UASA Media Release: 3 March 2026
Statement by Abigail Moyo, spokesperson of the trade union UASA:
UASA welcomes the recently published proposal to amend several labour laws which have been in practice since the late 1990s.
The amendments propose doubling retrenchment pay, extending protections to gig workers and establishing a gender-equitable system for maternity leave.
The proposed amendments, now open for public comment, seek to revise the Labour Relations Act (LRA) of 1995, the Basic Conditions of Employment Act (BCEA) of 1997 and other related legislation.
These amendments represent a significant step toward modernising South Africa’s labour system and extending protection to workers who have long been vulnerable, especially gig workers, freelancers and independent professionals.
Regarding the amendments, Minister of Employment and Labour Nomakhosazana Meth said, “The proposed changes modernise key labour laws and introduce practical measures aimed at improving job security, promoting fairness and extending fundamental rights to vulnerable and previously excluded categories of workers.
UASA strongly supports extending labour protections to platform workers and those previously classified as independent contractors.
The reforms broaden the definition of eligible workers, potentially including freelancers, e-hailing drivers and delivery couriers in collective bargaining, dispute resolution and fair labour standards.
This change will entitle actors and other film industry workers to sick leave, maternity leave, severance pay and compensation for occupational injuries or diseases.
UASA views this as a positive and significant development, as the UASA Independent Professionals sector has long advocated for fair treatment, fair pay and dignity for freelancers and contract workers, who represent a growing segment of the South African workforce.
The proposed changes include increasing statutory severance pay from one week to two weeks’ remuneration for each completed year of service and strengthening financial support for workers who lose their jobs due to circumstances beyond their control.
It will also be easier to dismiss workers who do not meet the job requirements, as the amendments suggest that employees can be dismissed without a hearing in the first three months of employment or within the probation period, whichever comes first. Compensation for unfair dismissal is capped at R1.8 million, even for high earners.
The amendments are open for public comment and will be tabled in Parliament following this process.
For further enquiries or to set up a personal interview, contact Abigail Moyo at 065 170 0162.