Written by Dineo Sedibeng In the hair, cosmetology, beauty, and skincare industry, establishment owners are continuously faced with the challenge of attracting, motivating, and retaining skilled employees. The industry is highly service-driven and relies heavily on the professionalism, attitude, and performance of employees to maintain client satisfaction and business growth. While salaries, commissions, bonuses, and incentives remain important, experience has shown that fina

Written by Phumzile Eliya Within the hairdressing, cosmetology, beauty, and skincare industry, there is a recurring conversation that surfaces far too often. An employer recruits a new employee, difficulties arise within the first few weeks or months, and frustration quickly follows. Inevitably, questions are raised such as: “Why does the National Bargaining Council for the Hairdressing, Cosmetology, Beauty and Skincare Industry not keep a list of problematic employees?” or “

Written by Hulisani Ravhudzulo The Hairdressing, Cosmetology, Beauty, and Skincare Industry ("The Industry") is a people-focused sector built on professionalism, trust, customer service, and close interpersonal interaction. Employees regularly engage with clients, colleagues, suppliers, contractors, and members of the public while performing services that often require working in close physical proximity. While these interactions are essential to the success of the industry,

Written by Limya Kamaldien Performance management within creative and commission-based industries is rarely straightforward. Within the Hairdressing, Cosmetology, Beauty, and Skincare Industry, employers are required to maintain service standards, business sustainability, productivity, and accountability while also managing workplace morale, employee well-being, and client satisfaction. Unlike conventional workplaces where performance may be measured through fixed outputs alo

Written by Dane Frost Dismissing an employee is one of the most consequential decisions any employer or manager will ever make. Get it right, and you protect your business, maintain team morale, and comply with the law. Get it wrong, and you may find yourself across a table at the Commission for Conciliation, Mediation and Arbitration (CCMA), a Bargaining Council, or even the Labour Court, facing a compensation award that runs into tens of thousands of rands, or a reinstateme

Written by Jaco Parkin Sexual harassment in the workplace is not just an HR issue. It is a legal liability, a reputational risk, and a matter that South African courts take increasingly seriously. For employers, the lesson from two decades of case law is clear: how you handle a complaint matters just as much as whether the misconduct happened at all. Getting it wrong can cost you hundreds of thousands of rands, even when your employee is the guilty party. This article walks t

Written by Choert Maartens The message came through on a Saturday morning, the busiest day in the salon. Thandiwe, a senior stylist at a busy hair and beauty salon, had just pinned her first client's colour when her phone lit up on the counter. Her sister had been hospitalised overnight following a domestic violence incident. Thandiwe set down her tint brush, looked at her salon owner Priya, and said nothing. She didn't need to. Priya had seen that look before, the stillness

Written by Nkosana Mazibuko The Practitioner Who Couldn't Lift Her Arms Your most experienced colourist arrives on a Monday morning with a diagnosis: a shoulder condition, three months off minimum, possibly longer. Your establishment is short-staffed; clients book her specifically and rent and wages are still due. What are you legally allowed to do? This is the reality many salon/spa owners face. Incapacity is one of the most misunderstood areas of South African labour law an

Written by Melissa Eales South Africa’s hairdressing, cosmetology, beauty, and skincare industry is one of the most vibrant and people-centred sectors in the country. From neighbourhood establishments in townships to premium spas in urban centres, the industry touches the lives of millions of South Africans daily as clients, as employees, and as entrepreneurs. Yet, despite its reach and its deeply human nature, the industry has not always applied the same care to how it hires

Written by Limya Kamaldien In last week's segment, we explored how exhaustion, both physical and emotional, shows up in the hairdressing, cosmetology, beauty, and skincare industry. We looked at the early warning signs: persistent fatigue, irritability, declining motivation, and inconsistent service, all signals that something deeper is at play. In practice, this often looks like a professional moving from one client to the next, maintaining a welcoming presence while quietly

Written by Janine van Eck In the fast-paced environment of South Africa's hairdressing, cosmetology, beauty, and skincare industry, employees are routinely exposed to physical and emotional demands, including prolonged standing, repetitive hand movements, chemical exposure, and sustained client interaction. These conditions frequently give rise to incapacity-related challenges requiring careful and lawful employer intervention. When ill health, workplace injury, or medical in

Written by Mamotuku Khaole The hairdressing, cosmetology, beauty, and skincare industry is built on close collaboration, trust, and professionalism. Establishments are intimate environments where employees work side by side, often forming strong personal bonds. While these relationships can enhance teamwork, they also carry risks when personal interests outside the workplace, such as lending money, romantic involvement, or running side businesses, spill into professional dyna

Written by Phumzile Eliya The hairdressing, cosmetology, beauty, and skincare industry is built on energy, connection, and presentation. Every day, professionals are expected to be attentive, engaging, and physically present while delivering a high standard of service. Whether working behind the chair, in a treatment room, or at reception, employees are required to consistently create a positive client experience. However, what clients see is only part of the picture. Behind

Written by Dineo Sedibeng The Code of Good Practice on Dismissals emphasises that poor performance (incapacity) must be managed through a supportive and corrective process, rather than immediate disciplinary action. The primary objective is to assist the employee in meeting the required standards before dismissal is considered as a last resort. Poor work performance, often referred to as incapacity due to poor performance, arises when an employee fails to meet the required st

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 Siphesihle Mthombeni Burnout is something that is becoming increasingly common in many professions, but especially in the hairdressing, cosmetology, beauty, and skincare industry. It is not just normal tiredness or being “a bit stressed”. It happens when someone has been under pressure for too long without enough rest, and it starts affecting how they feel, how they work, and even how they live their personal life. It can make a person feel drained, unmotivated, an

Written by Hulisani Ravhudzulo The Hairdressing, Cosmetology, Beauty, and Skincare Industry is one of the most service-driven sectors in South Africa. Establishments within this sector rely heavily on employee skill, professionalism, client care, hygiene compliance, and operational efficiency. Hairdressers, nail technicians, beauty therapists, barbers, receptionists, and establishment managers are expected to perform at high standards because client satisfaction directly impa

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 Carina Goncalves Toxic behaviours in establishments do not usually start off in obvious ways. They creep in slowly through missed messages, ongoing negativity, subtle resistance, or small undermining comments. If not dealt with early, they can build into a pattern that breaks down trust, divides teams, and affects overall performance. For employers, the real challenge is not just dealing with the behaviour, but doing so in a way that does not lower morale or create

Written by Jana Ferreira Imagine spending days dealing with a serious misconduct case, gathering evidence, suspending an employee, following every internal step, only to have an arbitrator set aside the dismissal because the charge sheet said “theft” when it should have said “unauthorised removal of company property.” Or because the chairperson made a recommendation without explaining how they weighed the evidence. These are not hypothetical disasters. They happen every day a