The national minimum wage (NMW), will increase with effect from 1 March 2025. There will also be an increase of the minimum wage in certain specified sectors.

R28,79 per hour

The minimum wage of R27,58 per hour will increase to R28,79 per hour (an increase of approximately 4,4%). The new minimum wage sets a new baseline across all sectors, with a few exceptions.

Farmworkers and domestic workers

The minimum rate for farm workers and domestic workers remain on par with the NMW at R28,79 per hour.

Exceptions

The exceptions are as follows:

  • Workers employed on Expanded Public Works: R15,83 per hour
  • Workers with learnership agreements in terms of the Skills Development Act: See schedule in the link to the Government Gazette below

Increases in other sectors

Employers in SD9: Wholesale and Retail Sector will have to increase their minimum rates (which depends on the job category, the lowest of which is in line with the NMW at R28,79 per hour). Employers in the SD1: Contract Cleaning Sector will also have to increase their minimum rates, with a R31,69 minimum in metropolitan areas and R28,79 in certain rural areas). More details can be found in the Government Gazette (GG) – CLICK HERE.

Allowances, etc?

Employers are reminded that the NMW excludes allowances that are paid to enable employees to work (such as transport and equipment), or payment in kind (such as board or accommodation), as well as bonuses, tips or food.

Exemption

There is provision for employers to apply for exemption. The National Minimum Wage Exemption System is accessible online at https://nmw.labour.gov.za. Alternatively, employers may approach their nearest branch of the Department of Employment and Labour.

For questions or advise, please contact the Cofesa national helpline:

(t): 011 679 4373

(c): 072 341 3382 | 082 656 4957

(e): karenbellcofesa@hotmail.com | etienne@cofesa.co.za

The information and material published on this website is provided for general purposes only and does not constitute legal advice. We make every effort to ensure that the content is updated regularly and to offer the most current and accurate information. Readers are advised to always consult with a Labour Law Practitioner before acting on the information. We accept no responsibility for any loss or damage, whether direct or consequential, which may arise from reliance on the information contained in these pages.