Working hours regulations applies to specific employees
According to the Basic Conditions of Employment (BCEA) Amendment Act 2014, working hours regulations apply to all employees who fall within the earnings threshold of R205 433.30 (as per determination in Government Notice No. 531 of 1 July 2014). If an employee earns more than this amount (per annum), then they are not covered by the clauses relating to working hours. Employees who work less than 24 hours (per month) are also not covered by the clauses relating to working hours.
General working hours
When setting your employees’ working hours, the BCEA states that an employer should take certain key factors into account. Specifically, whilst several factors need to be considered, employees’ health and safety conditions are of primary importance.
Additionally, the Department of Labour’s Code Of Good Practice On The Arrangement Of Working Time is very helpful.
As all concerned and caring employers should be, it’s always advisable to take due recognition of employees’ family responsibilities.
The BCEA’s interpretation of “day” means a period of 24 hours, measured from the time the employee normally commences. The term “daily” has corresponding meaning. Therefore, an employee’s ordinary hours of work will be:
Upon agreement with the employee, these hours may be extended by:
This enables an employee whose duty it is to serve the public to continue performing those duties after the completion of ordinary hours of work.
Calculating ordinary working hours
An employee works from 8am to 5pm (Monday to Friday) which includes a 1 hour lunch-break.
8am to 5pm amounts to a total of 9 hours. However, when deducting the 1 hour lunch-break, 8 hours is the employee’s net working hours per day. Multiplied by 5 (days of work per week: Monday to Friday), in this case, the employee is set to work a 40-hour work week.
However, some exceptions apply
Lunchtimes
This is a critical issue and needs to be built into your contract of employment as well as the way you calculate (and process payments) for working hours. Ordinarily, a lunch-break is not part of of an employee’s working hours. Therefore:
You may agree, as long as its in writing, to reduce an employee’s lunch-break to 30 minutes.
Lastly, should an employee work for less than 6 hours per day, then the mandatory lunch-break may be dispensed with.
Rest periods
All employees must be allowed to rest. Consequently, the following rules apply:
Working at night
Night work implies that an employee will be working after 6pm and before 6am the next day. An employer may only compel and employee to work at night, if:
However, certain special provisions apply if an employee works on a regular (at least 5 times a month or 50 times a year) basis, after 23:00 and before 06:00 then