Minimum wage increase is coming: Is your business prepared?

Image source: Rabia Elif Aksoy – 123RF.com

Key highlights of the amendments

General minimum wage increase

The NMW rises to R28.79 per hour, up from R27.58 in 2024, representing a 4.4% increase.

• Farmworkers and domestic workers are now fully aligned with this rate, achieving parity in sectors that have historically been underpaid.
• Expanded public works programme (EPWP) participants: The minimum wage for these workers increases from R15.16 per hour in 2024 to R15.83 per hour in 2025.

Other significant changes

• Contract cleaning workers: The minimum hourly rates have increased and now vary by region, with Area A (urban/metropolitan areas) set at R31.69 per hour and Area B (rural areas) at R28.98 per hour. This regional differentiation acknowledges varying costs of living but poses challenges for wage standardisation across the cleaning industry.
• Learnership allowances: Weekly allowances for workers in learnership programmes have been updated in a new schedule, reflecting the importance of financial support during training. However, ensuring compliance and adequate employer contributions will require careful oversight.

These amendments reflect a commitment to uplift vulnerable workers and promote skills development but demand deliberate strategies to address the ripple effects on businesses.

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What employers can expect

The upside

The 2025 amendments are a step forward in addressing income inequality. By ensuring that farmworkers, domestic workers, and EPWP participants receive fair pay, the government is making progress in reducing wage disparities. Additionally, the increased learnership allowances are expected to attract more participants into skills development programmes, which are critical for improving South Africa’s long-term workforce productivity.

Employers who embrace these changes may benefit from improved employee morale, reduced turnover, and enhanced productivity as workers feel more valued and supported.

The challenges

However, these changes are not without risks, particularly for small and medium-sized enterprises (SMEs):

• Increased costs: For many businesses, the rising minimum wages and allowances may strain already tight budgets. Employers may have to reevaluate their workforce structures, potentially leading to job cuts, reduced working hours, or increased reliance on automation.
• Automation and AI pressures: With the rise of automation and AI in labour-intensive industries, businesses may fast-track these technologies to mitigate costs, further marginalising youth and entry-level workers who struggle to enter the labour market.
• Economic-labour growth disconnect: South Africa’s economic growth is projected to remain sluggish, with GDP growth rates below the levels required to stimulate significant job creation. Traditionally, a 1% growth in GDP results in only a 0.5% growth in employment. If the NMW is not kept realistic and affordable, the labour market risks excluding youth and low-skilled workers entirely.
• Regional disparities: The differentiated rates for cleaning workers could create uneven labour markets, with rural workers migrating to urban areas for higher wages. This movement risks deepening unemployment and economic disparities in less developed regions.
• Compliance risks: Implementing the updated learnership allowances and regional wage variations could prove challenging for employers, especially in the informal sector. Non-compliance risks penalties and reputational damage.

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Striking a balance: Recommendations for employers

While the amendments present challenges, proactive steps can help businesses navigate these changes effectively:

1. Reevaluate budget allocations: Employers should assess how the increased wages and allowances will impact their payroll and operational costs. Identifying inefficiencies and reallocating resources strategically can mitigate financial strain.
2. Invest in upskilling: Employers who invest in employee development, especially through learnership programmes, may benefit from improved productivity and access to tax incentives, such as the Section 12H Learnership Tax Allowance.
3. Adopt workforce planning: With rising costs, businesses may need to optimise workforce planning. Flexible work arrangements, cross-training employees, and automation can help maintain operational efficiency.
4. Engage with government support: Employers should advocate for government support measures, such as wage subsidies or tax breaks, to ease the financial burden of compliance with the new amendments.

A call for collaboration

The success of the 2025 amendments hinges on collaboration between government, employers, and workers. Policymakers must strengthen enforcement mechanisms to ensure compliance, particularly in the informal sector, while also providing targeted support for SMEs. Businesses, in turn, should engage in transparent dialogue with employees, helping them understand the broader implications of these changes.

Conclusion

The national minimum wage amendments for 2025 demonstrate progress toward a fairer labour market, but their implementation requires careful balancing of worker welfare and business sustainability. The labour market’s fragility, combined with pressures from automation and slow economic growth, underscores the importance of keeping the NMW realistic and affordable.

Employers must approach these changes with strategic foresight, leveraging opportunities for growth while mitigating potential risks. With robust planning and collaborative efforts, South Africa can advance toward a more equitable and resilient economy.