FAQ
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Veridian Global differentiates itself through a streamlined, fully managed EOR model that removes complexity and lets clients scale confidently in South Africa.
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What UK employers need to know about employing under South African law.
The Basic Conditions of Employment Act (BCEA) sets minimum terms such as hours and leave; the Labour Relations Act (LRA) governs dismissals and disputes; the Employment Equity Act addresses fair treatment. Veridian Global's South African contracts are built on all three, so every hire is compliant by default.
The statutory minimum is 21 consecutive days of paid annual leave per year, equivalent to 15 working days on a five-day week. Competitive employers often offer 18 to 20 working days. Veridian Global advises on market-standard leave for your roles and administers accrual and requests on your behalf.
Employees on a five-day week receive 30 days of paid sick leave over each 36-month cycle. During the first six months, entitlement accrues at one day per 26 days worked. Medical certificates can be required for absences longer than two consecutive days. Veridian Global manages the tracking and documentation.
Mothers are entitled to four consecutive months of maternity leave, with income support claimable from the UIF; many employers top this up. Parents not giving birth receive ten consecutive days of parental leave. Veridian Global handles the UIF claims process and drafts any enhanced policy you choose to offer.
The BCEA caps ordinary hours at 45 per week, typically nine hours a day on a five-day week. Overtime is voluntary, capped at ten hours weekly and paid at 1.5 times the normal rate. Veridian Global specifies hours, including any UK alignment, in each employment contract.
Statutory minimums are one week during the first six months of employment, two weeks between six and twelve months, and four weeks after a year. Contracts may extend these. Veridian Global drafts notice terms that balance employee fairness with the flexibility UK clients expect.
No. South Africa has no at-will employment. Every dismissal needs a fair reason (misconduct, incapacity or operational requirements) and a fair procedure, or the employee can claim at the CCMA. This is where UK companies most often go wrong alone, and where Veridian Global's local HR expertise protects you.
Yes. Three months is standard and six months is common for senior roles. Probation makes performance-based decisions simpler, but a fair process is still required. Veridian Global includes an appropriate probation clause in every contract and guides managers through structured reviews during the period.
The BCEA requires written particulars: the parties, role, workplace, hours, pay and how it is calculated, leave, notice and start date. Contracts should also cover confidentiality, intellectual property and restraints where relevant. Veridian Global issues fully compliant contracts that also protect UK clients' IP and data.
Misclassification means treating someone as an independent contractor when the law sees an employee. South African law presumes employment where control, set hours and economic dependence exist. Consequences include back pay, PAYE, UIF and unfair dismissal claims. Veridian Global converts at-risk contractors into properly employed staff.
Section 198 of the LRA gives extra protections to placed workers earning below an annually set threshold, deeming them employees of the client after three months. Most professional salaries sit above the threshold, so it rarely applies, and Veridian Global structures every placement with this provision in mind.
No. A 13th cheque (an extra month's salary, usually paid in December) is customary in some sectors but not legally required unless promised in the contract or established by practice. Veridian Global advises whether it is expected for your roles and structures packages so total cost stays predictable.