Written by Dane Frost Corruption, fraud, and workplace misconduct not only harm the individuals directly involved — they undermine businesses, erode public trust, and damage the South African economy as a whole. The people best placed to expose wrongdoing are often those closest to it: employees, contractors, and others who witness it first-hand. Yet, for decades, many of these individuals have stayed silent out of fear — fear of losing their jobs, being harassed, or facing l

Written by Megan Griffiths ZEP and LEP Permit extensions For many establishments in the hairdressing, cosmetology, beauty, and skincare industry, the stability of ZEP and LEP holding staff is now secured until 28 May 2027. This reprieve has direct implications for staffing, skills retention, and compliance, as these establishments often rely on experienced foreign nationals who have built careers in South Africa over many years. Both the Zimbabwean Exemption Permits (ZEP) an

Written by Phumzile Eliya In many establishments, particularly within the hairdressing, cosmetology, beauty, and skincare industry, Occupational Health and Safety (OHS) is often treated as a compliance checklist rather than a behavioural standard. Policies are drafted, rules are posted, and registers are signed, yet when employees fail to follow safety procedures, management in establishments are often left asking: At what point does a safety breach become misconduct? Equally

Written by Phumzile Eliya The hairdressing, cosmetology, beauty, and skincare industry thrives on creativity, client satisfaction, and close-knit working relationships. Yet these very dynamics can also create fertile ground for misunderstandings and workplace conflict. When employees raise grievances against employers, whether about pay, working hours, or management practices, how those issues are handled can determine whether the establishment remains stable or faces costly

Written by Hulisani Ravhudzulo The hairdressing, cosmetology, beauty, and skincare industry in South Africa is a highly people-driven sector, characterised by small establishments, client-facing services, and performance-based work. Managing dismissals in this environment requires a careful balance between operational needs and compliance with labour legislation. Dismissals in South Africa are governed primarily by the Labour Relations Act 66 of 1995 (LRA) and guided by the C

Written by Jaco Parkin Workplace discipline is a necessary component of organisational governance. However, when misconduct is alleged, the employer is not at liberty to act arbitrarily. Disciplinary action - particularly where dismissal is a possible outcome - must comply with the principles of substantive and procedural fairness as required by section 188 of the Labour Relations Act 66 of 1995 (LRA) and the Code of Good Practice on Dismissal. A disciplinary hearing is there

Written by Janine van Eck South Africa’s employment environment is both structured and highly regulated. Businesses across all sectors, from retail and hospitality to manufacturing and professional services, operate within a legal framework that promotes fair labour practices, minimum standards, and safe working conditions. Employers, regardless of the size of business, are required to comply with statutory obligations that govern wages, working hours, benefits, health and sa

Written by Dineo Sedibeng In the fast-paced environment of South Africa’s hair, beauty and wellness industry, operational success depends on more than excellent client service and technical skill. Behind every high-performing salon or spa is a workplace that is structured, fair, compliant and well-managed. For members of the Employers’ Organisation for Hairdressing, Cosmetology and Beauty (EOHCB), navigating the balance between people management, labour law compliance and bus

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

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

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 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

As South Africa’s labour environment continues to evolve, employers are increasingly expected to lead with purpose by balancing operational needs with legal compliance, ethical recruitment and inclusive practices. Recruitment and Advertisement: Recruitment begins with how a role is advertised. Employers should: Clearly state the requirements and responsibilities of the vacant position, avoiding vague or exclusionary language. Disclose salary ranges upfront, as proposed by the

This article explains which employee deductions and employer levies salons must collect and pay (PAYE, UIF, SDL, pension & sick-pay fund contributions, bargaining-council levies), and the legal and practical risks of failing to pay them on time — including SARS penalties and interest, civil claims, criminal exposure, personal liability for directors, enforcement by the HCSBC and other bodies, and business reputational/operational harm. It ends with a short, practical complian

Once upon a time, communication was deliberate. A phone call meant dialing a rotary line, often through a switchboard operator. Letters were handwritten. Conversations were private. If someone wanted to reach you, they needed your permission and your physical address. As decades passed, technology evolved. Telephones became mobile. Messaging became instant. Social media turned private lives into public timelines. And now, artificial intelligence (AI) allows us to ask question

The personal care industry - made up largely of micro and small enterprises (MSEs) - is calling on the National Minimum Wage Commission...

Part 2 of 2 Following Part 1, which highlighted the risks associated with emoji use in professional communication, this article provides...

The South African labour landscape has undergone a significant transformation with the gazetting and implementation of the new Code of...

The beauty industry in South Africa stands at the intersection of creative enterprise and complex regulatory regimes. On one hand, the...

The status of Foreign Nationals working in South Africa remains a constantly developing topic as new extensions are granted and it may be...