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I-DEAL ISSUE | 03 | 2025MAY01 May 2025 = Worker’s Day (naonal holiday)08 - 09 May 2025 = Department’s Inspecons and Enforcement Branch (IES) branch hosts an Annual Employment & Labour Law Indaba at the Birchwood Hotel & OR Tambo Conference Centre in Boksburg, Gauteng20 May - 03 July 2025 = The Department’s Employment Equity (EE) Directorate together with Commission for Employment Equity (CEE) partners with Commission for Conciliaon Mediaon and Arbitraon (CCMA) to conduct naonal EE advocacy workshops. Under the theme: “Bridging the Equity Gap Through Diversity & Inclusion” – these will be held as follows: Eastern Cape - East London (20 May 2025) Gqeberha (22 May 2025); KwaZulu-Natal - Pietermaritzburg (27 May 2025) Durban (29 May 2025); Free State - Welkom (03 June 2025) Bloemfontein (04 June 2025); Limpopo - Thohoyandou (03 June 2025) Polokwane (05 June 2025); Mpumalanga - Nelspruit (10 June 2025) Witbank (Emalahleni) - (12 June 2025); North West - Klerksdorp (10 June 2025) Rustenburg (12 June 2025); Northern Cape - Kimberley (18 June 2025); Western Cape - Mossel Bay / George (24 June 2025) Cape Town (25 June 2025); Gauteng - West Rand / Vaal (01 July 2025) Johannesburg (02 July 2025) Pretoria (03 July 2025)22 May 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng 27 May 2025 = Department of Employment and Labour in a partnership with University of Johannesburg (UJ) expected to host the second Elijah Barayi Memorial Lecture as part of celebrang Internaonal Workers MonthJUNE02-13 June 2025 = 113th Session of the Internaonal Labour Conference (ILC) is held in Geneva, Switzerland. The Conference sets the internaonal labour standards and the broad policies of the Internaonal Labour Organizaon (ILO). It meets annually. Oen called an internaonal parliament of labour, the Conference is also a forum for discussion of key social and labour quesons.14 June 2025 = 354th Session of the Governing Body of ILO meets in Geneva, Switzerland. The Governing Body of the Internaonal Labour Oce is the execuve body of the Internaonal Labour Organizaon (the Oce is the secretariat of the Organizaon). It meets three mes a year, in March, June and November. It takes decisions on ILO policy, decides the agenda of the Internaonal Labour Conference, adopts the dra Programme and Budget of the Organizaon for submission to the Conference, and elects the Director-General.16 June 2025 = Youth Day (naonal holiday)19 June 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng 29-30 June 2025 = G20 3rd Employment Working Group (EWG) meeng in Geneva, SwitzerlandJULY23 July 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng 30-31 July 2025 = G20 4th Employment Working Group (EWG) meeng and, the Labour and Employment Minister Meeng in the Western Cape DEL contacts and service pointsWe value your feed-back and contribuons, please contactShadrack Mashalaba on (012) 309 4882 shadrack.mashalaba@labour.gov.za CONTRIBUTORS Shadrack MashalabaTheron MakuyaDESIGNERMulalo MbangoPHOTOGRAPHERSLebogang Moloko Nhlanhla Khumalo Sibusiso MakhuboTinyiko MasingiMishack Magakwe Hlengane NgobeniDISTRIBUTIONLloyd RamutloaCONTRIBUTORS employmentandlabour@deptoflabour Department of Employment and LabourEDITOR: PETUNIA LESSINGDIARY OF EVENTS

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EDITORIALTeboho ejaneEditor-in-ChiefCELEBRATING FREEDOM MONTH IN SOUTH AFRICAApril is recognised as Freedom Month in South Africa, a signicant commemoraon for all cizens. It is a me to reect on our hard-earned democracy and the freedoms we enjoy today. Freedom is oen dened as the condion or right of being able to do, say, or think whatever one wants without being controlled or limited. In many parts of the world, these freedoms are hard to come by and oen come at a high cost, somemes involving serious or extreme sacrices. In South Africa, we celebrate Freedom Day on 27 April, marking the rst non-racial elecon of 1994 and the end of Apartheid rule. This day reminds us of the importance of protecng our hard-earned freedom with great vigilance and pride.Under the guidance of the Department of Employment and Labour, South Africa recently hosted the G20 second Employment Working Group (EWG) meeng. This historic event focused on gender equality in the workforce and addressing the growing disparity in labour income share. The meeng, held under the theme “Living and Working in an Unequal World: Ensuring Decent Work and Decent Lives,” aligns with South Africa’s G20 Presidency theme of: Solidarity, Equality, Sustainability.Following the success of the previous meeng in Gqeberha from 18-21 February 2025, which discussed Inclusive Growth and Youth Employment, Social Security, and Digitalisaon for an Inclusive Future of Work, the latest congregaon connued to build on these crical issues.Addionally, the Department hosted the Jobs and Career Fair, where Minister of Employment and Labour, Nomakhosazana, presided over the handover of contracts worth R460 million to 15 LAP partner companies in Mpumalanga. This iniave aims to smulate job creaon in the province across various sectors, creang approximately 9,600 training and job opportunies. Similar launches are expected to be rolled out in other provinces.April is also designated as Occupaonal Health and Safety (OHS) Month. The Department of Employment and Labour has been acvely promong health and safety in the workplace through various acvies, meengs, and conferences naonwide. These eorts culminate in the naonal commemoraon of the World Day for Health and Safety on 28 April, featuring expert speakers and discussions on the impact of digitalisaon and arcial intelligence on workers’ safety and health.The month of April also marks the beginning of a new nancial year, bringing fresh opportunies for the Department of Employment and Labour to enhance its outreach to clients. The Department plans to implement innovave strategies to improve service delivery, including expanding digital plaorms for easier access to services and increasing community engagement iniaves. These eorts aim to ensure that all cizens are aware of and can benet from the Department’s programmes and services. The Department’s strategic documents and Annual performance plan have been rened to explicitly align with the seven strategic priories outlined by the Minister.Aligned to the Medium-Term Development Plan (MTDP) 2025 – 2030 which idenes three naonal priories that guide the Department’s intervenons: Priority 1: Inclusive Growth and Job Creaon, Priority 2: Reducing Poverty and Addressing the High Cost of Living, Priority 3: Building a Capable, Ethical, and Developmental State. The Department of Employment and Labour has idened Seven Strategic Priories that guide its intervenons namely,Strategic Priority 1: Strengthen regulatory capabilies of the departmentStrategic Priority 2: Coordinaon of employment intervenons within government through collaboraons, partnerships, and cooperaonsStrategic Priority 3: Good Corporate GovernanceStrategic Priority 4: Improved service deliveryStrategic Priority 5: Strengthen the instuonal capacity of the DepartmentStrategic Priority 6: Massify the markeng of the departmental services and ProgrammesStrategic Priority 7: Advance the new employment mandate of the DepartmentThe three MTDP Strategic Priories, the DEL Seven Priories, the DEL Integrated Strategic Plans, and Annual Performance Plans are the Key Driving Forces and the dynamic factors that help determine the DEL’s trajectory towards its desired or planned-for future.Minister Meth emphasised the importance of service delivery, stang, “Substanve results can be achieved through an intensive and collaborave mechanism that will propel us to realise the department’s objecves. Our commitment to service delivery is unwavering, and we strive to make a transformave impact on employment, labor relaons, and social welfare in South Africa.”One of the Department’s notable success stories involves the LAP iniave in Mpumalanga. Through this programme, 15 partner companies received contracts worth R460 million, aimed at smulang job creaon in various sectors. This iniave has already created approximately 9,600 training and job opportunies, signicantly contribung to the province’s economic growth and employment rates. The success of this programme is a testament to the Department’s commitment to fostering sustainable job creaon and improving the livelihoods of South Africans.Another success story comes from the North West province, where the LAP iniave has also made a signicant impact. The Department’s eorts in this region have led to the creaon of thousands of job opportunies and training programmes, empowering local communies and driving economic development. These achievements highlight the Department’s dedicaon to ensuring that all provinces benet from its iniaves and programmes.The Department is commied to reducing unemployment, poverty, and inequality through policies and programmes developed in consultaon with social partners. Our mission is to regulate the South African labour market for a sustainable economy through appropriate legislaon, inspecon, compliance monitoring, enforcement, protecon of human rights, provision of employment services, promong equity, social and income protecon, and social dialogue.We encourage our clients to engage with our services and iniaves, as we strive to create a labour market conducive to investment, economic growth, employment creaon, and decent work.

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I-DEAL ISSUE | 04 | 20254G20 Second EWG ends with a commitment to foster a fair landscape in gender equality and address wage disparities South Africa completed a historic and successful Group of Twenty (G20) second Employment Working Group (EWG) meeng and delegates commied their governments to discuss and address women’s parcipaon in the labour market and tackle the gender pay gap. The four-day meeng concluded with a proposal known as the “Brisbane-eThekwini Target” on Reducing the Labour Force Parcipaon Gap Between Men and Women by 25 percent by 2035.The Brisbane-eThekwini goal entails a revision of the target date from 2025 to 2035 to reduce the labour force parcipaon gap between men and women. The Brisbane Target was adopted during the Australian Presidency in 2014. The G20 leaders pledged in Brisbane to reduce the gap in labour force parcipaon rates between men and women by 25 percent by 2025. The aim was to bring 100 million more women into the labour market, increasing global and inclusive growth, and reducing poverty and inequality.The G20 EWG Forum reiterated that while a substanal number of G20 countries progress made in terms of equal opportunies, parcipaon of women in the labour market, and reducon of the gender pay gap. The member countries have also managed to reduce gender inequalies, but things have slowed down due to the impact of the COVID-19 pandemic on the global economy. The G20 Roadmap Towards and Beyond the Brisbane Target intended to: • Increase the quanty and quality of women’s employment• Tackling the gender pay gap• Promong a more even distribuon of women and men across sectors and occupaons• Promong a more balanced distribuon of paid and unpaid work between women and men• Addressing discriminaon and gender stereotypes in the labour marketSiyabonga Hadebe, the Geneva-based Labour Aaché from the Department of Employment and Labour told the closing session of the Second EWG meeng that, achieving true equality in the workplace must also involve addressing wage disparies. The theme was: “Living and Working in an Unequal World: Ensuring Decent Work and Decent Lives”. It aligns with South Africa’s G20 Presidency theme of: Solidarity, Equality, Sustainability. The gathering was held at The Arch Convenon Centre in uMhlanga, KwaZulu-Natal. The event was aended by more than 200 delegates from G20 members, invited countries, internaonal organisaons such as the Internaonal Labour Organizaon, World Bank, and Organizaon for Economic Cooperaon and Development, and academic experts. By Shadrack Mashalaba Kwa-Zulu-Natal Premier Thamsanqa Ntuli and Employment and Labour Minister, Nomakhosazana Meth during the plenary session of the G20 second Employment Working Group meeng held at The Arch Convenon Centre in uMhlanga, KwaZulu-Natal. South Africa’s theme for the G20 Presidencyw#G20SouthAfrica | www.g20.orgSolidarity, Equality, SustainabilitySouth Africa’s G20 Presidency, 1 December 2024 - 30 November 2025A connected world, built on a people-centred and inclusive future Fair opportunities for all nations and peopleAddressing today’s needs and protecting our shared future

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I-DEAL ISSUE | 04 | 20255The Department’s Public Employment Services (PES) branch recently held its March branch management commiee (IBMC) meeng and several strategic and other items were under discussion. PES exists to provide assistance to companies and workers to adjust to changing labour market condions, and to regulate private employment agencies.Below are dbits of issues under discussion. Workseeker Services The branch is in the process of unveiling a new SAP-powered Employment Services of South Africa (ESSA) system. The iniave is under pilot. Jobs World Progress with Setup = In a quest to introduce innovaons and as part of the E4E project – a Jobs World is being set up in Gqeberha. The idea is to get as many of the role players from partner sister departments and the SETAs to parcipate, in assisng job seekers. Even though the base is being set up in Gqeberha, the partners parcipang will rotate in all provinces. The iniave is expected to be launched in June 2025. The Jobs World iniave is being implemented in a number of countries. The facility provides a comprehensive exhibion and experience centre to foster a healthy understanding of careers and career exploraon. In summary, it provides diverse career and skills experiences, opportunies for talent exploraon, and career guidance sessions. Employer services The Naonal Labour Migraon Policy (NLMP) and Employment Services (ES) Bill have been presented to the Economic Cluster. The NLMP and ES Bill are ready for submission to the Cabinet for consideraon and referral to the Parliamentary process. Dialogue on Labour Migraon and Governance = The branch in collaboraon with European Union (EU) is planning to host a Naonal Dialogue on Labour Migraon and Governance by April/May 2025. Exchange Program between French Government, Business France, and South Africa-DEL - the Department plans to collaborate with the French Government on an exchange program for unemployed graduates for 12-24 months. The branch is in the process of nalising modalies with relevant authories/and departments. Capacity building - in preparaon for the implementaon of the Naonal Labour Migraon policy the Department has requested the Internaonal Organizaon for Migraon (IOM) to provide capacity building to the Employment Services Board and ocials of the Department - PES and IES. Naonal Employment Policy (NEP) = is in the nal stages of nalisaon. NEP is a policy intervenon aimed at fostering demand-led employment growth. Financial Report = As of February 2025 aer budget allocaon was adjusted to R917,526 million the branch had spent R886,154 million which constutes (97%) of the budget for 2024-2025. PES Key Objecves as per the annual performance plan for 2025-26The branch plans to provide public employment services and collaborate with the Program Management Oce, the UIF, and other departments to support work seekers. PES will contribute through: registering 1 000 000 work seekers on ESSA by 31 March 2026; registering 120 000 work opportunies on the employment services of South Africa database system by 31 March 2026; lling 70 000 registered employment opportunies by 31 March 2026; providing employment counselling to 270 000 work seekers by 31 March 2026; make recommendaons on the proposed Naonal Labour Migraon Policy and the Employment Services Amendment Bill – to be presented to Cabinet by 31 March 2026; conduct nine Jobs and or Career Fairs by 31 March 2026; nalise partnership agreements. The unit also plans through the Supported Employment Enterprises (SEE) to increase employment levels of Persons with Disabilies; nalise agreements with non-governmental organisaons subsidies to Persons with Disabilies; promote producvity and Turn Around Soluons iniated by Producvity South Africa; and facilitate the employment of young people through the Presidenal Youth Employment Iniave. By Shadrack MashalabaPublic Employment Services (PES) Branch Management Committee (BMC) South Africa’s theme for the G20 Presidencyw#G20SouthAfrica | www.g20.orgSolidarity, Equality, SustainabilitySouth Africa’s G20 Presidency, 1 December 2024 - 30 November 2025A connected world, built on a people-centred and inclusive future Fair opportunities for all nations and peopleAddressing today’s needs and protecting our shared future

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I-DEAL ISSUE | 04 | 20256The implementaon of the Employment Equity (EE) Amendment Act, No. 4 of 2022 will take centre stage during the upcoming joint naonal roadshows. The Department of Employment and Labour, the Commission for Employment Equity (CEE), and the Commission for Conciliaon Mediaon and Arbitraon (CCMA) plan to conduct naonal workshops/roadshows to engage with various stakeholders in the labour market about the implicaons of the new legislaon. The 2025 EE workshops will be held under the theme: “Bridging the Equity Gap Through Diversity & Inclusion”. These will be held during May and July 2025. This year’s workshops will focus on: • How to implement the EE Amendments contained in the EE Amendment Act, 2022, and its EE Regulaons?• Five-year Sector EE targets for 18 industry sectors; • Praccal demonstraon of how to ulise the EE system online facilies to capture EE reports and request EE Cercate of Compliance; and • Presentaon on discriminaon disputes referred to the CCMA (including harassment), dispute resoluon in terms of the EEA, and case law. The EE Act came into operaon in 1998 with the purpose of achieving equity in the workplace by – promong equal opportunity and fair treatment in employment through the eliminaon of unfair discriminaon and implementaon of armave acon measures to redress the disadvantages in employment experienced by designated groups – in order to ensure their equitable representaon in all occupaonal categories and levels in the workforce. The naonal series of workshops/roadshows start on 06 May 2025 ending on 18 June 2025, with venues to be conrmed.Department of Employment and Labour teams up with CEE, and CCMA to discuss the new Employment Equity Act in advocacy workshopsDepartment’s Northern Cape Chief Director: Provincial Operaons, Zolile Albanie addressing the opening of an Employment Equity workshop held in Kimberley last year.The 2025 programme of naonal workshops is as follows:Eastern Cape• East London (20 May 2025)• Gqeberha (22 May 2025)KwaZulu-Natal• Pietermaritzburg (27 May 2025)• Durban (29 May 2025)Free State• Welkom (03 June 2025)• Bloemfontein (04 June 2025)Limpopo• Thohoyandou (03 June 2025)• Polokwane (05 June 2025)Mpumalanga• Nelspruit (10 June 2025)• Witbank (Emalahleni) - (12 June 2025)North West• Klerksdorp (10 June 2025)• Rustenburg (12 June 2025)Northern Cape• Kimberley (18 June 2025)Western Cape• Mossel Bay / George (24 June 2025)• Cape Town (25 June 2025)Gauteng• West Rand / Vaal (01 July 2025) • Johannesburg (02 July 2025)• Pretoria (03 July 2025)By Shadrack Mashalaba

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I-DEAL ISSUE | 04 | 20257FRAUD PREVENTION – OUR SERVICES ARE FREEWhat is fraud?Fraud is a non-violent, nancial technique that is used in order to deceive businesses, the government and individuals. It is an illegal misrepresentaon of the truth in order to deprive the vicm of money/property or to obtain other gains unlawfully. Other words used for fraud are scam, swindle, cheat, con, sng, and condence trick.Warning!Members, pensioners and beneciaries of the Fund may fall vicm to fraud. They must keep in mind that the Government Employees Pension Fund (GEPF) will not appoint corporates or individuals to help them complete forms or collect claim forms or update details in the comfort of their homes or at the side of the road. This is only done by GEPF outreach programmes and at the GEPF regional and satellite oces in the provinces. All these services are rendered for free. Claim forms are only submied to the Fund by the member’s departmental Human Resource units.Fraud lineThe GEPF, its members and beneciaries are oen targets of fraudulent and other nancial criminal acvies. We request that you report any suspicious fraudulent pension fraud, corrupon or other unethical behaviour anonymously to our fraud line on 0800 203 900. All calls from a Telkom line are free of charge. Alternavely, you can: send an SMS to 30916; send an email to gepf@thehotline.co.za; send a fax to 086 726 1681; or report the acvity on the website (www.thehotline.co.za).Steps to report fraud at GEPF• Dial 0800 203 900 toll free from any Telkom telephone. You may remain anonymous, but please give the hotline operator full details of the fraudulent, corrupt or unethical pracce that you are reporng. These details may include:• Fraud and corrupon.• Who is involved or doing what?• What has happened?• How was it done and how oen?• Where is it done?• When was the incident observed?• Value involved – monetary value.• Any proof available?• Are there any witnesses?Enquiries may be directed to the GEPF Call Centre: 0800 117669 The GEPF respects the privacy and personal informaon of its members and pensioners and therefore subscribes to the provisions of the Protecon of Personal Informaon Act 4 of 2013. Visit www.gepf. co.za to view the GEPF Privacy Policy and Privacy Statement.TAX DEDUCTIONS FOR DOUBLEINCOME EARNERS (REMINDER TO PENSIONERS TO INDICATE THEIR CHOICE)The Government Pensions Administraon Agency (GPAA) connues to implement a direcve from the South African Revenue Services (SARS) to apply revised rates to the monthly pension of some pensioners. This change mainly aects pensioners with mulple income streams.Pensioners have the opon of remaining on the adjusted tax rate or reverng to the standard Pay As You Earn (PAYE) rate applicable to their pension. It’s important that pensioners who are considering this opon understand that choosing to revert to the standard rate may result in the GEPF applying a previous, potenally less accurate tax rate. This discrepancy could lead to a possible tax debt to SARS at the end of the nancial year.Addionally, pensioners with extra sources of income can request the GEPF to withhold a higher tax amount from their monthly pension. This step could be benecial to pensioners who nd themselves in a higher tax bracket aer all income is reported to SARS, which could mean that an addional tax payment has to be made aer their assessment.Pensioners who wish to adjust their tax rate must specify the extra amount to be withheld each month, along with the start and end dates for the deducon. Without a specied end date, the deducon will connue to be made indenitely. The addional amounts will be shown on the pensioner’s annual IRP5 form.Enquiries may be directed to the GEPF Call Centre: 0800 117669 The GEPF respects the privacy and personal informaon of its members and pensioners and therefore subscribes to the provisions of the Protecon of Personal Informaon Act 4 of 2013. Visit www.gepf.co.za to view the GEPF Privacy Policy and Privacy Statement. Arcles sourced from GEPF

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I-DEAL ISSUE | 04 | 20258The Department of Employment and Labour’s Inspecon and Enforcement Services (IES) branch is set to host an Annual Employment & Labour Law Indaba 2025 to promote social dialogue on labour market transformaon. The social dialogue involving government, employers, workers, and stakeholders is aimed at maximising compliance with employment and labour legislaon within the South African labour market. The objecves of the Indaba are to strengthen stakeholder relaons, maximise the labour Inspectorate’s visibility, and establish frameworks for eecve advocacy and stakeholder engagement.The Indaba will be held under the theme: Labour Market Transformaon Through Eecve Social Dialogue as a way of encouraging maximum compliance to employment and labour laws.IT WILL BE HELD AS FOLLOWS:For more information and RSVP contact:Dr Pravine Naidoo (Pravine.Naidoo@labour.gov.za; Ms Nompumelelo Skhosana (NompumeleloS@labour.gov.za) & Ms Charmain Nyaku (Charmain.Nyaku@labour.gov.za) Date: 08-09 May 2025 Time: 08:00 – 16:00 Venue: Birchwood Hotel & OR Tambo Conference Centre, 44 View Point Road, Bartlett – Boksburg.The Department’s Inspection and Enforcement Services branch holds an Annual Employment and Labour Law Indaba on complianceAppointments Mr Benedict Bolofo has been appointed Unemployment Insurance Fund Assistant Director responsible for Region 14 in Gauteng Province Ms Hlengiwe Prey Pearl Dlamini has been appointed Unemployment Insurance Fund Assistant Director responsible for Pretoria Region in Gauteng Province.

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I-DEAL ISSUE | 04 | 202599South Africa’s theme for the G20 Presidencyw#G20SouthAfrica | www.g20.orgSolidarity, Equality, SustainabilitySouth Africa’s G20 Presidency, 1 December 2024 - 30 November 2025A connected world, built on a people-centred and inclusive future Fair opportunities for all nations and peopleAddressing today’s needs and protecting our shared futureG20 Second EWG - uMhlanga, KwaZulu-Natal South Africa played host to the historic Group of Twenty (G20) second Employment Working Group (EWG) meeng held at The Arch Convenon Centre in uMhlanga, KwaZulu-Natal. The four-day meeng concluded with a proposal known as the “Brisbane-eThekwini Target” on Reducing the Labour Force Parcipaon Gap Between Men and Women to 25 percent by 2035.The 2nd EWG meeng was held under the theme: “Living and Working in an Unequal World: Ensuring Decent Work and Decent Lives”. This aligns with South Africa’s G20 Presidency theme of: Solidarity, Equality, Sustainability. The gathering focused on gender equality in the workforce; and on addressing inequality and declining labour income share. The event was aended by more than 200 delegates from G20 members, invited countries, internaonal organisaons such as the Internaonal Labour Organizaon, World Bank and Organizaon for Economic Cooperaon and Development, and academic experts.

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I-DEAL ISSUE | 04 | 202511South Africa under the guidance of Department of Employment and Labour held yet another G20 Employment Working Group (EWG) meeng focused on gender equality in the workforce and the growing labour income share disparity.The second was held at The Arch Convenon Centre in Umhlanga, KwaZulu-Natal. The latest meeng follows the success of the previous meeng held in Gqeberha from 18-21 February 2025 in which the issue of Inclusive Growth and Youth Employment; and Social Security and Digitalisaon for an Inclusive Future of Work came under discussion.Once again the 2nd meeng, convened under the theme: “Living and Working in an Unequal World: Ensuring Decent Work and Decent Lives”. It is aligned with South Africa’s G20 Presidency theme of: Solidarity, Equality, Sustainability.Below is what the key speakers said at the second meeng:“The growing erosion of labour’s share of naonal income poses a signicant threat to broader economic resilience and inclusivity goals by widening wealth disparies, weakening the social fabric, and liming upward mobility. Addressing this trend is crucial for global progress,” – SA’s Employment and Labour Minister, Ms Nomakhosazana Meth“Achieving true gender equality in the workforce is not just a maer of social jusce but a fundamental driver of economic prosperity. By closing the gender gap in employment and wages, we can unlock untapped potenal, foster innovaon, and build a more equitable and sustainable labour market for all,” – SA’s Employment and Labour Minister, Ms Nomakhosazana Meth“With both the Antalya and Brisbane targets set to expire this year, we have a crucial opportunity to rearm and expand our commitments to closing disparies. We must ensure that women, parcularly those in marginalised and vulnerable sectors, are fully integrated into the workforce and provided the same opportunies for advancement as their male counterparts,” – SA’s Employment and Labour Minister, Ms Nomakhosazana Meth“Some argue that the government’s role in addressing labour market inequies should be minimal. However, we assert that the cost of inacon far exceeds the cost of intervenon. When governments fail to act, inequality deepens, social unrest festers, and generaons are condemned to economic stagnaon and despair. We refuse to accept such an outcome,” – SA’s Employment and Labour Minister, Ms Nomakhosazana Meth“One of the papers to this gathering is the latest World Economic Forum’s Global Gender Gap Report which states that South African women receive between 23% and 35% less than men for the same work done. This discrepancy is to be found in many countries across the G20 and the world,” – KwaZulu-Natal Province Premier, Thamsanqa Ntuli“We are yet to see the total eliminaon of wage discriminaon especially outside the public sector. In KwaZulu-Natal the public service may be about 50 per cent female with salaries based on equal scales, yet work remains to ensure that senior management service fully reects our gender demographics,” – KwaZulu-Natal Province Premier, Mr Thamsanqa Ntuli“We therefore, support the call for comprehensive and targeted policy intervenons. Among these is the strengthening of labour market instuons and promong equal pay for work of equal value. It is to ensure decent working condions in the care economy and promote equal opportunies and treatment for all in educaon and employment across sectors,” – KwaZulu-Natal Province Premier, Mr Thamsanqa Ntuli“We condemn countries that sll fail to recognise labour rights,” – Representave of L20, Ms Zingiswa Losi“We need to build resilient labour markets. Advancing equal opportunies is one of eecve levers to boost producvity,” – Public Employment Services (PES) branch Deputy Director General, Mr Sam Morotoba“Gender equality is not only a moral and a human right issue, but should be seen as an imperave for global compeveness,” – Department of Employment and Labour’s Employment Equity Directorate - Director, Ms Ntsoaki Mamashela . South Africa’s G20 second Employment Working Group Meeting quotable quotes

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I-DEAL ISSUE | 04 | 202514An unfair labour pracce is any prejudicial act or omission by an employer against an employee. This can include acons related to promoon, demoon, training, benets, suspension, and discipline. This means any unfair act or omission that ascends between an employer and employee involving - (a) unfair conduct by the employer relang to the promoon.The most common dispute received in the Department relates to promoon, non-shortlisng, and non-appointment. The Department is mostly challenged at the General Public Service Sector Bargaining Council (GPSSBC) concerning promoonal disputes in terms of secon 186 (2) (a). The Chairperson of interviews, Panel members, and Human Resources Praconers are advised to be diligent when making recommendaons for shortlisng and appointments. The Panel members are advised to be more responsible and accountable because any decision can be challenged. The Chairperson must be objecve in making the nal decision, panel members are expected to score objecvely as well as Human Resource Management (HRM) Praconers are expected to record the deliberaons and give advice according to the legislave prescripts. To avoid arbitraon awards against the Department, the Panel members are advised to comply with the Recruitment and Selecon policy of the Department. Failure to do so may lead to unnecessary ligaon against the Department.In City of Cape Town v SA Municipal Workers Union obo Sylvester & others (2013) 34 ILJ 1156 (LC), it was held that the overall test is one of fairness and that in deciding whether or not the employer had acted unfairly in failing or refusing to promote the employee, relevant factors to consider include whether the failure or refusal to promote was caused by unacceptable, irrelevant or invidious consideraons; or movated by bad faith, was arbitrary, capricious, unfair or discriminatory; whether the employer’s decision not to promote was based upon a wrong principle or was taken in a biased manner. The list is not exhausve.In the High Court of South Africa (Limpopo Division, Polokwane) in the case of Raliphada Ndiambani vs Makhado Municipality the First Respondent - Acng Judge Sydwell Sikhwari ruled that the resoluon of the Council of Makhado Local Municipality dated 30 August 2023 of appoinng Ms. M Thangavhuelelo as Chief Financial Ocer in disregard of the selecon panel’s recommendaons dated 12 May 2023 and not appoinng Mr. Ndiambani Godfrey Raliphada as the Chief Financial Ocer of Makhado Local Municipality was declared to be unlawful, unreasonable and procedurally unfair. Furthermore, the Acng Judge ordered the Municipal respondents to pay the costs. - (Ms Theron Makuya is Department of Employment and Labour, Deputy-Director: Employment Relaons)By Theron Makuya What to consider to avoid disputes relating to unfair labour practice promotionDepartment’s Employment Relaons Deputy Director, Theron Makuya … accountability breeds response-ability.

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I-DEAL ISSUE | 04 | 202517Employment and Labour Minister, Ms. Nomakhosazana Meth recently announced contracts valued at R460 million to 15 Labour Acvaon Programme (LAP) partner companies in Mpumalanga, saying the iniave was about igning opportunies aimed at smulang job creaon in the Province.Ms Meth said Mpumalanga Province was the heartbeat of economic acvity. She said the province connects industries, markets, and livelihoods. It is here that hard work turns into success, innovaon meets determinaon, and every road and railway is a path to prosperity, she said: “We are invesng not just in businesses, but in people, skills, and making dreams that deserve to be realized a possibility. This is what real economic transformaon looks like — not just numbers on a page, but real impact on the lives of those who call Mpumalanga home”.The Minister announced that the handover of contract will result in the creaon of 9 600 opportunies. The handover event happened alongside the Department’s Jobs and Career Fair, at the Mbombela Stadium.The Department of Employment and Labour Jobs Fair concept seeks to smulate employment of work seekers parcularly amongst youth. The event also provide an opportunity where job seekers can interact with potenal employers and learn about available job opportunies.The latest Jobs Fair was supported by many partners from the private sector and government departments and agencies including the Seta’s, commercial banks, insurance companies, development agencies, manufacturing and training agencies among others.The Labour Acvaon Programme is the Department’s agship job creaon iniave. The latest launch follows recent ones hosted in the Western Cape, the Eastern Cape and North West.Minister Meth said: “But, we know that infrastructure alone is not enough. The true power of this province is its people. It is the farmers who ll the land, ensuring that South Africa and beyond are fed. It is the miners who extract the wealth beneath our feet, supporng booming industries and energy. It is the builders and engineers, the technicians and entrepreneurs, the educators and healthcare workers, all contribung to a province that is determined to rise”.LAP partners in Mpumalanga signed a pledge comming to the absorpon of job jobseekers in key sectors of the economy including: training, telecommunicaons, hospitality, civil engineering, food and beverage, customer service, hospitality, agriculture, manufacturing, enterprise development and informaon communicaon and technology.The projects are expected to be rolled-out in four districts namely: Nkangala, Ehlanzeni, Gert Sibande, and Mbombela.“This Labour Acvaon Program is our direct policy response to unemployment, aording job seekers opportunies to improve their employability and connect them to the world of work. Our focus should combine skills training, work experience, and job placement services to help parcipants transion into the labour market,” Meth said.She disclosed that crical condions to the parcipang companies in the LAP programme was that they should guarantee jobs to the trainees and that 70 percent of beneciaries be recruited using the Department’s Employment Services of South Africa (ESSA), a jobseeker’s matchmaking online plaorm.In signing their Pledge the contract partner companies commied themselves to meet their funding obligaons, including ensuring that the beneciaries to training are employed, become self-reliant and that youth, women and people with disability also benet. It is expected that the programme will be subjected to regular monitoring and auding. Employment and Labour Minister, Ms Meth unveils latest instalment of multi-million LAP Programme contracts in Mpumalanga ProvinceEmployment and Labour Minister, Ms. Nomakhosazana Meth addressing workseekers during the recent Jobs/Careers Fair and LAP launch programme at Mbombela Stadium in Mpumalanga.

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I-DEAL ISSUE | 04 | 202520Development partners celebrate major improvements in coverage, adequacy and comprehensiveness of social protecon at the annual meeng of the ILO’s Global Flagship Programme on Building Social Protecon Floors for All.GENEVA (ILO News) – The ILO’s Global Flagship Programme on Building Social Protecon Floors for All has contributed to major improvements in social protecon coverage, adequacy, and comprehensiveness, resulng in more than 55 million people having access to benet worldwide during the second phase of the programme, which ran from 2021 unl 2025.The Flagship Programme’s annual Development Partners meeng took place recently in Geneva and was aended by 55 representaves of governments, workers and employers’ organizaons, and over 1400 joining in online. The parcipants shared signicant progress in building robust social protecon systems and extending social protecon. They also acknowledged the ILO’s pivotal role as well as strategic partnerships in helping them to achieve universal social protecon.The Flagship programme, which is currently in its second phase, aims to support countries to extend social protecon coverage and improve the adequacy and comprehensiveness of benets. “For the rst me, in our World Social Protecon Report published in September 2024, 52.4 percent of people globally are covered by at least one branch of social protecon. This sends us two messages: the rst, our joint eorts are paying o. We are seeing the power of social protecon to protect lives, incomes and jobs … The second one is that we sll have a lot of hard work ahead of us to achieve universal social protecon for the 3.8 billion not protected today. So, we must redouble our eorts to push further towards universal protecon for all and the ILO Global Flagship Programme can help propel us towards this goal,” explained Mia Seppo, ILO Assistant Director-General for Jobs and Social Protecon, during her opening remarks.Since its creaon in 2016, the Flagship programme has played a pivotal role in turning social protecon into a reality through beer chances of rering with dignity, accessing vital healthcare, and helping workers to provide for their families during mes of crisis.The ILO Flagship programme supports the achievement of SDG 1.3 and 3.8 through projects in 50 priority countries, as well as on “cross-country” policy advice in 16 themac areas, highlighng how sound, comprehensive and sustainable social protecon systems can address issues ranging from ageing populaons, informality, access to health care, climate change, fragility and facilitate just transions. “In recent years, an intensive awareness-raising campaign for the social insurance scheme for independent workers, conducted with the technical and nancial support of the ILO and the World Bank, has reached 1 million workers who are now enrolled in the social security instuon. This success demonstrates the eecveness of public policies and the commitment of development partners to achieving universal social protecon”, highlighted Adama Kamara, Minister, Ministry of Employment and Social Protecon from Côte d’Ivoire, during the high-level opening session.During its second phase, the programme supported 149 instuonal changes across the countries where it operates, far exceeding its ambion of 80 changes. These include the adopon of new social protecon laws, the implementaon or reform of schemes, and the improvement of operaonal arrangements. These stronger social protecon systems resulted in improved coverage, adequacy, and comprehensiveness for more than 55 million people, well within reach of the original target of 60 million, with one year remaining in the current phase of the Flagship Programme. The parcipants also reected on the future of the Flagship programme and the design of its upcoming Phase III (2026–2030), which is going to be crical in this nal stretch of the 2030 Agenda and the advancement towards SDG target 1.3.Indeed, now more than ever, the Flagship programme is needed to connually enable progress under other complementary mullateral iniaves, such as the Global Accelerator on Jobs and Social Protecon for Just Transions and the Global Coalion for Social Jusce.“When we look ahead to phase III, Luxembourg remains commied to working alongside the ILO and development partners to expand the ILO Global Flagship Programme’s impacts. Social protecon is not just a safety net; it is an investment in stable, inclusive and resilient sociees. By joining forces, we can accelerate progress towards universal social protecon, ensuring that no one is le behind,” said Marc Bichler, Ambassador and Permanent Representave of Luxembourg to the United Naons Oce at Geneva. Arcle sourced from ILO55 million more people now enjoy better social protection, compared to 2021, as a result of a global ILO programme

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I-DEAL ISSUE | 04 | 202521The Internaonal Labour Organizaon (ILO) commemorates World Day for Safety and Health at Work every year.The 2025 theme: “Revoluonising Health and Safety: The Role of Arcial Intelligence (AI) and Digitalisaon at Work”, reects the inevitable integraon of AI and digital technologies across all industries. This is parcularly important for the construcon industry, which has the highest fatality rate among all industries and is responsible for 30 to 40% of all workplace accidents globally, despite employing only 7% of the global workforce.Despite the known causes of accidents courtesy of established accident-causaon theories, the industry relies heavily on tradional health and safety (H&S) methods, which are limited due to the complex nature of construcon processes. The construcon environment is complex, where an interplay between various factors randomly occur under varying condions in highly adaptable socio-technical situaons makes it challenging to manage risks. Therefore, the construcon industry could benet from adopng AI and digitalisaon to promote a holisc approach to H&S management.Pros: For the construcon industry, AI and digital technologies oer transformave potenal. Machine learning algorithms can process vast data sets to idenfy and predict construcon risks in real-me, detecng issues such as non-compliance with personal protecve equipment requirements, faulty equipment, unsafe postures, slips, trips and falls, road hazards, unsafe liing pracces, poor housekeeping, and risky behaviours. Real-me alerts can be issued to enable immediate correcve acon, signicantly enhancing worker H&S.Moreover, AI can revoluonise compliance processes. Automated compliance checking (ACC) systems oer a faster, more cost-eecve, and more accurate alternave to tradional manual methods, streamlining H&S planning and legislave adherence. The combinaon of AI with 5G connecvity now enables the remote operaon of construcon machinery, even underground or across vast distances, without previously encountered network latency issues.Workers can manage autonomous machines, mobile robots, drones, and collaborave robots (‘cobots’) from healthy and safe, centralised locaons, handling hazardous materials, operang in extreme temperatures, and migang exposure to chemical and biological risks. These technologies also address ergonomic hazards, with ‘cobots’ and exoskeletons augmenng human strength and reducing musculoskeletal injuries, meaning promong a healthier and more sustainable workforce in the face of an ageing labour pool.Cons: Although AI and digitalisaon promise considerable benets, it is crucial to acknowledge that every technological revoluon entails trade-os. Innovaon inevitably disrupts established systems, potenally aecng job security, skills retenon, and social structures. Over-reliance on automaon, risks rendering workers deskilled, exacerbang psychological stressors such as technostress and heightening precarisaon and work intensicaon. Poorly designed systems may further compound ergonomic dicules.Furthermore, automaon and robocs can unintenonally reinforce workplace inequalies, parcularly where technology fails to accommodate the needs of women, individuals with disabilies, or those with lower educaonal backgrounds. Even highly educated professionals may nd themselves displaced if their skills are subject to automaon. The success of machine learning systems ulmately depends on the quality of their training data, underscoring the need for inclusive, representave development pracces.Intervenons: It is inevitable that AI and digitalisaon have a place in the future of workplaces. However, realising their benets demands a collaborave eort. Governments, employers, and workers must acvely parcipate in developing clear systems of rights, responsibilies, and dues, with incident prevenon and workforce sustainability remaining paramount. In construcon organisaons, management must lead this cultural transformaon by systemacally evaluang new technological risks, implemenng prevenve measures aligned with the H&S hierarchy of controls, and connuously updang H&S policies in line with technological advances and worker feedback.Recommendaons: Further, research is essenal to assess digital technologies’ long-term H&S impacts. Industry-academic partnerships are necessary to ensure seamless integraon, fostering technologies that augment, rather than replace human judgement in H&S pracce. A humane, rights-based approach is crical to building a sustainable, inclusive construcon industry, a far cry from the current reality in South Africa! For the government, this shi entails assuming greater responsibility in terms of funding research, securing data privacy, combang the emergence of cybermaas, strengthening legislaon, and enforcing its implementaon.Dr Raliile is a lecturer in the Department of Construcon Management at the Nelson Mandela UniversityWorld Day for Safety and Health at Work, 28 April 2025 ‘Revolutionising Health and Safety: The Role of Articial Intelligence (AI) and Digitalisation at Work’Nelson Mandela University lecturer in Department of Construcon Management, Dr Mohlomi Raliile believes that construcon industry could benet from adopng AI and digitalisaon to promote a holisc approach to H&S management.

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