Labour law changes regularly, and the parts that change most are the ones with numbers attached: the national minimum wage, the earnings threshold, sectoral determinations and contribution limits. An employer who sets these once and never revisits them is out of compliance within a year or two without doing anything wrong.
Four areas need checking annually.
The minimum wage and the earnings threshold
The national minimum wage is reviewed and adjusted, and it covers most employees including domestic and farm workers. Paying below it is unlawful regardless of what an employee agreed to.
Separately, the earnings threshold determines which employees are excluded from certain provisions on working hours, overtime and rest periods. When it moves, employees who were previously excluded may become covered, which changes what you owe them.
Sectoral determinations and bargaining councils
Some sectors have their own determinations setting higher minimums or different conditions, and where a bargaining council covers your industry its agreements may bind you whether or not you are a member.
Establish which applies to your sector rather than assuming the general position, because sectoral rules override the default.
Contributions and statutory limits
UIF contribution limits, skills development levy thresholds and compensation fund obligations all carry figures that are periodically revised. Payroll set up once and never reviewed drifts out of compliance quietly.
If you run payroll yourself, diarise an annual review. If a provider runs it, confirm they update these rather than assuming they do.
Where to check, and what to review each year
The statutes, current thresholds and sectoral determinations are published by the Department of Employment and Labour, which also administers UIF and compensation matters. Confirm figures there rather than relying on any secondary source, including this one.
Annually, review: pay against the current minimum, whether any employee crossed the earnings threshold, contribution limits, your contracts and policies, and whether growth has made you a designated employer for employment equity reporting purposes.
Frequently asked questions
Which parts of labour law change most often?
The numbers: national minimum wage, the earnings threshold, sectoral determinations and contribution limits.
What does the earnings threshold affect?
Which employees are excluded from certain working hours, overtime and rest provisions. When it moves, coverage changes.
Do sector rules override the general position?
Yes. Sectoral determinations and bargaining council agreements can set higher minimums or different conditions.
What should an employer review annually?
Pay against the current minimum, threshold crossings, contribution limits, contracts and policies, and employment equity designation.
Where should I confirm current figures?
The Department of Employment and Labour directly, rather than any secondary source, since the figures are revised periodically.
Further reading
Originally published in June 2018. Updated September 2026 into guidance on keeping up with labour law changes as an employer.
