Written by Dane Frost Every year, a commission makes a decision that lands directly on the till, the wage bill and, ultimately, the survival of thousands of small hairdressing, beauty, cosmetology and skincare establishments across South Africa. And every year, most establishment owners never say a word about it, not because they do not have an opinion, but because they do not know they are allowed to. On 5 August 2026, the Department of Employment and Labour published Govern

Written by Laurence Moeti In the hairdressing, cosmetology, beauty, and skincare industry, client relationships are at the centre of the establishment. A client may arrive for a haircut, colour treatment, manicure, facial, massage, make-up application or other beauty service expecting a particular result. Most interactions are positive. Occasionally, however, a client may become verbally abusive, threatening, discriminatory, sexually inappropriate or otherwise disrespectful t

Written by Jana Ferreira A stylist develops a chemical burn from a lightening treatment. A beauty therapist strains her wrist after months of repetitive massage work. In our industry, these aren't hypothetical scenarios; they happen in establishments across South Africa every week. When they do, the law doesn't leave your response to guesswork. The Compensation for Occupational Injuries and Diseases Act 130 of 1993 (COIDA) sets out exactly what you, as the employer, must do,

Written by Jaco Parkin Ask any labour practitioner what keeps them up at night before a disciplinary hearing, and “was I fair to the last person who did this?” is usually somewhere on the list. That question sits at the heart of one of the most misunderstood ideas in South African labour law: consistency. Employees invoke it. Chairpersons wrestle with it. Commissioners at the CCMA and bargaining councils scrutinise it. For employers, getting it wrong is not just a technicalit

Written by Errel Mbuyisa It's Friday afternoon, and your last client of the day sits in your chair holding up a photo on their phone. They want the hairstyle exactly as shown. There's just one problem: their hair has already been chemically relaxed twice this year, and you can see breakage around the nape. You know that doing exactly what they're asking could damage it further. “But I really want it,” she says. “I've seen it done before. Please just do it.” What do you do? Es

Written by Limya Kamaldien Consider a busy Saturday in a hairdressing and beauty establishment. Employees are working to full capacity, electrical equipment is running continuously, and chemicals are being mixed for treatments. A bottle is knocked over, a chemical spills onto the floor, and a client slips. Within minutes, what started as an ordinary busy day has become a workplace health and safety incident. In that moment, health and safety stops being a “file in the cupboar

Written by Hulisani Ravhudzulo Employers in South Africa have a legal responsibility to ensure that employees are paid correctly and that all statutory deductions, contributions and employment-related obligations are properly calculated, accounted for, declared and paid to the relevant authorities or institutions. For employers in the hairdressing, cosmetology, beauty and skincare industry, these obligations go beyond PAYE and UIF. Employers must also comply with the applicab

Written by Janine van Eck Few workplaces are as personal and close-knit as establishments in the hairdressing, cosmetology, beauty, and skincare industry. Stylists, barbers, nail technicians and therapists spend hours with the same clients, often face-to-face, listening to conversations about relationships, family challenges, career changes, weddings and personal milestones. Over time, the salon becomes a place where clients feel comfortable enough to talk, laugh, vent and be

Written by Mamotuku Khaole The South African workplace continues to evolve as legislation increasingly focuses on creating fair, equitable and inclusive working environments. One of the primary pieces of legislation aimed at achieving this objective is the Employment Equity Act 55 of 1998 (EEA), which seeks to eliminate unfair discrimination and promote equitable representation in the workplace. In recent years, significant amendments to the Employment Equity Act, together wi

Written by Phumzile Eliya When Life Changes, So Does the Employer's Responsibility Every employer hopes their workplace will run smoothly. Employees arrive on time, clients leave satisfied, appointments run according to schedule, and the business continues to grow. Yet, despite careful planning, life has a way of presenting circumstances that no employer or employee can anticipate. A stylist may be involved in a motor vehicle accident and return to work with permanent restric

Written by Dineo Sedibeng When Personal Hardship Meets Professional Responsibility South Africans across every industry are feeling the weight of a difficult economy. Rising transport costs, household expenses and unexpected emergencies place real pressure on employees, including those in the hair, cosmetology and beauty sector, where staff often work closely with cash, clients and trust-based systems every single day. This pressure is real, and it deserves compassion. But it

Written by Phumzile Eliya Every employer hopes to build a team of skilled, motivated and dependable employees. In the Hairdressing, Cosmetology, Beauty and Skincare Industry, the success of an establishment depends heavily on the people who interact with clients every day. A talented stylist builds client loyalty, a professional beauty therapist creates memorable experiences, and an organised receptionist keeps the business running smoothly. Yet there comes a point in almost

The EOHCB is pleased to introduce Khayelihle Malizo “Errel” Mbuyisa, who has joined the organisation as the Industrial Relations and Business Development Consultant for KwaZulu-Natal, situated in Durban. We are grateful to have him as part of our team and look forward to the value he will bring to our members, prospective members and the wider hairdressing, cosmetology, beauty and skincare industry. Errel is an industrial relations and labour law practitioner with a strong in

Written by Njabulo Thabethe Every salon/spa owner wants to create a workplace where employees feel respected, valued, and safe. A positive working environment not only improves staff morale but also builds trust with clients and strengthens the reputation of the business. Unfortunately, sexual harassment can destroy that environment if it is not dealt with properly. Many employers believe sexual harassment is only their problem if they are personally involved. This is not tru

Written by Jana Ferreira The Hairdressing, Cosmetology, Beauty and Skincare Industry is built on relationships between stylist and client, senior therapist and junior, salon owner and team. This closeness is a strength, but it also creates fertile ground for power imbalances that, left unmanaged, quietly erode trust and morale. Favouritism in shift allocation, client books, commission opportunities, training, or simple day-to-day recognition is one of the most common (and mos

Written by Melissa Eales It is the start of a fully booked day: six colour appointments, two keratin treatments, and a bridal trial at noon. At 09:15, a municipal Environmental Health Practitioner walks in with a clipboard. She does not only ask for the certificate on the wall. She asks for the full compliance file: the business licence, municipal health certificate, fire clearance certificate, and sterilisation records for the pedicure basins. The framed business licence is

Written by Choert Maartens The morning rush at Bella Bliss Hair & Beauty Studio looked, at first glance, like the picture of a thriving business. Hairdryers hummed, coffee cups moved from station to station, clients streamed through the doors, and the team worked with the easy familiarity of people who had spent years side by side. Owner Samantha had always wanted that warmth. Her employees celebrated birthdays together, attended weddings together, supported one another throu

Written by Carina Goncalves The hairdressing, cosmetology and beauty industry is built on relationships. Everyday employers and employees work closely with clients, making trust, professionalism and respect essential to business success. Unfortunately, workplaces are not immune from unfair discrimination, bullying and harassment. These behaviours damage morale, reduce productivity, increase staff turnover and expose businesses to legal risk. South African law recognises that

Written by Dane Frost The Consumer Protection Act (CPA) Amendment Regulations, 2026 have turned direct marketing from a routine business habit into a regulated compliance risk, and every business that emails, texts, WhatsApps or calls customers needs to take notice. There are moments when a regulatory change quietly redraws the line between ordinary business practice and legal exposure. This is one of them. On 15 April 2026, the Minister of Trade, Industry and Competition gaz

Written by Errel Mbuyisa Retrenchment is one of the hardest decisions any salon, spa, or skincare clinic owner will face. Falling client numbers, rising rent, or a service that no longer pays for itself can force a business to cut staff. When this happens, the law requires more than just handing over a letter, and getting it wrong can lead to a costly dispute at the CCMA or a Bargaining Council. This article sets out, in plain terms, what South African law requires of hairdre