Hire employees and engage independent contractors in South Africa through Charter Pay's EOR and COR solutions. We coordinate local employment arrangements, contractor onboarding and payroll administration.
Talk to our teamBefore engaging employees in South Africa, assess written contract terms, eligibility to work, leave and benefit entitlements, required records and local registrations. Documentation may involve English and other South African languages.
Payroll administration in South Africa may involve South African rand (ZAR), income-tax withholding, pension or other statutory contributions, record-keeping and local submission deadlines. Confirm current amounts and rules before processing.
Independent contractor arrangements in South Africa require a genuinely independent working relationship and appropriate invoicing and contracts. Charter Pay's COR service supports contractor onboarding, agreements, classification reviews and payment administration, structured for local requirements.
Charter Pay is a people-led outsourced workforce service. We scope the operating model, arrange local partners where needed, and coordinate agreed administration rather than selling a self-service software product.
Share the roles, expected start dates, worker classifications and whether you have an existing entity in South Africa.
We verify local employing or contracting feasibility, documentation, administration and the specific service provider responsibilities.
With an agreed arrangement, we coordinate local onboarding, employment or contractor administration and payroll support as applicable in South Africa.
A practical overview of the principal employment, remuneration, leave and payroll issues for businesses considering hires in South Africa.
Hiring in South Africa requires review of Basic Conditions of Employment Act 75 of 1997 and Labour Relations Act 66 of 1995. Confirm written terms, job classification, pay frequency, probation and the correct contract language (English and other South African languages), as appropriate.
Check standard weekly hours, overtime, rest periods and the current National Minimum Wage, including sector exemptions or wage determinations.
Under the Basic Conditions of Employment Act, employees generally receive at least 21 consecutive days of annual leave per 12-month cycle. Check additional maternity, parental, sick and family responsibility protections.
Assess PAYE withholding, Unemployment Insurance Fund contributions, possible Skills Development Levy and sector-specific benefits through SARS and relevant authorities. Review payslip information, payroll currency (South African rand (ZAR)) and local statutory filings.
Review lawful dismissal reasons, procedural fairness where required, notice, accrued leave and any severance or final payment under Basic Conditions of Employment Act 75 of 1997 and Labour Relations Act 66 of 1995. Obtain specialist advice for redundancies.
Non-citizens may need immigration or employment authorization before working in South Africa. Evaluate contractor status against real control and working practices, and check invoicing and tax obligations.
Legal framework: Basic Conditions of Employment Act 75 of 1997 and Labour Relations Act 66 of 1995.
This is a general overview. Confirm current legislation and operational feasibility before relying on it.
Annual taxable income, 1 March 2026–28 February 2027 (ZAR)
Unemployment Insurance Fund (UIF): 1% of remuneration, subject to a contribution ceiling.
UIF: matching 1% up to the same ceiling. Skills Development Levy: 1% of payroll for liable employers (generally exempt when annual payroll is no more than ZAR 500,000). Compensation Fund assessments vary by activity.
Personal tax rebates and thresholds depend on age and tax year. PAYE, UIF and SDL are generally declared through SARS employer submissions.
For general reference, not a payroll quotation or legal advice. Please confirm current rates, salary bases and filing responsibilities before processing payroll.
Progressive employment tax bands and compulsory salary-based payments in South Africa, as reported for 2026.
Annual taxable income, 1 March 2026–28 February 2027 (ZAR)
Unemployment Insurance Fund (UIF): 1% of covered salary, subject to the statutory income ceiling.
UIF: matching 1% subject to the ceiling. Skills Development Levy: generally 1% of payroll for liable employers, with exemption for those below the annual payroll threshold. Compensation Fund premiums vary by employer activity.
PAYE rebates and exemptions depend on age and tax year. Employer submissions and withholding are administered by SARS.
General guidance only. Confirm applicable statutory thresholds and exemptions with the local payroll administrator.
Tell us what type of employment, contractor or payroll support you need in South Africa. We'll review the local options and next steps.
