The hospitality and restaurant industries are reeling following the introduction of newly gazetted labour regulations for restaurants, which led to a protest outside the Union Buildings on Monday, January 25.

The new regulations now require all restaurants and fast-food outlets to pay wages that exceed the national minimum wage and to increase wages by CPI inflation plus 1,5% in future. Restaurateurs will have to pay all staff who have worked at the establishment for two or more years a bonus of two weeks’ wages in December. Contributions must also be made to a number of new levies including a bargaining council expense levy, a dispute resolution levy and a general establishment levy. Contributions must also be made by employers and employees toward funeral benefits and provident funds and employers must pay employees extra if they are required to wash their uniforms. According to the National Employers’ Association of South Africa, this will increase the overhead costs of restaurant employers by at least 16%, reports Business Insider.

Pay Solutions offer the best of both worlds for any company hoping to find a real solution to the HR and Payroll administration backed by the best technological advances to ensure that your payroll and HR is simple, accessible and accurate.

Pay Solution’s payroll and HR system is simple and easy to manage for employees as well as managers. All aspects are your HR and Payroll are pre-set and defined in alignment with requirements from SARS, Department of labour and all other legislation pertaining to your human resources. Pay Solutions expects that each and every client has their own unique identifier and that no two company’s requirements will be identical. Within the constraints of certain legislation, companies have the freedom to set their payroll and Hr up to meet the needs of their business. Made to spec payroll and HR can be set up at initiation as well as at any later stage within your business growth.

The purpose of the POPI Act, as defined by the Act itself, is to protect personal information, to strike a balance between the right to privacy and the need for the free flow of, and access to information, and to regulate how personal information is processed.

The Act applies to any individual without bias and to those who are in the possession of any personal information belonging to another, unless those records are subject to other legislation which protects such information more strictly. The Act sets the minimum standard regarding personal information as well as regulating the “processing” of personal information.  By “processing” the Act refers to the collecting, receiving, recording, organising, retrieving, or use of any such information; and the distribution or sharing of any such information.

SARS Tax Year End Submissions

 

 

 

 

 

 

TAX DIRECTIVE

30 June 2017 – Enhancements to Tax Directives
Tax Directive enhancements have been implemented as a result of legislative changes. The enhancements to the directive application forms will enable Fund Administrators and Insurers to comply with the legal requirements. The IRP3(s) application is a new form addressing section 8A gains and section 8C amounts. The Recognition of Transfer and the Recognition of Purchase of an Annuity forms (ROT) can now be electronically submitted by the receiving fund.
The enhancements include:

SARS Budget 2017

 
sars

SARS Budget 2017

Budget 2017 Tax Guide

This SARS pocket tax guide has been developed to provide a synopsis of the most important tax, duty and levy-related information for 2017/18

Who is a Provincial Tax Payer?

SARS Budget Speech 2017          Budget 2017 Tax Guide
Retirement fund lump sum benefits consist of lump sums
from a pension, pension preservation, provident, provident
preservation or retirement annuity fund on death, retirement
or termination of employment due to attaining the age of
55 years, sickness, accident, injury, incapacity, redundancy or
termination of the employer’s trade.

Click here for the full Budget 2017 Tax Guide

Equal pay for work of equal value

Wholesale and Retail Wage Increase is effective from the 1st February 2017, read below on who this applies to.

Wholesale and Retail Wage Increase

Wholesale and Retail Wage Increase.

Sectoral Determination 9: Wholesale and Retail Sector

The employment of all wholesale and retail workers are governed by this legislation.

The determination sets –
  • minimum wages
  • working hours
  • number of leave days
  • termination rules

Application

Sectoral Determination 9 applies to all employers and workers in the wholesale and retail sector, including those associated with-
  • merchandising,
  • warehousing, or
  • distribution operations.
The determination does not apply to workers who are covered by-
  • another sectoral determination, or