Payroll in South Africa: Common Mistakes to Avoid
- Last updated: November 4, 2024
Payroll in South Africa is famous for being especially complex. Even local companies struggle with its many strict regulations, particularly when it comes to taxation. For new businesses that are unfamiliar with the local legislation, the prospect of managing payroll in South Africa may seem more than a little daunting. In this article, we help you identify common mistakes that businesses make when processing payroll in Africa – and avoid them.
Mistake #1: Misunderstanding Tax Obligations and Employer Contributions
From the well-structured definitions of workers to strict follow-ups at the end of the financial year, there is no lack of complex tax requirements and processes. This is why one of the greatest pitfalls for businesses in South Africa is misunderstanding their tax obligations.
South Africa’s tax system has a Pay-As-You-Earn (PAYE) tax system, whereby employers must withhold contributions like those for the Unemployment Insurance Fund (representing 1% of a worker’s salary), from their employees’ salaries. Incidentally, employers must also contribute, on their part, the same percentage to the Unemployment Insurance Fund monthly.
This can quickly get confusing, especially when you have other pressing issues to deal with. And yet, failure to comply with the law can lead to penalties and legal issues. It is also not enough to comply with the law now: you must stay up to code with new regulations set by the South African Revenue Service (SARS).
Our advice: Rather than take on consult with tax professionals to ensure compliance and leverage any available deductions or incentives.
Mistake #2: Ignoring Employment Contracts
It may be that, over time, your workers’ responsibilities evolve beyond what their employment contract stipulates. This may include longer hours, a heavier workload, or the need to travel a lot for work and the associated compensation expected by workers.
But if your employment contracts do not reflect these conditions, this could prove problematic. It is not difficult to see why: not adhering to the contract can lead to disputes and dissatisfaction among employees. Employment contracts should routinely be updated following changes in employment law, or simply to reflect the changes in an employee’s responsibilities. Additionally, any changes in compensation or benefits should be documented and communicated effectively.
Mistake #3: Inaccurate Record-Keeping
Accurate record-keeping is essential for smooth payroll operations. Common mistakes that businesses make include failure to track:
- Working hours
- Leave days
- Overtime
Inaccurate records will, naturally, result in incorrect payments, leading to employee dissatisfaction and potential legal repercussions.
Additionally, in South Africa, employers have a legal obligation to keep employee records for a minimum of 3 years. Failure to do so could lead to fines and other legal repercussions.
However, using a reliable payroll software could help you avoid these issues entirely, as these processes would be automated to a degree. Africa HR Solutions’ payroll offer includes a modern payroll system, complete with an employee self-service platform.
Mistake #4: Neglecting Employee Benefits
South African labour law requires employers to provide certain mandatory benefits, including annual leave, sick leave, and contributions to their employees. Employers must imperatively respect the minimum requirements imposed by South African law. If, for example, an employer with a branch in another country usually gives less annual leave days to their employees, they must nonetheless match what is legally prescribed in the labour law.
Failure to comply with these requirements can lead to fines and loss of employee trust. Beyond the mandatory requirements, it is also important to consider the Employee Experience, especially if you operate in a competitive industry like IT. Because talent is sought-after, employees are freer to move where they are most appreciated. In these cases, employers should look into providing benefits beyond minimum coverage to boost employee retention. After all, hiring a new employee costs more than retaining an existing one.
One way to improve the employee experience is to review benefits packages to ensure compliance with legal requirements and to remain competitive in attracting and retaining talent.
Mistake #5: Overlooking Payroll Deadlines
Payroll deadlines, including tax submissions and payments, are non-negotiable. Missing these deadlines will result in penalties and interest charges. It is important to have a detailed payroll calendar in place, detailing monthly and yearly occurrences.
Mistake #6: Failing to Communicate with Employees
Lack of communication regarding payroll changes, tax deductions, or benefit adjustments can create confusion and mistrust among employees. It’s essential to keep lines of communication open and provide employees with clear information about their pay.
Streamline your payroll in South Africa
Managing payroll in South Africa involves navigating various legal requirements and best practices. Together with all your business responsibilities, however, this may prove to be too complex a task to manage on your own. Africa HR Solutions helps you avoid all these mistakes thanks to our payroll solution which brings together the best of technology and the human touch. With careful attention to detail, our team ensures that your payroll system not only meets legal standards but also supports your employees’ needs and improves their overall experience.
Any questions? Chat with one of our local experts.