Programme Director,

Deputy Minister of Employment and Labour,

Senior Management of the Department,

Representatives of the Compensation Fund, Federated Employers Mutual Assurance, and Rand Mutual Assurance,

Representatives of Business Unity South Africa,

Leaders of organised labour , COSATU, FEDUSA, NACTU, and SAFTU,

Representatives of the International Labour Organization,

Distinguished regulators, inspectors, and professionals,

Our valued exhibitors and partners,

Ladies and Gentlemen,

Good morning.

It is my honour and privilege to welcome you all to this important gathering as we commemorate the International Labour Organization's World Day for Safety and Health at Work 2026 under the theme: “Let's Ensure a Healthy Psychosocial Working Environment."

This occasion brings us together not merely as policymakers, regulators, employers, workers, and social partners, but as participants in a broader struggle to advance social justice, protect the dignity of labour, and transform the workplace in line with the constitutional and developmental imperatives of our democratic state. At the centre of this struggle are the workers of our country, whose labour sustains our economy and whose well-being must remain the foremost priority of our collective efforts.

Today, we reflect with solemn respect on the workers who have lost their lives in the line of duty, those who have suffered life-changing workplace injuries, and those who continue to live with occupational diseases as a consequence of participating in the productive processes of our economy. We honour their labour. We honour their sacrifice. And we reaffirm our unwavering commitment that no worker should ever have to choose between earning a living and preserving their health.

I would therefore like to request that we all rise, where possible, and observe a moment of silence in honour of all workers who have lost their lives, those who have been injured, and those living with occupational diseases. May we never forget that behind every statistic lies a human life, a family, and a future permanently altered.

Thank you.

As we remember them today, we must renew our commitment to strengthening prevention, deepening accountability, and advancing a system of work that places human dignity above profit.

This World OHS Day commemoration brings us together as government, organised business, and organised labour in a unified platform of social dialogue to confront the growing challenge of psychosocial risks in the workplace. The presence today of COSATU, NACTU, SAFTU, FEDUSA BUSA, RMA and FEM remind us that the Labour Relations Act does not seek to create antagonistic relations between employers and the employees but an environment that promotes the mutual advancement of the worker rights and their wellbeing.

Today's engagement will reflect the enduring importance of the social compact in our democratic dispensation. It affirms that the transformation of the workplace cannot be left to market forces alone, but requires deliberate, coordinated, and sustained intervention by the state, in partnership with organised labour and responsible employers.

Colleagues,

As we gather here today, we do so on the eve of two of the most significant milestones in our democratic calendar. On the 27^th of April, we commemorate Freedom Day—a day that marks the historic victory of our people over apartheid, and the birth of a democratic state founded on dignity, equality, and justice. Just days thereafter, on the 1^st of May, we observe Workers' Day, a day rooted in the long and militant struggles of the working class, both globally and within our own country, for fair labour practices, humane working conditions, and the right to organise.

These two public holidays are not ceremonial in nature; they are deeply political. They are a reflection of our democratic gains secured through decades of sacrifice, resistance, and collective struggle by workers, communities, and liberation movements. Freedom Day affirms the political emancipation of our people, while Workers' Day reminds us that true freedom must also be economic and social. The right to vote, the right to dignity, and the right to fair labour practices, as enshrined in our Constitution, are direct outcomes of this struggle.

It is therefore incumbent upon us to ensure that the conditions under which our people work reflect these hard-won gains. A workplace that is unsafe—physically or psychologically—is a betrayal of the very freedoms we celebrate. A workplace that exploits labour, undermines wages, or disregards the well-being of workers stands in contradiction to the ideals of our liberation struggle. The struggle continues—not in the streets alone, but in the factories, farms, offices, and construction sites where workers must assert their right to dignity, safety, and fair treatment.

Colleagues,

We must also situate today's engagement within the broader socio-economic realities confronting our country. South Africa continues to grapple with the triple challenges of poverty, unemployment, and inequality—structural conditions that are deeply rooted in our history of colonialism and apartheid, and which continue to shape the lived experiences of the majority of our people. These are not abstract challenges; they are daily realities for millions of workers and work-seekers who face economic exclusion, precarious employment, and widening disparities in income and opportunity.

Government, as part of the democratic state, has made deliberate and sustained strides to confront these challenges—through progressive labour legislation, social protection systems such as UIF and COIDA, the National Minimum Wage, active labour market programmes, and targeted interventions aimed at inclusive economic growth. These measures reflect our commitment to building a developmental state that places the needs of workers and the poor at the centre of policy and implementation. However, we must be equally honest in acknowledging that these efforts, while significant, are not yet sufficient to fully dismantle the structural inequalities that persist within our economy.

It is precisely for this reason that the role of social partners gathered here today becomes critical. The responsibility to address the triple challenges of poverty, unemployment, and inequality cannot rest on the state alone. Organised labour, business, and all stakeholders within the labour market ecosystem have a direct and collective responsibility to contribute towards the alleviation of this scourge.

Employers must commit to fair wages, decent working conditions, and inclusive employment practices. Trade unions must continue to advance the interests of workers while promoting workplace stability and social dialogue. Institutions must strengthen enforcement, compliance, and support systems that protect vulnerable workers.

At its core, addressing the triple challenges requires a renewed and strengthened social compact—one that is grounded in solidarity, accountability, and a shared vision for a more equitable and inclusive society. A healthy psychosocial working environment is not detached from these realities; it is fundamentally linked to them. Workers who are trapped in cycles of poverty, insecurity, and exploitation are more vulnerable to psychosocial harm. Therefore, our efforts to improve workplace conditions must go hand in hand with broader socio-economic transformation. Only through collective action, guided by the principles of social justice and human dignity, will we be able to build an economy that works for all and a society that truly reflects the democratic gains of our liberation struggle.

Programme Director

This year, the ILO has deliberately chosen to focus on psychosocial risks in the workplace—an issue that exposes the deeper contradictions within modern systems of work. While occupational health and safety have historically focused on visible hazards such as machinery, chemicals, and physical injuries, we must now confront the reality that the organisation of work itself can become a source of harm.

Stress, burnout, exploitation, workplace violence, harassment, and excessive workloads are not incidental; they are often the direct outcomes of production systems that prioritise output and profit over the well-being of workers.

A workplace cannot be truly safe if it is psychologically unsafe. The psychosocial environment is shaped by how work is organised, managed, and experienced, including factors such as workload, job security, fair remuneration, and workplace power relations. When these are misaligned, they create stress, insecurity, and distress, undermining both worker dignity and productivity.

A healthy psychosocial working environment is therefore not only a moral obligation, but a key condition for sustainable productivity. Workers who face stress and exploitation are less able to perform effectively, leading to reduced productivity, weakened organisational performance, and broader socio-economic instability.

In this regard, non-compliance with labour laws is not a neutral administrative matter; it is a direct assault on the well-being of workers. The failure to pay the National Minimum Wage entrenches poverty, deepens inequality, and imposes psychological strain on workers who are already vulnerable.

Similarly, the employment of undocumented foreign nationals under exploitative conditions reflects a systemic attempt to bypass labour protections, depress wages, and fragment the working class. These practices do not only undermine fair labour standards; they create environments of fear, instability, and competition among workers, eroding solidarity and weakening collective resistance. Ultimately, they contribute to reduced productivity and the deterioration of workplace cohesion.

It is for this reason that the role of organised labour and trade unions remains indispensable. Trade unions are not merely stakeholders; they are instruments of worker representation and vehicles for advancing the interests of the working class. Through collective bargaining, workplace organisation, and advocacy, unions ensure that the voices of workers are heard and that their rights are defended. In partnership with the state and responsible employers, organised labour forms a critical pillar of the social compact necessary to transform workplace conditions and advance decent work.

In this system, labour inspectors serve as agents of the democratic state in enforcing labour standards and protecting the rights of workers. Their role is not passive; it is active, interventionist, and transformative. Every inspection conducted is a direct assertion of the rule of law and a reaffirmation that the exploitation of workers will not be tolerated.

However, under this year's theme, it is clear that the mandate of the inspectorate must evolve. The nature of psychosocial risks requires a more sophisticated, nuanced, and human-centred approach to enforcement. Inspectors must therefore be equipped not only with technical knowledge of legislation, but also with the necessary soft skills to engage complex workplace dynamics. Skills such as communication, empathy, conflict resolution, and psychological awareness are no longer optional; they are essential.

As we expand the inspectorate, the recruitment of additional inspectors must be accompanied by deliberate investment in these competencies. Furthermore, there is a growing necessity for a multidisciplinary approach, in which inspectors work in collaboration with social service professionals, including social workers and psychologists. This integrated approach will strengthen the capacity of the state to monitor, assess, and intervene in workplaces where psychosocial risks are prevalent.

Through such collaboration, we will ensure that employers are held accountable not only for physical safety, but for the overall well-being of their employees. Employers must understand that the creation of a conducive working environment is not an act of benevolence; it is a legal and social obligation. Failure to address psychosocial risks will inevitably result in mental health challenges among workers, reduced productivity, and long-term socio-economic costs.

I thank you.

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