A working day that overlaps
South Africa is one to two hours ahead of the UK. Your hire is there for the morning stand-up, the hiring manager call and the afternoon debrief. No waiting overnight for an answer.
Why South Africa?South Africa.
South Africa.
Your next great hire, on your time.
Elite TA, Recruitment & HR talent with proper commercial experience. From 360 recruiters to HR Business Partners, working alongside your team with just one to two hours’ difference from the UK.
No overseas entity needed. No hidden salary margins. Proper local employment.
CapitalsPretoria, Cape Town & Bloemfontein
CurrencySouth African Rand (ZAR)
LanguagesEnglish & local languages
Payroll cycleMonthly
Onboarding time2 business days*
The case for hiring hereNot just extra capacity.
Not just extra capacity.
People who own the work.
Commercial recruitment experience
This is where we place 360 recruiters as well as 180 delivery consultants. People who understand candidate relationships, client expectations and the difference between a busy desk and a productive one.
HR that goes beyond admin
HR Business Partners, payroll specialists, HRIS experts and reward analysts. Experienced professionals who can work with your stakeholders, handle the detail and contribute to the bigger picture.
Pay, tax and employer costsThe real cost.
The real cost.
Not a headline rate.
The supplied guide estimates employer on-costs at around 2.2% of salary. We show you what sits behind that number, then confirm the actual cost for your hire before you commit.
Employer on-costs
~2.2%- 1.0%
UIF
Unemployment Insurance Fund. The employer contribution is subject to the applicable earnings cap.
- 1.0%
SDL
Skills Development Levy. Applicability depends on the employer’s circumstances.
- ~0.2%
Workers’ compensation
An indicative allowance. The actual assessment depends on the employer’s classification and risk.
Indicative statutory costs on top of base salary. Contributions are charged at cost, with no mark-up. Caps, exemptions and risk classifications can affect the final figure.
Individual income tax
18% to 45%| Annual taxable income* | Marginal rate |
|---|---|
| Up to ZAR 226,000 | 18% |
| ZAR 226,201 to 353,100 | 26% |
| ZAR 353,101 to 488,700 | 31% |
| ZAR 488,701 to 641,400 | 36% |
| ZAR 641,401 to 817,600 | 39% |
| ZAR 817,601 to 1,731,600 | 41% |
| Above ZAR 1,731,600 | 45% |
*Bands reproduced from the supplied 2025 guide, not a current tax quotation. Progressive marginal rates apply, with rebates affecting the tax payable. Current bands and minimum wage are checked before hiring.
Employment figures are indicative and based on the supplied 2025 country guide, not a current legal or tax quotation. Tax bands, earnings thresholds and leave rules can change. Your Employer of Record partner confirms the current position, applicable caps and any additional costs before you commit.
Working hours, leave and statutory entitlementsProper employment.
Proper employment.
No guesswork.
Your hire is a team member, not a freelancer on the side. Local leave, payroll and working-time obligations are managed through your Employer of Record partner.
| Entitlement | The position in South Africa |
|---|---|
| Standard working hours | Up to 9 hours a day for a five-day week, with a maximum of 45 hours a week. Your hire’s agreed schedule is set out in the contract. |
| Overtime | Where statutory overtime rules apply: 150% of the normal rate on standard days, with Sunday and public-holiday premiums. Sunday rates depend on the normal working pattern. The guide lists limits of 3 overtime hours a day and 10 a week; eligibility and the current earnings threshold are confirmed before hiring. |
| Paid annual leave | 15 working days a year for a five-day working week, accruing at 1.25 days a month. Annual leave is not exchanged for cash except on termination. |
| Sick leave | 30 paid working days in a three-year cycle for a five-day week. During the first six months, one paid day for every 26 days worked. Medical certificates may be required. |
| Maternity leave | The supplied guide lists four consecutive months, unpaid by the employer, with eligible UIF claims. Current parental and maternity entitlements are confirmed before the contract is issued. |
| Parental and adoption leave | The supplied guide lists 10 consecutive days of parental leave and up to 10 consecutive weeks for an eligible adoptive parent of a child under two. Entitlements are checked against current legislation before hiring. |
| Family responsibility leave | The guide lists 3 paid days a year for eligible employees, including when a child is sick. Eligibility and qualifying circumstances apply. |
| Public holidays | 12 public holidays in the supplied guide. Holiday working and any additional declared days are handled through local payroll. |
| Bonus pay | No mandatory 13th-month salary. Any bonus or incentive arrangement is agreed in the employment contract. |
A practical summary of the supplied guide. Current rules and role-specific exceptions are confirmed when your employment agreement is prepared.
Onboarding and complianceA clear agreement.
A clear agreement.
A properly managed start.
Onboarding can take as little as two business days after the statement of work is signed, subject to completed documentation. The role, hours and expectations are agreed before day one.
What the contract covers
- Employee name
- Start date
- Employment duration
- Working hours
- Leave entitlements
- Job description
- Termination conditions
Everything is set out in writing and signed by both parties. You bring the role and business context; your Employer of Record partner handles the local employment requirements.
How the agreement works
- Written agreement. Signed by both parties. The guide specifies no mandatory contract language; bilingual contracts are possible.
- Probation. Optional. The supplied guide describes a probation period of up to 90 days. The appropriate period and process are confirmed for the role.
- Start date. Onboarding can take as little as two business days after the statement of work is signed, subject to completed documentation.
- Benefits. Statutory contributions are administered locally. Optional medical cover can be discussed, including Discovery Health and Allianz.
Risk management and terminationsIf things change,
If things change,
we handle it properly.
Offboarding is not a quick email and a final invoice. Your Employer of Record partner manages the local process, the paperwork and the applicable final payments.
| Termination factor | The position in South Africa |
|---|---|
| Fair grounds and process | Performance, conduct, incapacity or operational requirements must be handled through the applicable local process. A notice payment does not replace a fair procedure. |
| First six months | The guide lists at least one week’s written notice, subject to the contract and circumstances. |
| Six months to one year | The guide lists at least two weeks’ written notice. |
| One year or more | The guide lists at least four weeks’ written notice. |
| Probation notice | The supplied guide specifies two weeks. The actual terms are confirmed in the employment agreement. |
| Retrenchment severance | At least one week’s pay for each completed year of service, or a higher contractual amount where applicable. |
| Final pay | Outstanding salary, unused leave, applicable notice pay and any contractual bonus or pension amounts are assessed at offboarding. |
The supplied guide describes a provider-specific severance accrual. Any required reserve or additional offboarding charges are confirmed in your quote and agreement, not quietly folded into the salary. Formal employment reduces the misclassification exposure of engaging offshore freelancers directly.
Who we place in South AfricaFull-cycle recruitment.
Full-cycle recruitment.
Strategic HR.
Experienced people, typically with 3 to 10+ years in their discipline. South Africa is the market for 360 recruiters and HR Business Partners, as well as delivery, sourcing and HR systems specialists.
180 Delivery Consultants & 360 Recruiters
£1,200–£1,800End-to-end recruitment and hiring manager relationships. Mid-to-senior profiles typically £1,500–£2,000.
Specialist Sourcers & Research Associates
£1,000–£1,500Deep research, talent mapping and initial screening.
HRIS Specialists & Reward Analysts
£1,500–£2,000Global HR data, systems and total rewards benchmarking.
HR Business Partners & Payroll Specialists
£1,500–£2,000Employee relations, internal stakeholders and multi-region payroll.
Estimated monthly base salaries, passed 100% to the candidate. In-person community meet-ups and assessment days in South Africa are coming soon.
Open-book pricing. Always.You see every line.
You see every line.
We hide nothing.
One acquisition fee. Clear monthly costs.
25%
Of year-one base salary for standard South African roles.
35%
For premium sourcing, screening and background-check specialists.
Monthly costs are salary, direct employment on-costs and two fixed fees. No margin is taken from your hire’s pay.
3-month tiered replacement guarantee
Illustrative South Africa invoice
100% transparentCandidate base salary
£1,850Direct employment on-costs
~2.2%, at costEOR & managed IT pass-through
£450Managed partner retainer
£195Salary, employment costs and our fees. Nothing hidden.
Illustrative monthly salary, not a role-specific quote. The one-off acquisition fee and any required severance reserve are separate and confirmed before you sign.
Ready to build your South African team?Let’s find someone
Let’s find someone
who moves the work forward.
Tell Jake the role, the hours and what good looks like. We’ll tell you honestly whether South Africa is the right fit.