SUBSTANTIVE NEGOTIATIONS PROGRESS 2026

Written by Choert Maartens

Hairdressing, Cosmetology, Beauty & Skincare Industry Substantive Negotiations

From 1 March 2026, the hairdressing, cosmetology, beauty, and skincare industry will enter a new era of collective bargaining outcomes. Employers across the sector will face both heightened responsibilities and opportunities as the Employers’ Organisation for Hair, Cosmetology and Beauty (EOHCB) and UASA – The Union conclude their 2026–2027 agreement. This development signals not only immediate wage adjustments but also a broader move toward standardisation and long-term industry stability.

At the centre of the agreement lies a mandatory 6% increase in prescribed minimum wages, effective 1 March 2026. This adjustment applies across all prescribed salaries, regardless of business size or profitability, with no exemptions provided except for learner categories, which will be covered by Schedule 2 of the National Minimum Wage Act and its future increases. Employers must ensure compliance even if the National Minimum Wage increase falls below 6% and remain alert to future adjustments that may trigger additional increases.

Beyond wages, the agreement sets the stage for significant operational changes. EOHCB has already begun negotiations for 2027 onwards, with plans to consolidate four different area agreements into a unified framework. Employers may need to prepare for:

• Payroll system updates to accommodate standardised wage structures

• Commission structure revisions across service categories

• Staff contract modifications to reflect new terms

• Regional policy alignment for multi-location businesses

The Sick Benefit Fund, currently applicable in KwaZulu-Natal and the Western Cape, is under review. A proposal to transition to Affinity Health on a voluntary basis is being considered, with implementation expected in 2027. Pension contributions, however, remain stable at 6% (6.5% in KZN), offering some relief as employers focus resources on wage increases.

Compliance remains critical. Employers who fail to meet National Bargaining Council requirements risk penalties, making accurate documentation and timely implementation essential. Yet the agreement also presents strategic opportunities: reduced complexity for multi-location operations, clearer industry-wide standards, and potentially improved worker retention through standardised benefits.

While the immediate financial impact of the 6% wage increase may feel challenging, the collective agreement represents a step toward a more unified and resilient industry. By embracing these changes and preparing for future standardisation, employers can position themselves for stability and growth. EOHCB representatives and council agents remain available to guide businesses through compliance, ensuring that today’s obligations become tomorrow’s foundation for a stronger, more sustainable sector.