Written by Phumzile Eliya Monday morning, and the establishment is fully booked. The appointment book is packed from opening to closing. One stylist is on annual leave, and another has a family emergency. Then the WhatsApp message arrives: “Morning, I am not feeling well. I won’t be coming to work today.” The manager sighs. This is not the first time. Over the past few months, the same employee has been absent again and again. Sometimes there is a medical certificate, sometim

Written by Limya Kamaldien When I started pulling material together on “preparing teams for future industry shifts”, Google quickly turned into something like a telephone directory. But instead of phone numbers, it listed endless change-management courses, certificates and consultancy programmes. Some are excellent; many read more like a sales pitch than practical guidance for a busy establishment. This article is written from the other side of that search: I’ve done the digg

Written by Njabulo Thabethe How Bargaining Council Agreements Are Enforced in the Hairdressing, Cosmetology, Beauty and Skincare Industry Every employer in the hairdressing, cosmetology, beauty, and skincare industry of South Africa who has employed and paid a staff member knows employment rules aren't made in a vacuum. In the Hairdressing, Cosmetology, Beauty and Skincare Industry, many of those rules come from a collective agreement negotiated at industry level by the Emplo

Written by Jaco Parkin You have prepared your file, your witnesses are ready, and the concilliation/ arbitration is under way. Then something shifts. The person who is supposed to be neutral starts pressing your witness harder than the other side’s, or seems to be building the employee’s case for them. Whether your dispute is before the National Bargaining Council for the Hairdressing, Cosmetology, Beauty and Skincare Industry or the CCMA, that is the moment when what you do

Written by Hulisani Ravhudzulo The Hairdressing, Cosmetology, Beauty and Skincare Industry is constantly evolving. New technologies, changing client expectations, innovative treatments and increased competition require establishments to adapt continuously to remain relevant and profitable. For establishment owners, managers and employers, growth often raises an important question: Should the establishment invest in upskilling existing Employees or recruit individuals who alre

Written by Jana Ferreira Industrial action, strikes, lockouts and picketing are a lawful and regulated part of the employment relationship in South Africa. In the Hairdressing, Cosmetology, Beauty and Skincare Industry, where most workplaces are small establishments operating under the National Bargaining Council for the Hairdressing, Cosmetology, Beauty and Skincare Industry (HCSBC), disputes over wages, commission structures and working conditions can and do escalate into f

Written by Limya Kamaldien The short answer Yes, AI may be used during a disciplinary hearing, but only in a limited and controlled manner. It should assist with administration or an unexpected issue; it should not replace preparation, generate evidence, coach witnesses or decide the outcome. The use of AI should be managed by the chairperson and must not compromise procedural fairness, confidentiality or the parties’ opportunity to respond. The question employers are asking

Written by Choert Maartens The Hairdressing, Cosmetology, Beauty and Skincare Industry is undergoing a major transformation driven by smarter systems, transparent pricing, and technology-enhanced services. For salon owners, these shifts are becoming essential for sustainable growth, staff retention, and client loyalty. 1. AI & AR Technology Are Becoming Core Business Tools AI and AR tools are now central to modern consultations. They analyse hair and scalp conditions, predict

Written by Carina Goncalves It was Monday morning at a busy establishment in the Hairdressing, Cosmetology, Beauty and Skincare Industry. The usual sounds of hairdryers, conversations and clients coming and going had been replaced by quiet discussions among the employees. For months, the employees had been unhappy about their wages and working conditions. They had raised their concerns with management and attended meetings, hoping that a solution could be found. But after sev

Written by Nkosana Mazibuko A small hairdressing establishment dismisses a stylist for repeated stock theft. The owner feels the matter is closed; the evidence was clear, and the sanction was fair. Ten days later, a referral notice arrives from the HCSBC, and the owner is caught flat-footed. A guilty finding is never the final word. A dismissal remains open until the internal appeal window has closed, or a referral has run its course. For small establishments, understanding t

Written by Melissa Eales Change is an inevitable part of every establishment’s growth. Whether it involves introducing an online booking and stock system, changing a service menu, updating hygiene protocols, rebranding, or adapting to new ownership or management, change can create uncertainty, particularly among long-serving staff. For an employer, it may be tempting to label an employee who resists change as “difficult” or “stuck in their ways”. However, resistance is often

Written by Laurence Moeti Trade union activity is an important component of South Africa’s collective labour-relations system. For establishments operating in the Hairdressing, Cosmetology, Beauty and Skincare Industry, understanding trade union organisational rights is particularly important because establishments operate within a regulated bargaining-council environment. The Constitution of the Republic of South Africa recognises the right of every worker to form and join a

Written by Choert Maartens Giving Employers a Stronger Voice in South African Labour Relations The hairdressing, cosmetology, beauty and skincare industry is one of South Africa’s most people-driven sectors. Behind every salon, barbershop, beauty establishment, spa and skincare business are employers who must balance customer expectations, employee needs, rising operating costs and an increasingly complex labour-law environment. For many business owners, particularly small an

Written by Mamotuku Khaole In the Hairdressing, Cosmetology, Beauty and Skincare industry, reputation is not built solely on technical excellence. It is built through every interaction a client has with an establishment, from the moment an appointment is made, to the consultation, the service itself, the payment process and, perhaps most importantly, what happens when something goes wrong. A beautifully executed colour, flawless manicure or exceptional skincare treatment can

Written by Phumzile Eliya It is 09:00 on a Saturday morning. Your establishment is busy, appointments are back-to-back and clients are arriving. One of your Hairdressers arrives for work. Something is not right. Their speech is different. They appear unsteady, are struggling to concentrate and their behaviour is unusual. As an employer, you are not a doctor. You cannot diagnose whether someone is suffering from alcohol dependency, drug dependency or a medical condition. But y

Written by Dineo Sedibeng Social media has transformed the way hairdressing, cosmetology, beauty and skincare establishments communicate with clients. A beautiful set of nails, a flawless colour transformation or a happy client can quickly attract new clients through Instagram, Facebook, TikTok or Google reviews. At the same time, one negative post can spread just as quickly. For establishment owners and managers, the situation can be particularly difficult when the person po

Written by Phumzile Eliya In the hairdressing, cosmetology, beauty and skincare industry, client relationships are built through more than technical skill. Clients remember whether they were listened to during a consultation, whether prices and treatment limitations were explained clearly and whether their concerns were taken seriously when something did not go as expected. Most clients do not begin their relationship with an establishment by wanting to complain. They want to

Written by Limya Kamaldien We often talk about mental health as though it is something that exists separately from the workplace. But employees do not leave their personal lives at the door when they arrive at an establishment. An employee can walk into work carrying grief, financial pressure, family responsibilities, relationship difficulties or the emotional impact of major changes in their life. They may still put on their uniform, greet clients, complete appointments and

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