Pay the employee at least the employee`s usual wage for each overtime hour worked and grant the employee at least thirty (30) minutes of free time with full pay for each overtime hour worked; or the appointment under this contract is a full-time appointment, and the employee must devote all commitment, energy and attention to the employer`s business. Every employer in South Africa is required by law to present a legal employment contract no later than the first day of work, whether it is part-time, temporary, weekend or one day a week. There are different types of contracts: permanent, temporary, probationary or project. The employer may not require or permit the employee to work more than forty-five (45) hours per week, calculated as follows: To obtain a work permit in South Africa, you must sign an employment contract covering the entire period for which your approval is required, and it must be signed by both parties. In the event that the employee is unable to go to work for medical reasons, the employee must ensure that the company is informed as soon as possible. Low-income workers with a fixed-term contract of more than three months have the following two new legal rights: (1) equal treatment with full-time employees, unless there is a legitimate reason for the difference in treatment; and (2) equal access to opportunities to apply for vacancies. Justified grounds for differential treatment include the application of a system that takes into account factors such as (1) seniority, experience or seniority; (2) earnings; (3) the quantity or quality of work performed; or (4) other criteria of a similar nature. The employer may also grant two (2) days of paid leave in lieu of payment by appointment. Nine (9) hours per day if the employee works five (5) days or less per week; or If the employee is absent from service without prior agreement or authorization, the employer may consider any period of such absence as leave without compensation. This does not prevent the employer from taking disciplinary action against the employee under this contract. A comprehensive contract that includes details such as salary, hours of work, disciplinary requirements and other employment details has the advantage of being signed by both parties and is therefore legally binding. Employment contracts are also the best way to ensure a positive and fair relationship with your employees.

A written employment contract with each employee will also help you avoid misunderstandings and disputes. As of January 1, 2015, fixed-term contracts with low-income workers working for employers with 10 or more employees must be limited to a period of three months, except in certain prescribed circumstances. In some cases, both parties may agree to terminate a contract (i.e., the employee`s task is complete). If the contact is a fixed-term contract, it ends when it expires. There are no legal restrictions on the duration of fixed-term employment contracts with employees earning more than the pay threshold of R205,433.50 per year (or how the pay threshold may change). Fixed-term employment This is an employment contract of indefinite duration with a start and end date. In this contract, the employer can decide whether certain benefits (pension, pension fund, medical assistance, group life insurance, etc.) are applicable. By signing the contract, the employee agrees that the contract may be terminated due to misconduct, operational requirements or incapacity for work; and that no claim for benefits will be made to the employer after the end of the contract.

Project employment The project employment contract is another child of the fixed-term contract. Instead of an end date, the employee`s contract lasts as long as the project is to be completed (it is worded as follows: “The worker begins on [date] and ends with the completion of the project”). One month`s written notice prior to termination of the contract is also required. The employee is entitled to all public holidays with full payment. If an employee does not work on vacation, he or she receives the normal payment for that day. If the employee works on a public holiday, he will be paid twice. In the event that a domestic worker is unable to return to work due to a disability, the employer must investigate the nature of the disability and determine whether or not it is a permanent or temporary disability. The employer must try to accommodate the employee as much as possible, for example by adapting or adapting his tasks to the disability. However, if it is not possible for the employer to adapt the tasks of domestic workers and/or to find alternatives, that employer may terminate the services of the domestic worker. The amended Industrial Relations Act of 2014 introduced a new regime for fixed-term contracts. The amended law entered into force on 1 January 2015. The Regulation is set out in Section 198B and applies only to 1) employers with 10 or more employees (and for new businesses in the first two years of their activity, the Regulation only applies if the employer has 50 or more employees) and (2) low-income workers who are employees earning less than an annual salary set by the South African Department of Labour.

As of July 1, 2014, the break-even point for the South African rand is 205,433.50, or about $20,000 at the current exchange rate. Fixed-term employment This is a fixed-term contract in which either party may terminate the contract; provided that he presents a letter of intent written one month in advance. The disciplinary procedure and the Code of Conduct shall be attached to this Agreement as Annex B and shall form an integral part of this Agreement. The Basic Conditions of Employment Act prohibits the employment of persons under the age of 15, and it is therefore important for an employer to verify the age of the domestic worker by requesting a copy of the identity card or birth certificate. The working time referred to in point 5.2 may be extended up to fifteen (15) minutes per day, but may not exceed one (1) hour per week. The reason for this provision is that the employee can complete the task at hand, especially if serving a client, at the end of a workday. Looking for a sample employment contract for South Africa that you can use to sign with your employees? It is important that the relationship between employers and employees be documented for a variety of reasons. .