{"id":2983,"date":"2025-03-11T10:13:16","date_gmt":"2025-03-11T08:13:16","guid":{"rendered":"https:\/\/law-at-work.co.za\/?p=2983"},"modified":"2025-03-11T10:13:16","modified_gmt":"2025-03-11T08:13:16","slug":"south-africas-national-minimum-wage-to-increase-from-march-2025-heres-what-you-need-to-know","status":"publish","type":"post","link":"https:\/\/law-at-work.co.za\/index.php\/2025\/03\/11\/south-africas-national-minimum-wage-to-increase-from-march-2025-heres-what-you-need-to-know\/","title":{"rendered":"South Africa\u2019s National Minimum Wage to Increase from March 2025 \u2013 Here\u2019s What You Need to Know!"},"content":{"rendered":"\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1006\" height=\"351\" src=\"https:\/\/law-at-work.co.za\/wp-content\/uploads\/2025\/03\/image.png\" alt=\"\" class=\"wp-image-2984\" srcset=\"https:\/\/law-at-work.co.za\/wp-content\/uploads\/2025\/03\/image.png 1006w, https:\/\/law-at-work.co.za\/wp-content\/uploads\/2025\/03\/image-300x105.png 300w, https:\/\/law-at-work.co.za\/wp-content\/uploads\/2025\/03\/image-768x268.png 768w\" sizes=\"auto, (max-width: 1006px) 100vw, 1006px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The National Minimum Wage will increase at a rate of 4,4% from <strong>&nbsp;R27,58<\/strong> per hour to <strong>R28,79<\/strong> per hour, with effect from 1 March 2025.&nbsp; This shows an increase of R1,21 per hour, which was gazetted by the Minister of Employment and Labour on 4 February 2025.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The increase in the National Minimum wage will apply uniformly across all sectors of labour, including domestic workers and farm workers.&nbsp; While the increase applies to most sectors, certain sectors have different rates, as outlined below.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>EXCEPTIONS:<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The National Minimum wage will be applied differently in the following sectors:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Workers employed in Extended Public Work Programs \u2013 The rate has increased from <strong>R 15,15<\/strong> to <strong>R15,83<\/strong> per hour.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Workers employed in SD1: Contract Cleaning Sector will also have an increase in their minimum rates, to <strong>R31,69<\/strong> per hour in Metropolitan areas and <strong>R28,79<\/strong> per hour in certain rural areas.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employers in SD9: Wholesale and Retail Sector must increase their minimum rates, which vary by job category.\u00a0 The lowest rates must be in line with the National Minimum Wage at <strong>R28,79<\/strong> per hour.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees under learnership contracts will receive allowances as outlined in the latest government gazette.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>LEGAL AND EXEMPTION PROVISIONS:<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers are legally required to comply with the new wage rates. The National Minimum Wage excludes additional benefits such as transport, food, accommodation, bonuses, and tips.&nbsp; Employers unable to meet the new wage standards can apply for an exemption of up to 10%, allowing them to pay no less than 90% of the prescribed rate.&nbsp; Exemptions are granted based on financial assessment and are valid for up to 12 months.&nbsp; Employers must provide financial statements to justify their exemption request, and approvals are subject to review by the Department of Employment and Labour.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The National Minimum Wage will increase at a rate of 4,4% from &nbsp;R27,58 per hour to R28,79 per hour, with effect from 1 March 2025.&nbsp; This shows an increase of &#8230;<\/p>\n","protected":false},"author":1,"featured_media":2985,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2983","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised"],"_links":{"self":[{"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/posts\/2983","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/comments?post=2983"}],"version-history":[{"count":1,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/posts\/2983\/revisions"}],"predecessor-version":[{"id":2986,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/posts\/2983\/revisions\/2986"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/media\/2985"}],"wp:attachment":[{"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/media?parent=2983"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/categories?post=2983"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/law-at-work.co.za\/index.php\/wp-json\/wp\/v2\/tags?post=2983"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}