How women are shaping leadership in a technology-driven future
Technology is no longer confined to specialist departments. It is reshaping strategy, operating models, customer experiences, workforce structures and the very definition of organisational competitiveness.
Can SARS tax you on bonuses and incentives?
To make the most of these additional earnings, it is crucial to understand how the South African Revenue Service (SARS) treats bonuses and incentives for tax purposes.
Stopping the spam: Opt-Out Registry is on the way
By Jessie Taylor Despite growing awareness and technical countermeasures, South Africa has witnessed an unrelenting rise in spam calls, including telemarketing, phishing, and robocall scams. However, recent amendments to the Protection of Personal Information (POPI) Act have given individuals meaningful legal protection against these intrusions. As the digital economy grows, so too does the volume of personal data circulating in commercial and quasi-commercial ecosystems. Recognising this growing threat to personal privacy, South Africa has moved to reinforce the rights of its citizens through legislation that demands accountability and transparency from those who handle or distribute personal information. A new definition of electronic communication Historically, direct marketing calls skirted legal liability because telephone calls were not formally defined as “electronic communications”. This loophole has now been closed. In April, the Information Regulator issued a Guidance Note clarifying that voice calls, including automated and robocalls, are indeed “electronic communication” for the purposes of Section 69 of the POPIA. This means unsolicited calls now require explicit consent by law. Under the revised act, anyone receiving a direct marketing phone call from a non-customer must have previously provided explicit, informed opt-in consent. If no consent exists, marketers may make only one request for consent – and only if the consumer has not already refused. For existing customers, calls are permitted only for marketing similar products or services. Importantly, every call must clearly identify the sender and provide an easy means to opt out. Organisations are required to honour opt-out requests promptly and free of charge. Crucially, consent records must be kept and proof provided on demand. Companies must notify individuals if they intend to use their data for marketing and allow correction, deletion, or objection within 30 days. Consumers now have clear rights under POPIA: New opt-out registry in the pipeline Complementing the statutory consent framework, the government is working to launch a national Opt-Out Registry in the 2025/26 financial year. Once active, consumers can register their phone numbers to prevent any unsolicited marketing calls from both marketing firms and data brokers. Businesses will be legally obliged to “cleanse” their marketing databases for registry numbers before launching campaigns. This registry will replace or deepen the existing voluntary Do-Not-Contact list run by the Direct Marketing Association of South Africa (DMASA), which only covers its own member companies. Under the strengthened POPIA regime, failures to comply with consent rules can result in hefty penalties, such as administrative fines up to R10 million, or imprisonment for serious offences. The Information Regulator now has broadened enforcement capabilities, including accepting complaints from any member of the public (not just data subjects themselves). Spam callers risk prosecution if they continue contacting consumers after an opt-out request. Consent must be reinstated explicitly, and failure to comply is criminal. Despite these robust laws, spam calls remain widespread. As recently as July, TechCentral reported pervasive telemarketing intrusions across South Africa, with operators claiming they cannot block calls at the network level without breaching interception laws under RICA. This leaves consumers largely responsible for filtering calls through apps like Truecaller, Samsung Smart Call or Apple’s upcoming call-screening features. When spam continues, consumers are encouraged to file reports with the telecom provider, the Independent Communications Authority (ICASA), or the National Consumer Commission. The complaint process now extends beyond marketing-specific laws to data protection enforcement. The strengthened provisions under Section 69 of the Protection of Personal Information Act offer South Africans robust legal recourse against unsolicited calls and messages. Consumers now have the power to withhold consent, request deletion of their data, and lodge formal complaints—all backed by statutory penalties for non-compliance. Yet, the lingering spam epidemic illustrates that legislation alone is insufficient. Effective enforcement, increased resources for the Information Regulator, public education, and coordination with telecom operators are essential to make meaningful progress. Sources: BusinessTech | Moonstone Information | TechCentral | CapeTownEtc | MediaUpdate | Cape Argus
The small R350 tip that spawned an award-winning marketing agency
The company has created over a thousand job placement opportunities, focusing on graduates of Further Education and Training (FET) colleges.
Are we celebrating diversity or actually living it?
An organisation may have a diversity policy on paper while employees experience exclusion in meetings, conversations, promotions, management relationships or everyday interactions.
6 wellness habits you need to try
In today’s workplace, we’re constantly searching for ways to become more productive. We optimise our calendars, automate our tasks and chase efficiency.
How Nisha Kostas became the Top Women Entrepreneur of the Year
Nisha Kostas, founder and CEO of Niche Integrated Solutions, was the proud recipient of the Top Women Entrepreneur of the Year 2025 Award.
Future of HR Conference 2026 returns to help HR leaders solve the problems they can’t ignore
The Future of HR Conference 2026, powered by SALGA, returns to Johannesburg on 14–15 October at the Indaba Hotel, Fourways.
Why we need authentic public-private partnerships to build South Africa’s future
For decades, PPPs were often structured around a simple exchange: government identifies a need, the private sector provides a solution, a contract is signed, and both parties move forward separately.
Employees who feel valued, inspired, and empowered: How Durban ICC won a Future of HR award
By Koketso Mamabolo “At the Durban ICC, we believe that our people are our greatest asset,” said Lindiwe Rakharebe, the Chief Executive Officer of the 2025 winner of the Future of HR Employer of Choice: Public Sector Organisation, sponsored by SALGA. The Durban International Convention Centre (ICC) is no stranger to accolades. This is another feather in the cap of an organisation whose clients consider it to be among the best in the world. It has been voted one of Africa’s leading meeting and conference centres by the World Travel Awards many times over the last 28 years and the best in Africa five times in a row by the World MICE Awards. However, this time, the five-star rated convention centre, established by the eThekwini Municipality to drive economic activity, was recognised for how it serves its own people. “This award is a tribute to the dedication and professionalism of our staff, who continue to embody the spirit of service excellence that defines our brand.“ READ: Why businesses enter awards The Durban ICC’s approach to work-life balance focuses on professional excellence which is supported by personal fulfillment. Depending on the requirements of a particular role, employees can split their time between working remotely and on-site, with added flexibility for personal responsibilities. The time-in-lieu system for staff who work overtime during peak periods or events is another way of reducing stress and maintaining productivity by giving employees time to rest. Special leave is also available for personal milestones, studying, and volunteer work. To boost morale, collaboration and creativity the Durban ICC has ‘play-and-work’ programmes which integrate fun into the workplace. Annual team-building events are used to build cohesion and fun, lighthearted competitions help connect executives and management with employees. They also host recognition ceremonies for employee achievements and combine team-building with CSI through volunteering drives and community outreach initiatives. A work force that is heard and supported The Durban ICC describes its human resources department as people-centred with accessibility and psychological safety top of mind. The Workplace Forum meets quarterly and includes management, employee representatives, and organised labour. Their Team Talk Sessions are designed to allow employees to engage with management and foster a culture of inclusion and transparency. Their human capital strategy focuses on talent sustainability, performance optimisation, and leadership development. They do talent reviews and skills audits and employees receive individual development plans, mentorship and exposure to cross-functional projects, rotational assignments and leadership opportunities. As part of their succession planning they implement leadership readiness programmes, do bench strength analyses and critical role mapping. Employees receive project leadership incentives, role expansion rewards, and are compensated for filling higher level roles. “Being recognised as an Employer of Choice is not just about policies or programmes — it is about creating a culture where every employee feels valued, inspired, and empowered to make a difference.” The Future of HR Awards celebrates the organisations setting the standard for the future of work. Businesses that are redefining workplace culture, attracting and retaining top talent, embracing innovation, and creating high-performing environments where people and businesses can thrive. Entries for 2026 are now open. Showcase your impact, tell your story, and give our judges a clear view of what makes your organisation, or you, exceptional. To know everything about putting forward a compelling HR Awards submission together, please contact our Awards Manager, Quarnita at quarnita.jumat@topco.co.za