top of page


In terms of labour relations, the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry (HCSBC) plays a crucial role in mediating between employers and employees, facilitating collective bargaining agreements, and ensuring harmonious workplace relations within the industry. However, it is essential to understand that the HCSSBC is not a legislative body and, therefore, has specific limitations regarding legislative requirements.

Let's break down what the HCSBC is not responsible for within the scope of legislative obligations.

One of the primary misconceptions about the council is that it has the authority to create laws. In reality, the power to enact legislation lies with Ministers and the Department of Employment and Labour. These bodies follow a formal legislative process, including drafting, debating, and voting on proposed laws. The council can advocate for legislative changes or provide recommendations based on industry insights, but it does not possess the legal mandate to draft or implement laws.

While the council plays a significant role in monitoring compliance with collective agreements and mediating disputes, it is responsible for the enforcement of labour laws. For instance, labour inspectors, designated agents, and commissioners are tasked with investigating violations, imposing penalties, and ensuring that employers adhere to statutory requirements. The council may assist by reporting violations or advocating for workers’ rights and have the authority to enforce legal penalties.

Interpreting the meaning and application of labour laws is a function reserved for legal professionals such as employers’ organisations, and regulatory authorities. The council can offer guidance and advice based on its understanding of the laws, but its interpretations do not carry legal weight. Employers and employees seeking authoritative interpretations of legislation must consult legal experts.

The imposition of statutory sanctions, such as CODIA, UIF, and TAX regulations such as PAYE is outside the jurisdiction of the council. Governmental enforcement bodies are responsible for imposing such sanctions following due process. The council may highlight instances of non-compliance and advocate for corrective measures, but it lacks the authority to levy fines or enforce legal penalties on these requirements.

The council is not responsible for enforcing TAX/PAYE, CODIA, or UIF regulations. Its primary role is to facilitate labour agreements and resolve workplace disputes, while these requirements fall under the jurisdiction of those authority bodies.

Although the council does not regulate tax, employers retain the right and responsibility to deduct PAYE (Pay As You Earn) taxes from employees' salaries and register staff for tax purposes. This ensures compliance with national tax laws, safeguarding legal and financial accountability for both employers and employees.

In summary, while the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry plays a crucial role in promoting fair labour practices and facilitating collective bargaining, it is not a legislative entity and does not possess legislative powers. Its responsibilities do not include creating, enforcing, or interpreting laws, regulating employment standards, adjudicating legal disputes, or imposing statutory sanctions.

Understanding these limitations is crucial for employers, employees, and stakeholders involved in labour relations to navigate the legal landscape effectively and ensure compliance with legislative requirements. By clarifying the boundaries of the council's responsibilities, we can better appreciate its role within the broader framework of labour relations and legislative requirements.


bottom of page