South Africa – New annual earnings threshold for 2024

What’s new?

On 1 April 2024, the annual earnings threshold increased from 241,110.59 ZAR (approximately 13,000 USD) to 254,371.67 ZAR (approximately 13,500 USD). This will impact employees who earn an amount above the previous (lower) threshold, as this determines their entitlements to certain provisions of the Basic Conditions of Employment Act 1997 (BCEA), in addition to the applicability of provisions within the Labour Relations Act 1995 (LRA) and the Employment Equity Act 1998 (EEA).

What is the meaning of “earnings”?

For these purposes, “earnings” is the employee’s regular annual renumeration before deductions (such as income tax and pension payments), excluding any employer contributions, allowances, overtime payments, and similar payments.

Which provisions do not apply to employees earning more than the threshold?

The following provisions will not apply to employees who earn more than 254,371.67 ZAR per annum:

  1. Certain entitlements and protections afforded to employees under the BCEA, including in relation to ordinary hours of work, overtime pay, meal intervals, daily and weekly rest periods, Sunday pay, night work pay, and pay for work on public holidays (which are not ordinary working day(s)).
  2. Sections 198A and 198B of the LRA which will mean (respectively):
    • employees working for a temporary employment service and earning above the threshold do not risk being deemed employees of the end client; and
    • employees on fixed-term contracts and earning above the threshold will not risk being deemed to be indefinitely employed by the employer.
  3. The ability for employees to refer disputes concerning alleged amounts owing or unfair discrimination to the Commission for Conciliation, Mediation, and Arbitration (CCMA) for arbitration.
  4. Section 200A of the LRA which provides for a presumption of employment where any factor listed in that section is present in the provision of services by one person to another. These factors include a person’s work being subject to the control of another person, a person being economically dependent on another person, a person’s hours of work being prescribed by another person, and various other indicators of employment.

The consequence is that any employees who are earning between 241,110.59 ZAR and 254,371.67 ZAR (and were previously excluded from benefiting from these provisions), are now in scope and entitled to the above protections.

So, what should employers do now?

Employers should conduct an audit on their workplace to determine whether any employees will be impacted by the increase in earnings threshold to ensure compliance with the above-mentioned statutes. If you need any support with this, or would like any further information, please get in touch with a member of the MDR ONE team.

Article

Resource Centre

Article, Legal Updates

Spain: Amendments to employment termination for permanent incapacity

Employment contracts can no longer be automatically terminated solely due to an employee being declared permanently incapacitated. Instead, employers must first explore maintaining employment through reasonable accommodations, a change driven by CJEU ruling upholding EU disability protections.
View
Article, Legal Updates

Italy: Unfair dismissal in small businesses

Up until 21st July 2025, unfair dismissal awards for non-dirigenti (i.e. non-senior / executive) employees hired after March 7, 2015 at small businesses (those with less than 15 employees in the single business unit or in the same town, and less than 60 overall in Italy) were capped at 6 months' salary in damages (save in cases where the termination was discriminatory/retaliatory).
View
abstract glass building
Article

Introducing AI in the workplace in France

For the first time, a French court has addressed an employer's use of Artificial Intelligence (AI). The court declared that the introduction of AI tools as a pilot phase, including the training of employees on how to use the tools, went further than mere 'experimentation' and triggered the requirement to consult with their works council beforehand.
View
Download

Data protection impact assessment checklist

This checklist is designed to guide you through the steps of conducting a DPIA, ensuring that you not only comply with the UK General Data Protection Regulation but also integrate best practices into your data processing activities. It will assist you in determining when a DPIA is necessary, how to carry it out effectively, and what measures to take following the assessment.  
View
I'm looking for advice


Subscribe to our mailings


MDR ONE
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.