HR Plus Human Resource Solutions

22/10/2026

REMINDER - LOCAL ELECTIONS
Employers are reminded that Wednesday, 4 November 2026 has officially been declared a public holiday. The primary purpose of this holiday is to give every registered voter the time to visit their designated voting station and cast their ballot in the Local Elections.

The Election Day should be treated the same as any other public holiday in terms of the Basic Conditions of Employment Act.

The practical issues:
• Payroll and rostering: Confirm that payroll systems, shift schedules, and overtime calculations for the week of 2 to 6 November 2026 correctly flag 4 November 2026 as a public holiday, particularly for employees required to work that day.
• Leave interactions: Where employees have pre-approved annual leave spanning that week, clarify that the public holiday does not count as a day of annual leave.
• Notify staff, particularly shift workers, well ahead of the day to avoid confusion or unplanned absenteeism.
• If your staff must work essential shifts, provide reasonable opportunity and flexibility for employees to travel to their registered voting stations.

Employers may not prevent employees from voting and must allow employees sufficient time to cast their vote at their voting station where they are registered.

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22/10/2026

Just because something has always been done a certain way does not necessarily mean it is legally correct.

From calculating overtime and leave pay to issuing warnings, handling grievances and applying workplace policies, small misunderstandings can turn into costly labour disputes.

Employers do not realise there is a problem until an employee challenges a decision.

We assist businesses understand their responsibilities, navigate labour relations and make informed workplace decisions before small problems become big ones.

Do not let yesterday's workplace habits become tomorrow's labour disputes.

If you need assistance with anything related to payroll, email Gert at [email protected] and if you need any assistance or advice with regards to HR/IR email Louise at [email protected].

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22/10/2026

AI came to play a supporting role, but somewhere along the way, it started taking the lead role.

Look at hiring today. AI literacy is becoming a selling point, and companies are increasingly interested in whether candidates can use AI to get work done.

There is nothing wrong with that. Knowing how to use AI is a valuable skill, but are we becoming so obsessed with AI capabilities that we are forgetting to evaluate human capabilities?

Can a person think critically, solve problems, learn quickly, communicate effectively, take ownership and make sound decisions? These skills matter, too.

A candidate who knows every AI tool is not necessarily better than someone who understands the work, thinks independently and knows when not to rely on AI.

AI should help us recognise human potential, not become the only lens through which we evaluate it.

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22/10/2026

20/10/2026

HABITUAL LATECOMING TO WORK
Repeated lateness is a serious workplace issue.

How to manage latecoming:
- Keep accurate attendance records.
- Address the problem privately and professionally.
- All the employee to explain.
- Follow a fair and consistent disciplinary process.
- Apply your company's policies and the relevant labour law requirements.

Managing misconduct is about following a fair process. Dismissal should never be an impulsive decision.

If you have any queries or need assistance email Louise at [email protected] or call her on 082 378 2044.

16/10/2026

15/10/2026

🇿🇦 FACT or FICTION? What have you heard about the Employment Services Amendment Bill?

The Department of Employment and Labour is addressing some of the common misconceptions surrounding the proposed Employment Services Amendment Bill.

13/10/2026

REMINDER - EMP 501 RECON DEADLINE
Employers are reminded that their bi-annual Employer Reconciliation Declaration (EMP501 Reconciliation) is due for submission to SARS by no later than 30 October 2026. Late submissions will impose penalties equal to 1% of the year's PAYE, for each month the return is outstanding, up to 10% of the year's PAYE.

It is important to submit accurate reconciliations; a SARS rejection can create an additional administrative burden for your company.

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08/10/2026

REMINDER
No employer may require or permit a pregnant employee or an employee who is nursing her child to perform work that is hazardous to her health or the health of her child.

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