Annual leave is a fundamental right for all employees in South Africa, including those who earn commission. This FAQ addresses common questions that employers in the hairdressing, cosmetology, beauty, and skincare industry face regarding annual leave entitlements under South African labour law and the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry (HCSBC) Main Collective Agreement. Q1: Are commission earners considered employees under

As part of our ongoing commitment to keeping members informed, compliant, and protected, we want to clarify an important regulatory requirement that affects many salons, spas, and beauty businesses across South Africa: the legal obligation to hold an on consumption liquor licence when offering any alcoholic beverages to clients. Whether you serve a complimentary glass of wine during a treatment or sell alcoholic beverages as part of your service offering, the law treats both

Suspension is one of the most sensitive tools available to an employer during a workplace investigation or disciplinary process. While it is temporary and does not terminate employment, it can have a significant emotional, reputational, and professional impact on the employee involved. For this reason, suspension must never be treated as a routine response to alleged misconduct. When applied incorrectly, it can expose an employer to claims of unfair labour practice and underm

The beauty industry thrives on creativity, personal interaction, and customer experience. Because of this, the behaviour, attitude, and professionalism of staff directly affect brand reputation, client retention, and workplace morale. Yet even the most skilled teams sometimes encounter difficult employees - individuals who resist instruction, display poor performance, or disrupt workplace harmony. Handling such situations requires firmness, fairness, and consistent applicatio

The Staff Amendment Form is an essential administrative document used within the industry to keep the Hairdressing, Cosmetology, Beauty, and Skincare Industry Council (HCSBC) updated on any changes relating to employees. Accurate and timely submission of this form ensures that the Council maintains correct employee records for compliance, levy calculations, maternity benefits, and industry regulation purposes. This form must be completed by the employer, not the employee, and

In our fast-evolving hair and beauty industry, one truth is becoming impossible to ignore: your team is your brand. From the first client consultation to the last retail add-on, every service experience is shaped by the people behind the chair. When your staff feel valued, supported and aligned with the salon/spa’s purpose, you do more than improve morale, you unlock performance, loyalty and long-term profitability. This is why many salon/spa owners are shifting from traditio

The Hairdressing, Cosmetology and Beauty industry, amidst its creative and service driven flair, has a complex framework of legislative compliance requirements that business owners and employers must expertly navigate. Recent legislative updates and the extension of the industry collective and agency shop agreements until 30 April 2026 have ensured and safeguarded compliance enforcement and industry standardisation. This article examines the latest regulatory developments, cu

In the recent case of Sibanye Rustenburg Platinum Mines V CCMA [2025] ZALCJHB 207 the Labour Court has upheld the dismissal of two employees who were absent from work for 16 months due to incarceration, ruling that their absence constituted desertion under company policy. Background The employees failed to report for duty between late 2018 and March 2020. The company’s desertion policy deems absence of seven or more consecutive days without permission as misconduct. Despite

In Terms of the Sick Pay Fund (SPF) Rules in the Hairdressing, Cosmetology, Beauty and Skincare Industry The Big Question “My employee has just been booked off for three months! What do I do? What do I pay? How does this even work?” The alarm bells are ringing, the waves are crashing, and the ship feels like it is tilting. Every employer knows this panic stations moment. One day it is business as usual, the next you are staring at a medical certificate that stretches weeks in

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