birth mothers, fathers, adoptive parents, and commissioning parents unequally. The traditional distinction between “maternity leave” and “paternity leave” has been declared invalid. Under interim measures that took effect immediately, all parents, regardless of gender or family structure, are entitled to four months and ten days of parental leave, which they can split between themselves as they choose. Single parents are entitled to 4 months. For global employers with South African- based team members, the immediate practical implication is this: any employment contract or HR policy that references “maternity leave” or “paternity leave” as separate, gendered entitlements is already out of compliance. Contracts need to be updated to reflect the unified framework, and employers using outdated gendered language are exposed
Contracts need to be updated to reflect the unified framework, and employers using outdated gendered language are exposed to discrimination claims under the Constitution and the Employment Equity Act.
previously sat below the national rate. Beyond the minimum wage, employer payroll obligations include UIF contributions at 1%, SDL at 1% of payroll, and Compensation Fund contributions at rates that vary by industry. Total employer costs add approximately 3 to 5% to gross salary through statutory contributions, making South Africa one of the lower-cost employer environments among comparable markets . These obligations are not optional, and failure to register and contribute correctly to SARS and the Department of Labour exposes
to discrimination claims under the Constitution and the Employment Equity Act. Parliament has 36 months from the court order to pass remedial legislation, but the interim rules apply now . 3. Minimum wage and payroll: the 2026 numbers The National Minimum Wage increased to R30.23 per hour on 1 March 2026, up from R28.79 in 2025. This rate now applies uniformly to all workers, including farm workers and domestic workers, who
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ISSUE 26 GLOBAL PAYROLL MAGAZINE
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