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The Minister of Employment and Labour, Ms Nomakhosazana Meth, convened a facilitation engagement between the Registrar of Labour Relations, the Department and trade union representatives, following the Registrar's formal notice of intention to de-register the Public Servants Association (PSA).

 

The meeting was held at the specific request of the Federation of Unions of South Africa (FEDUSA) and the PSA, amid widespread public confusion regarding the basis and procedural course of the Registrar's intended action. In a firm commitment to due process, Minister Meth refrained from any direct intervention in the merits of the case, instead providing advisory guidance and a structured platform for open consultation.

Cordial talks yield path forward

The consultation proceeded in a cordial and constructive atmosphere. Both the Registrar and the FEDUSA/PSA leadership agreed to hold further follow-up meetings to chart a clear way forward and outline tangible steps to resolve the current impasse. Critically, the Registrar demonstrated a willingness to assist the PSA in rectifying its existing registration challenges, opening the door to an administrative solution rather than prolonged legal contestation.

Minister reaffirms commitment to social dialogue

“My role in this process is purely facilitative, not to interfere with the Registrar's statutory functions, but to ensure that all parties are heard and that dialogue remains the cornerstone of our labour relations," said Minister Meth. “This intervention is not about circumventing the law; it is about using social dialogue to clear up misunderstandings and find practical, consensual solutions. A stable and cooperative labour market benefits every worker and employer in South Africa."

Both union representatives and the Registrar welcomed the Minister's guidance, expressing optimism that continued engagements would lead to a mutually acceptable resolution.

A critical step for labour market stability

This facilitated engagement underscores the Department's unwavering commitment to advancing social dialogue as a primary instrument for resolving industrial and administrative disputes. By keeping channels of communication open, Minister Meth has reinforced the principle that procedural challenges need not undermine industrial harmony or the legitimate rights of organised labour.

 

 

ENDS//

 

Media enquiries:

Ms. Thobeka Magcai, Ministry Spokesperson. Email: Thobeka.Magcai@Labour.gov.za 072 737 2205.

 

Issued by: MINISTRY OF EMPLOYMENT AND LABOUR DATE: 3 JULY 2026​

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Summary: 3 July 2026

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Archive: December 1899

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The Unemployment Insurance Fund (UIF) notes the decision by Business Unity South Africa (BUSA) to withdraw its representatives from the UIF Board and related National Economic Development and Labour Council (NEDLAC) structures.

It is common cause that participation in these statutory governance forums remains the prerogative of each social partner. The UIF has, in all material times, held the view that the effective discharge of public governance responsibilities is best achieved through continued engagement, constructive dialogue and adherence to established institutional processes.

It is for that reason that the UIF engaged in good faith and utmost professionalism as required from a responsible government institution.

The UIF Board and NEDLAC are statutory governance structures established to facilitate consultation, accountability and consensus-building on matters affecting the labour market, social security and economic development. These structures are intended to provide an institutional social dialogue platform, through which diverse and differing views are debated.

It is through social dialogue that evidence is considered, and policy positions are refined in the interest of the public.

Regrettably, withdrawal from these forums limits opportunities to influence governance outcomes through the very mechanisms established for that purpose. This is contrary to the principles underpinning South Africa's social dialogue framework, which places a premium on sustained engagement, even where significant differences of opinion exist.

During the governance engagements, the UIF consistently advanced proposals aimed at strengthening institutional governance and improving labour market outcomes. These included the need to improve employer compliance with the Unemployment Insurance legislative framework to protect contributors and beneficiaries, strengthen the financial sustainability of the Fund, and enhance service delivery.

The UIF consistently advocated for policy reforms that would enable government institutions to respond more rapidly and effectively to internal and external economic shocks affecting employment, while supporting interventions that preserve jobs, facilitate labour market participation and reduce unemployment.

Unfortunately, the proposals by BUSA which the UIF needed further information to engage further on. Suggested coming up with processes that will change benefit processes. Especially because they are not in line with the UIF process.

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While the Fund respects the right of all social partners to determine their level of participation

in established forums, it is important to clarify several issues to ensure that the public is accurately informed.

The UIF remains firmly committed to the principles of social dialogue, transparency, and accountability that underpin NEDLAC.

The NEDLAC task team was established to provide a platform for government, organised business, organised labour, and the community constituency to engage constructively on matters affecting the Unemployment Insurance Fund and the broader labour market.

The UIF does not believe that disengagement is the most constructive approach to addressing the challenges facing the Fund or the South African labour market. Rather, the Fund is of the view that these challenges require continued collaboration and focused discussions among all social partners to develop practical and sustainable solutions.

During recent engagements with the social partners, the UIF proposed that the task team's Terms of Reference be reviewed to better reflect current labour market realities, recognising that the committee was initially established during the COVID-19 pandemic. The Fund further proposed that the task team prioritise strategic issues, including:

1. Improving the efficiency and timeliness of benefit payments by addressing the root causes of delays, particularly employers' failure to submit accurate and up-to-date employee declarations.
2. Strengthening initiatives to expand access to UIF services and improving communication strategies to ensure that workers and employers are better informed about available services.
3. Supporting initiatives aimed at revitalising the labour market in response to persistently high unemployment and evolving economic conditions.
4. Exploring strategies to improve the resilience and labour intensity of the South African economy in the face of global economic pressures.

 

The UIF also reiterated its commitment to enhancing transparency. In this regard, the Fund has undertaken to explore the publication of the names of Labour Activation Programme (LAP) partners and to present the LAP Impact Report to NEDLAC once it has been finalised during the current financial year.

The Fund acknowledges concerns raised regarding the frequency of reporting to the task team and has explained that reports forming part of quarterly performance reviews are subject to rigorous internal quality assurance and validation processes. As such, requiring these reports on a monthly basis may compromise their quality and reliability.

The UIF remains committed to providing timely and accurate information while ensuring that reporting standards are maintained.

The UIF values the contributions of all NEDLAC constituencies and remains committed to constructive engagement with BUSA and all other social partners. The Fund's focus remains on improving service delivery, strengthening governance, enhancing transparency, and working collaboratively to find solutions that benefit workers, employers, and the South

African economy.

The UIF therefore rejects any suggestion that meaningful governance reform can be achieved outside the established statutory structures or through disengagement from the institutions created to facilitate oversight and social dialogue. Robust debate, differing perspectives and critical scrutiny are integral components of good governance. However, these objectives are best realised through active participation in governance forums rather than withdrawal from them.

The UIF remains committed to transparent governance, accountability, compliance with the Public Finance Management Act and the Unemployment Insurance legislative framework, and constructive engagement with all social partners.

The Fund will continue to execute its mandate in accordance with the law and established governance processes and remains available to engage any stakeholder committed to advancing sustainable labour market reforms, strengthening institutional governance and improving outcomes for workers, employers and the South African economy.

 

For media inquiries, please contact:

Teboho Thejane

Departmental Spokesperson

082 697 0694/ teboho.thejane@labour.gov.za

-ENDS-

Issued by: Department of Employment and Labour

 

 

 

 

 

 

 

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Summary: 2 July 2026

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Archive: December 1899

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The Department of Employment and Labour confirms that the Registrar of Labour Relations has, on 29 June 2026, published a notice in the Government Gazette indicating the intention to cancel the registration of the Public Servants Association of South Africa (PSA) in terms of section 106(2B) of the Labour Relations Act, 1995. This notice forms part of a lawful administrative process and does not constitute a final decision, but rather initiates a statutory procedure that allows the organisation and interested parties an opportunity to respond.

The publication of this notice must be understood within a broader legal context, including findings made in recent court proceedings involving the Department and the PSA. In that judgment, the Court raised concerns relating to the PSA's compliance with the requirements of the Labour Relations Act, including whether the organisation meets the definition of a genuine trade union, whether it is able to function in accordance with its constitution, and whether it complies with statutory provisions governing governance, accountability, and organisational conduct.

These issues are reflected in the Registrar's notice, which sets out preliminary concerns that the organisation may not meet the legal criteria of a registered trade union, may be unable to operate effectively in terms of its constitution, and may have failed to comply with sections 98, 99, and 100 of the Act, which relate to financial reporting, record-keeping, and transparency obligations. The judgment reinforced the importance of these compliance standards as fundamental to maintaining the integrity of the labour relations system.

The Department emphasises that the Registrar of Labour Relations executes statutory responsibilities independently and in accordance with the law. The issuance of the notice therefore reflects both the Registrar's regulatory mandate and the obligation to act on concerns identified through oversight processes and judicial pronouncements.

In line with the principles of fairness and due process, the PSA and all interested stakeholders have been invited to submit written representations within 60 days of the publication of the notice, providing reasons why the registration should not be cancelled. All submissions will be considered before any final determination is made.

The Department, through the Registrar, remains committed to upholding the constitutional right to freedom of association while ensuring that all registered trade unions operate within a framework of accountability, transparency, and compliance.

Members of the PSA and the public are assured that the notice does not immediately affect the organisation's operational status, and that all processes will be conducted fairly, impartially, and in full accordance with the Labour Relations Act.

Further updates will be communicated as the process unfolds.

 

For media inquiries, please contact:

Teboho Thejane

Departmental Spokesperson

082 697 0694/ teboho.thejane@labour.gov.za

-ENDS-

Issued by: Department of Employment and Labour

 

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Summary: 1 July 2026

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Archive: December 1899

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South African labour market continues to reflect pronounced racial; gender and disability disparities, this is according to the Commission for Employment Equity (CEE) in its 26^th Annual Report.

 

The Commission for Employment Equity said the upper two decision-making occupational levels (i.e. top management and senior management), remain racialised and gendered with the white and Indian population groups; and males being dominant at these levels.

 

Released under the tagline - “Bridging the Equity Gap Through Diversity and Inclusion" – the report is based on analysis of EE data in the EE reports submitted by designated employers (i.e. those that employ 50 and more employees) in the 2025 EE reporting cycle, indicates that the South African labour market continues to reflect pronounced racial; gender and disability disparities.

 

The CEE uses the Economically Active Population (EAP) as produced by Statistics SA as a benchmark to assist employers in the analysis of their workforce to determine the degree of under or over-representation of the designated groups and non-designated groups in the workforce. The EAP includes persons between the ages of 15 to 64 years, who are either employed or unemployed, but seeking employment.

 

In terms of EAP as per the report's review the African population group for both gender (male and female) account for 81,3 percent; Coloured population group for both genders 8,6 percent; White population group total is 7,7 percent and the Indian population group is 2,4 percent.

 

According to the CEE Annual Report the White population representation at 57.1% is approximately seven times their EAP and the Indian population representation at 12.2% is more than five times their EAP at the Top Management level. In contrast, the African population representation at 21.1% is approximately four times below their EAP and the Coloured population representation at 6.4% is slightly below their EAP at this occupational level. Foreign National representation stands at 3.1% at this occupational level.

 

CEE said the male representation remains dominant at the Top Management level, which is more than two times the female representation. It also shows that males are overrepresented in terms of their EAP (54.3%) and females are underrepresented in terms of their EAP (45.7%) at this occupational level.  The report further indicates that employees with disabilities remain low and only account for 2.5% of the representation at the Top Management level.

 

“Notably, most designated groups, in particular, black women and persons with disabilities continue to be predominantly concentrated within the lower to middle management occupational levels of the workforce. Although there has been an encouraging increase in the representation of women in lower to middle management occupational levels, this upward movement has not yet translated into substantial gains at Senior Management and Top Management occupational levels, CEE said.

 

CEE is a statutory body mandated to advise the Minister of Employment and Labour on the development of Codes of Good Practice, regulatory matters, policy directions, and any issues arising from the implementation of the Act.

 

The report said the persistently low representation of persons with disabilities remaining slightly above 1% across all occupational levels of all economic sectors for decades remains a significant concern. The Commission said following the new landscape on the setting of sector targets it urges employers to prioritise and adopt assertive strategies when developing and implementing their Employment Equity Plans (EE Plans).

 

“Additionally, the high representation of Foreign Nationals across all occupational levels in the economy, particularly in the public universities, remains a concern and must be monitored vigilantly. In a country grappling with high unemployment rates, it is essential for South Africa to thoroughly review the legislative framework governing labour migration and take appropriate action where necessary," cautioned CEE.

 

The 26^th CEE Annual report, which covers the period from 1 April 2025 to 31 March 2026 reflects on the key strategic objectives of the CEE; and the highlights of the CEE's activities and achievements during the period under review, guided by the strategic objectives formulated at the start of their five-year term of office in December 2020.

 

In the 2025/26 some 15 090 reports were submitted covering 6 896 041 employees, which reflects a decrease of 48.4% reports received and a decrease of 10.4% employees covered. The significant drop in the number of reports received from 2024 (29 269) to 2025 (15 090) is largely due to the change in legislation that does not require small employers (1-49) in the main to submit report anymore. The drop in the employees covered from 2024 (7 699 665) to 2025 (6 896 041) is insignificant because small employers accounted for few employees (803 624).

 

For the period under review the highest number of reports was received from Manufacturing Sector, followed by the Wholesale and Retail Trade, Repair of Motor Vehicles and Motorcycles and the Agriculture, forestry and Fishing sectors.

 

In the Senior Management level, the White population group representation at 44.1% - which is approximately six times their EAP and the representation of the Indian population group at 12.5% is approximately five times their EAP at the Senior Management level. The representation of the African population group at 31.5% is less than half their EAP at this level. The high representation of Foreign Nationals (3.3%) is noted at this occupational level.

 

For the Professionally Qualified level the Africans are the only population group that is below their EAP at the Professionally Qualified level. The representation of Foreign Nationals at 2.2% is relatively high at this occupational level. The White and Indian population representation far exceeds their EAP in most sectors of the economy at the Professionally Qualified level.

 

While in the Skilled level Africans is the only population group that is under-represented in relation to their EAP at the skilled level. It also shows that the representation of Foreign Nationals is at 1.3% at this occupational level. The representation of females is above the EAP at the Skilled level - with employees with disabilities' EAP is at 1.2% of the total workforce at this occupational level.

 

In the Semi-Skilled level Africans and Coloureds are over-represented. The White and Indian population groups are under-represented at this occupational level. The high representation of Foreign Nationals (1.7%) at this low occupational level remains a concern to the CEE.

 

The report said representation of Indians and Whites are the only population groups that are below their EAP at the Unskilled level. The CEE said considering the high unemployment rate in South Africa, it is crucial that the representation of Foreign Nationals (3.2%) should be monitored and managed at this occupational level. The representation of Africans and Coloureds are the only population groups that are over-represented in both Government and in the Private Sector at the Unskilled level.

 

Despite set targets the Commission revealed that the representation of employees with disabilities is at 1.3% of the total workforce in 2025.

 

This is the first report after the operationalisation of the Employment Equity Amendment Act no.4 of 2022 (EE Amendment Act, 2022) and the introduction of the 5-year Sector EE targets, including the issuing of the EE Compliance Certificate. The Employment Equity Amendment Act, No. 4 of 2022 (EE Amendment Act, 2022) and the two sets of EE Regulations, 2025 became effective on 1 January 2025 and 15 April 2025, respectively.

 

Reflecting on the status of litigation – the CEE said these cases primarily concern the constitutional validity, lawfulness, and implementation of the amended EE legislative framework and the sectoral numerical targets. Some of the litigations have been filed by political parties, employers' organisations, civil movements, and trade unions. 

 

“The CEE will continue to strive for diversity and inclusivity for all those persons previously disadvantaged in the workplace irrespective of the outcome of the litigation," says outgoing CEE Chairperson Nicole Deokiram.

 

 For media inquiries, please contact:

Teboho Thejane

Departmental Spokesperson

082 697 0694/ teboho.thejane@labour.gov.za

 

-ENDS-

 

Issued by: Department of Employment and Labour

 

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Summary: 30 June 2026

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Archive: December 1899

ArchiveDate: 18991230

ArchiveDateString: December 1899