget for setting up a home office.
Fitness allowances or gym memberships are common perks, aimed at promoting employee health and wellness. These allowances may cover gym fees, fitness classes, or wellness programs.
Allocating a training budget for professional development is standard. Companies often fund courses, certifications, and workshops that are relevant to the employee’s role and career growth.
Comprehensive wellness programs, including mental health support, stress management workshops, and access to counselling services, are widely offered to support employee well-being.
Providing meals during work hours or meal allowances is common, particularly for employees who work long hours or shifts. Some companies offer vouchers for use at local restaurants or cafeterias.
Relocation support is typically offered for senior positions or when an employee is required to relocate for a specific role. This support usually includes relocation expenses, temporary housing, and sometimes a settling-in allowance.
Employee referral programs with cash bonuses are standard, incentivising employees to refer qualified candidates. Referral bonuses usually range from R5,000 to R15,000, depending on the role. They are typically not offered to senior management who make a referral.
Offering shares or stock options is common in startups and larger corporations, providing employees with a sense of ownership and investment in the company’s success.
Comprehensive business travel insurance is typically provided, covering health, accident, and travel delay coverage for employees travelling on business. This ensures employees are protected while away from their usual place of work.
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