by Dev_SACCAWU | Labour Market News
The Congress of South African Trade Unions (COSATU) in Mpumalanga expresses its profound disappointment, anger, and disgust at the alarming levels of unemployment and retrenchments revealed by the recent labour force survey. The report paints a painful picture of the socio-economic crisis confronting workers and communities across our province, with Mpumalanga ranking amongst the hardest-hit provinces, having recorded more than 40 000 job losses during the period under review.
These figures are not just statistics; they represent shattered livelihoods, struggling families, growing poverty, rising inequality, and increasing hopelessness amongst the working class and the youth. The continued loss of jobs in both the public and private sectors is unacceptable and requires urgent intervention from all stakeholders.
COSATU Mpumalanga calls upon government, business, labour, and all social partners to urgently convene and develop concrete, practical, and implementable solutions aimed at preventing further job losses and rebuilding the economy in a manner that prioritises workers and communities.
We specifically call for:
- The urgent creation of decent and sustainable jobs across all sectors of the economy.
- The expansion of on-the-job training programmes, internships, apprenticeships, and youth employment initiatives.
- The immediate filling of all vacant substantive posts in government departments, municipalities, state-owned entities, and public institutions.
- Increased investment in local economic development and industrialisation initiatives that can absorb unemployed youth and workers.
- Stronger protection of workers against unfair retrenchments and exploitative labour practices.
- The elimination of outsourcing and the abuse of subcontracting systems that undermine workers’ rights, wages, job security, and dignity.
COSATU remains firm in its belief that the economy must serve the people and not profits alone. We therefore advocate for a developmental, ethical, and interventionist state capable of driving inclusive growth, job creation, social justice, and a better life for all.
We further urge both government and the private sector to place the interests of workers and communities at the centre of economic planning and decision-making processes. South Africa cannot overcome poverty, crime, and inequality while unemployment continues to rise at such devastating levels.
COSATU Mpumalanga will continue to engage all relevant stakeholders and mobilise workers and communities in defence of jobs, decent work, and economic justice.
Issued by COSATU Mpumalanga
Thabo Mokoena (Provincial Secretary)
Mobile: 073 750 2041
Source: https://mediadon.co.za/cosatu-mpumalanga-expresses-deep-concern-over-rising-unemployment-and-retrenchments/
by Dev_SACCAWU | Labour Market News
Pick n Pay has come under fire from one of its biggest unions after the retailer announced adjustments to its store labour model.
While Pick n Pay has stressed that the adjustments aim to save jobs, the South African Commercial, Catering and Allied Workers Union (SACCAWU) argued that this comes at a cost to the most vulnerable employees.
SACCAWU believes the retailer is laying the blame for the company’s financial and operational difficulties at the feet of its employees.
On Monday, 4 May 2026, Pick n Pay announced that it had started a Section 189A consultation process with SACCAWU regarding targeted adjustments affecting certain store-based employees.
Pick n Pay said the process is focused on improving operational efficiency and aligning labour practices with changing customer shopping trends and broader market norms.
According to the retailer, aspects of its current labour arrangements are no longer sustainable or competitive.
“These include minimum guaranteed hours, inflexible scheduling practices, and certain benefits and allowances,” the company said.
However, Pick n Pay stressed that the consultation process is “not intended to result in a permanent reduction in overall job numbers” and insisted it is committed to finding alternatives that will avoid retrenchments where possible.
“The store labour model reset does not impact the entire business. This process applies to specific store-based employees,” the retailer said.
It added that the proposed changes are aimed at Non-Management Bargaining Unit (NMBU) employees and exclude head office staff and management structures.
Pick n Pay argued that the changes are necessary to make the business “more responsive and competitive in a rapidly changing retail environment” and to better align with competitors.
However, SACCAWU has strongly condemned the proposals, accusing the retailer of placing the burden of its financial and operational troubles on ordinary workers.
The union warned that approximately 22,000 employees could be affected and described the process as an attack on workers’ rights and negotiated conditions of employment.
Workers forced to choose between two undesirable options
According to SACCAWU, employees are effectively being forced to choose between retrenchment and accepting significantly reduced working conditions and benefits.
Among the proposed changes highlighted by SACCAWU are reductions in working hours from 196 to 176 hours per month, which the union claims would amount to roughly R2,000 less in wages per employee each month.
The union also alleged that Pick n Pay wants to remove transport for employees working late or night shifts, and withdraw the negotiated 13th cheque for NMBU staff.
The proposals also include scrapping Sunday premium pay by treating Sundays as normal working days, and removing benefits for part-time workers.
SACCAWU further accused Pick n Pay of trying to bypass established internal negotiation structures by referring the dispute directly to the Commission for Conciliation, Mediation and Arbitration (CCMA).
“The decision to refer a dispute to the CCMA, before their proposals were tabled to SACCAWU, is indicative of the bad faith with which they are embarking on this process,” the union said.
The union argued that Pick n Pay’s problems stem from poor executive decisions rather than employee costs, pointing to the failed QualiSave strategy introduced under former CEO Peter Boone.
“Pick n Pay is disingenuous by laying the blame for the company’s financial and operational difficulties at the feet of its employees,” SACCAWU said.
The union also criticised what it described as a “large-scale restructuring and retrenchment strategy” that protects executive salaries while worsening poverty and unemployment among workers.
SACCAWU warned that it is prepared to oppose any unfair retrenchments or unilateral changes to employment conditions through legal and organisational action.
“If further provoked, we are organisationally ready to mobilise and campaign to rally our members and communities to unleash industrial and mass action,” the union said.
Source: https://businesstech.co.za/news/business/860358/pick-n-pay-under-fire/
by Dev_SACCAWU | Labour Market News
JOHANNESBURG – Retail giant Pick n Pay has begun formal consultations with unions as part of efforts to turn around its struggling supermarket business.
The process, under Section 189A of the Labour Relations Act, will focus on changes to store-level labour practices, including shift flexibility and employee benefits.
The company said the goal is not to cut jobs, but to reduce rising labour costs and align working conditions with broader retail market standards.
Pick n Pay added that no final decisions have been made, with the consultation aimed at exploring alternatives and securing long-term sustainability while preserving jobs where possible.
Source: https://www.enca.com/business-top-stories/pick-n-pay-starts-labour-talks-cut-costs
by Dev_SACCAWU | Labour Market News
Minister Zhou Maoyi calls for strict adherence to South Africa’s labour laws by Chinese businesses
Minister Zhou Maoyi from the Chinese Embassy in South Africa has warned Chinese business owners in South Africa to respect and adhere to the country’s labour laws and regulations.
Maoyi addressed Chinese business owners and other stakeholders during an engagement led by the Chinese Community, in conjunction with the Department of Employment and Labour (DoL) at the China Mall in Johannesburg on Tuesday.
Organised under the Publicity Week on Lawful and Compliant Operation, the initiative seeks to ensure local and international businesses comply with the country’s labour laws, with China coming in as South Africa’s leading trading partner.
Furthermore, Maoyi said the initiative to strengthen SA and China’s trade relations comes on the back of recent investments and commitments by the Chinese government, as well as increased vigilance by the South African government on illegal immigration and unethical business practices across the board.
“This year, we can see that the South African government has strengthened its law enforcement against illegal foreigners and related activities. I remind our business owners not to breach the law and cause unnecessary loss and damage to the name of China and our country, which will harm our sustainable development goals.”
Reacting to the latest challenges and opportunities in the country’s labour sector, Deputy Minister of Employment and Labour, Jomo Sibiya, commended the Chinese business leaders for initiating the collaboration with the department.
He further called for business leaders to be mindful of the country’s labour laws.
“If I want to trade in China, I must understand the system. I must understand the labour laws and the business laws of China. So it’s the same with South Africa. One thing I can say is that the relationship that we have between South Africa and China is a solid relationship. It is a relationship that has lasted a long time, and we want to keep that relationship. When it comes to people-to-people relationships, it is very strong.”
Sibiya further characterised the relationship as one built on partnership rather than animosity.
He stressed: “We are here today; we want to visit the other eight (malls) so that we see that they are complying with our laws.”
Echoing these sentiments, Xu Changbin, the chairperson of China Mall, welcomed the initiative, describing it as an excellent platform for business owners to deepen their knowledge of local labour laws.
“South Africa, the land on which we stand, is not only the place where we conduct our business and build our lives, but also our shared home. As merchants operating here, we are both beneficiaries of the business environment and barriers to social responsibility. We fully recognise that law and compliance operations are not only the foundation of working hours to the payment of wages and benefits, but also the safeguarding of working conditions,” he stated.
siyabonga.sithole@inl.co.za
Source: https://www.msn.com/en-za/news/other/minister-zhou-maoyi-calls-for-strict-adherence-to-south-africa-s-labour-laws-by-chinese-businesses/ar-AA1ZUX2N
by Dev_SACCAWU | Labour Market News
The proposed changes to the Basic Conditions of Employment Act (BCEA) have raised concerns over pension fund payouts for members.
Nicolette van Vuuren and Amy King from Webber Wentzel noted that two developments have reshaped the enforcement of retirement fund contribution obligations in South Africa.
The first development is already in effect, while the second was just open for public comment ahead of its formal introduction to Parliament.
In January 2026, the Minister of Employment and Labour withdrew a variation notice published in December 2003.
That notice had excluded contributions payable to benefit funds regulated under the Pension Funds Act from the application of section 34A of the BCEA.
Labour inspectors are empowered to enforce Section 34A, which requires employers to pay employee contributions to a benefit fund within seven days of deduction.
This is done in conjunction with the employer’s contributions being paid within seven days of the end of the month.
“This enforcement power is already operative and does not depend on the proposed amendments set out in the Employment Laws Amendment Bill, 2025,” the experts said.
“The Bill, which proposes to insert new sections 62B and 77B into the BCEA, has not yet commenced.”
If the Bill is enacted in its current form, these provisions will expand beyond the current enforcement framework.
It would empower the Labour Court, the CCMA, and bargaining councils to issue mandatory orders and regulate the jurisdictional interplay among these bodies and Pension Funds Adjudicators.
Section 62B states that an employer’s failure to pay contributions to a benefit fund for an employee must be treated the same as a failure to pay any amount owing to an employee.
“The practical effect is that non-payment of benefit fund contributions will attract the same enforcement consequences as non-payment of wages or other statutory entitlements,” the legal experts said.
Upon enactment, retirement funds will benefit from multiple concurrent enforcement channels, compliance orders and awards and determinations from official state bodies.
This will make it easier for pension funds to collect monies owed to members from their employers following non-payment.
Section 13A(8) also imposes personal liability on, among others, directors regularly involved in the management of a company’s financial affairs.
Major question remains
However, the experts noted that a major unresolved question remains over the misalignment of due dates for employee contributions under the two statutes.
Section 34A of the BCEA and section 13A of the Pension Funds Act both require employer contributions to be paid within seven days after the end of the month.
That said, provisions differ over employee contributions. Section 34A of the BCEA requires that these employee contributions be paid within seven days of deduction.
However, Section 13A of the Pension Funds Act requires payment within seven days after the end of the month for which contributions are due.
“Given the variation in payroll dates and pay frequencies across employers, this discrepancy creates material compliance risk,” the experts said.
Section 77B of the BCEA regulates the jurisdiction of the Labour Court, the CCMA, and bargaining councils over issues regarding an employer’s failure to pay contributions under the Pension Funds Act.
This is regardless of whether the obligation arises under statute, a collective agreement, or a contract of employment.
“Where a contribution is found to be outstanding, the adjudicating body must direct payment to the fund within a specified period, together with prescribed interest.”
“Jurisdiction is excluded if the Pension Funds Adjudicator has already issued a determination under section 30M of the Pension Funds Act, or if another tribunal or court of competent jurisdiction has adjudicated the matter.”
The Bill also proposed amending Schedule 3 to the BCEA so that sections 62B and 77B apply immediately upon commencement to all unresolved disputes, irrespective of when they were referred.
Although the historical exclusion of Pension Funds Act contributions from Labour Inspector oversight has been removed, the enforcement landscape has now been changed.
Employers are now subject to enforcement action for the failure to pay contributions on time, and should the BCEA’s current amendments be enacted, the enforcement framework will be further strengthened.
“Employers are therefore advised to ensure strict compliance with all contribution obligations and to seek legal advice promptly where any dispute has been referred or is contemplated.”
Submissions for public comment on the new employment laws closed on 28 March, and the experts said that the technical concern over payments warrants engagement at the pre-parliamentary stage.
Source: https://businesstech.co.za/news/business/855850/new-labour-laws-in-south-africa-have-a-serious-problem-for-pensions/
by Dev_SACCAWU | Labour Market News
The area has become a prime destination for retirees and remote workers. Image: Garden Walk Mall/ Facebook
Garden Walk, a 20 000 sqm mall near the N2 in the Mossel Bay area, recently welcomed its first shoppers.
The centre is located in Hartenbos North, a developing residential and tourism hub.
The area has seen steady growth in recent years as retirees and remote workers relocate to this popular semigration destination.
The mall was developed by Moolman Group in partnership with Dorpstraat and Organic Coral Developments.
Garden Route retail for residents and visitors
Garden Walk opened with 51 stores, including anchor tenants Checkers FreshX, Food Lover’s Market, and Dis-Chem.
Other retailers include Clicks, Agrimark, Outdoor Warehouse, Pick n Pay Clothing, Miladys, Mr Price Home and PNA. Several restaurants and cafés also operate in the centre.
Garden Walk includes anchor tenants Checkers, Food Lover’s Market, and Dis-Chem. Image: Garden Walk Mall/ FB
The mall offers 502 parking bays and is positioned next to the Hartenbos/Mossel Bay N2 offramp, making it accessible to residents and travellers along the Garden Route.
Hartenbos lies about 45 km from George and serves as a regional hub within the Mossel Bay municipal area.
A vintage rail operator has launched a six-day train journey from Cape Town to Mossel Bay. Read more on that story here.
Workspace and services for remote workers
The mall also includes features suited for residents who work remotely.
At its centre is a communal workspace with free Wi-Fi, allowing visitors to work, study or meet during the day.
“Our focus has always been on developing centres that respond to the everyday needs of the communities they serve,” said Moolman Group CEO Pieter Lombaard.
The development also brought economic activity during construction. About 60% of the workforce came from the local community, with roughly R32 million spent locally.
Mossel Bay Executive Mayor Dirk Kotze said developments like the centre help support the region’s growth.
“Developments such as Garden Walk play an important role in strengthening the local economy while improving the quality of life for residents,” he said.
Source: https://www.thesouthafrican.com/news/new-shopping-mall-opens-in-booming-garden-route-town/
