Restructuring can feel like mixing a new colour palette. For management, it may be exciting: a chance to refresh the business, introduce new systems, or strengthen leadership. For staff, however, it can feel daunting, even frightening, because it represents the unknown. In a salon, stylists may worry about losing their creative rhythm; in a spa, therapists may wonder how merged teams will share clients or adapt to new schedules. Conflict often arises in these moments of uncer

The festive season is the busiest and most profitable time for South African hairdressers, beauty therapists, nail technicians, makeup artists, and salon/spa owners. It is also the period that places the most strain on people and systems. Whether you run a one chair salon or manage a large spa team, balancing increased demand with staff wellbeing, compliance, and service excellence can turn December from chaos into success. Here are practical, industry focused best practices

Act One: The Invisible Struggles Invisible struggles cannot be seen with the naked eye. The salon or spa is buzzing, the festive season is in full swing, and every chair or treatment bed is booked. Yet behind the laughter and the glamour, someone may be carrying a weight no one notices. Think of Chicago’s haunting verse: “Mr. Cellophane, Mr. Cellophane, you go right through me, walk right by me, and never know I’m there.” That is what PTSD and depression can feel like in the

If you’re reading this, chances are you’re leading a team in a hairdressing or beauty salon and you care. You care about your clients, your staff, your business. But have you had a moment to check in on the emotional health of your team lately? As the festive season approaches, salons across South Africa are preparing for the rush more clients, more bookings, more pressure. But amid the buzz of blow-dries, facials, and back-to-back appointments, there’s something deeper like

As the festive season draws near, salons and spas find themselves at the threshold of their busiest period. Establishment and professionals prepare to welcome a significant influx of clients eager to look their best for year-end celebrations. However, this surge in demand brings with it an intensified responsibility: ensuring that health and safety standards remain uncompromised during the seasonal rush. Our industry operates within a unique environment where professionals an

The intimate working environment of salons and spas presents unique challenges when addressing employee misconduct. Whilst industry operates within close-knit teams where informal communication often prevails, South African labour law nonetheless requires that employers adhere to fundamental principles of fairness when conducting disciplinary proceedings. Understanding how to balance procedural flexibility with legal compliance represents an essential skill for salon and spa

Subject: Submission regarding the Proposed Inclusion of Somatology Under the Provisions of the Allied Health Professions Council of South Africa (AHPCSA) The Employers’ Organisation for Hairdressing, Cosmetology and Beauty (EOHCB), a registered employers’ organisation representing over 2000 employers within the cosmetology and beauty industry, we express our concern regarding the Allied Health Professions Council of South Africa’s (AHPCSA) intention to open a statutory regist

In the hairdressing and beauty industry, technical skill alone no longer guarantees business success. Salon owners, spa managers, and cosmetology professionals operate in an environment built on personal relationships, close-knit teams, and client trust where emotional intelligence has become as essential as technical expertise. Emotional intelligence is our ability to identify and manage our own emotions whilst recognising others' emotions and responding effectively. In an i

The hairdressing, cosmetology, beauty, and skincare industry is reaching their peak trading period as the festive season is approaching. For the next three months employers rely on additional hands to meet increased client demand. To accommodate this, the Main Collective Agreement (MCA) of the National Bargaining Council for the Hairdressing, Cosmetology, Beauty and Skincare Industry (HCSBC) allows for the engagement of seasonal or temporary workers under specific terms. Clau

In the dynamic and client-focused world of South Africa's beauty industry, salon owners, spa managers, and cosmetology businesses often face important questions about hiring practices, particularly regarding applicants or employees with criminal records. Whilst protecting your business, clients, and staff is essential, South African labour law including the Labour Relations Act (LRA), the Employment Equity Act (EEA), and the Protection of Personal Information Act (POPIA) requ

In a landmark ruling that reshapes South African labour law, the Constitutional Court has declared the country’s parental leave framework unconstitutional for discriminating against fathers, adoptive parents, and commissioning parents. The judgment, handed down in Van Wyk and Others v Minister of Employment and Labour and Others, affirms the right of all parents to equal leave, regardless of gender or the nature of their parenthood. The case originated in the Gauteng High Cou

Motivating Your Team During the Silly Season: A Guide for Hair and Beauty Employers The "silly season" that bustling stretch from mid-November through early January is both the most exciting and the most exhausting time of year in the hairdressing and beauty industry. Clients are booking in for end-of-year transformations, weddings, and festive events. Whilst point-of-sales may be ringing, your team is often running on fumes. Keeping morale high and energy consistent can make

The festive season marks one of the most exciting and profitable times for the beauty and wellness industry. Malls and shopping complexes are filled with shoppers, salons and spas are fully booked, and the energy is high. Yet, this same period brings increased operational risks, safety concerns, and personal security challenges that demand heightened awareness and discipline from both employers and employees. Occupational Health and Safety (OHS) measures are not only a legal

It’s not uncommon to hear: “The employee never signed the contract, so it’s not valid.” Yet, this belief couldn’t be further from the truth. The absence of a signature on an employment contract does not mean there is no employment relationship. Both employers and employees often misunderstand the legal implications of unsigned contracts - a costly mistake that can lead to disputes before the Bargaining Council/CCMA or Labour Court. Let’s unpack what South African labour law a

As South Africa’s labour environment continues to evolve, employers are increasingly expected to lead with purpose by balancing operational needs with legal compliance, ethical recruitment and inclusive practices. Recruitment and Advertisement: Recruitment begins with how a role is advertised. Employers should: Clearly state the requirements and responsibilities of the vacant position, avoiding vague or exclusionary language. Disclose salary ranges upfront, as proposed by the

Zero-tolerance policies have become increasingly common in South African salons, spas, and beauty businesses as employers seek to maintain high standards of professionalism and client safety. However, there's often confusion about what these policies actually mean in practice. Does zero-tolerance automatically mean instant dismissal? Can employers ever show flexibility? And how do you ensure your policy is both firm and fair? This guide addresses these crucial questions for b

"Just five more minutes." "Can you fix this quickly?" "I saw it on Instagram - can you do exactly that?" Operating and working within the Hairdressing, Cosmetology, Beauty and Skincare industry - these phrases don't just sound familiar - they echo through your day, every day. And while your hands are creating art, your mind is managing expectations, soothing anxieties, and absorbing the emotional weight of someone else's self-image. But here's what most people don't see: Behi

This article explains which employee deductions and employer levies salons must collect and pay (PAYE, UIF, SDL, pension & sick-pay fund contributions, bargaining-council levies), and the legal and practical risks of failing to pay them on time — including SARS penalties and interest, civil claims, criminal exposure, personal liability for directors, enforcement by the HCSBC and other bodies, and business reputational/operational harm. It ends with a short, practical complian

As an employer, few situations are more challenging than addressing an employee who simply isn't delivering results. But before you initiate any action, ask yourself this critical question: Is your employee unable to perform, or unwilling? The distinction matters - legally, procedurally, and practically. Misdiagnosing the issue can lead to unfair dismissal claims, CCMA referrals, and unnecessary legal costs. Yet many employers conflate these two very different scenarios, appl

The busy season is an exciting time for salons and spas, bringing an influx of clients, increased revenue, and the opportunity to showcase top-tier service. However, the year-end rush also presents significant risks to both staff and operational efficiency if health and safety measures are not prioritised. Fatigue, stress, long hours, and high client demand can lead to accidents, errors, and decreased performance, making occupational health and safety (OHS) an essential focus