UASA

05/08/2025

UASA Media Release: 5 August 2025

Relief for petrol and gas consumers, while diesel and paraffin is unfortunate

Statement by Abigail Moyo, spokesperson of the trade union UASA:

The recent fuel price adjustment is positive news for most consumers who rely on petrol for their vehicles and gas for household use.

As announced by the Department of Petroleum and Mineral Resources, the primary reason for the reported fuel price changes is the slight decrease in the average Brent Crude oil price during the review period.

While the increase in diesel and paraffin prices is unfortunate for those consumers, the decrease in petrol prices will significantly help many financially, particularly given the considerable inflation rate and the recent decrease in the repo rate. Specifically, both grades of petrol will decrease by 28 cents per litre. Meanwhile, both grades of diesel (0.05% and 0.005%) will see increases of 63 cents and 65 cents per litre, respectively.

Illuminating paraffin will rise by 32 cents per litre, while LPGas will decrease by 69 cents per kilogram. UASA is pleased with the fuel price adjustments for the reduced fuel categories and hopes to see similar reductions for the other affected categories in the coming months.
As winter gradually comes to an end, we remain hopeful that fuel prices will continue to decline.

This would provide consumers with greater flexibility as they plan for travel in the new season, especially with the festive season approaching. We are concerned that the diesel price hike may lead farmers and businesses reliant on logistics to increase prices for food, basic services, and delivery, as they try to manage the impact of these adjustments.

We encourage consumers to take advantage of any available relief and to save as much as possible.

For further enquiries or to set up a personal interview, contact Abigail Moyo at 065 170 0162.

04/08/2025

31/07/2025

UASA Media Release: 31 July 2025

Repo rate again cut by 25 basis points with a 3%
inflation target in sight

Picture source: South African Reserve Bank (SARB).
Statement by Abigail Moyo, spokesperson of the trade union UASA:

UASA is pleased to note the South African Reserve Bank’s (SARB) decision to cut the repo rate by 25 basis points, bringing it to 7% - the lowest since November 2022. Since September 2024, the repo rate has declined by a total of 125 basis points, and the prime lending rate now stands at 10.50%.

The SARB’s monetary policy committee has introduced a new inflation target of 3% for consumer prices, replacing the previous target of 4.5%. This change means there are unlikely to be further rate cuts in the near future, but it establishes a foundation for greater economic stability in the years ahead. Although economic growth for 2025 is now projected at 0.9% (down from 1%), the expectation is that growth could reach 2% by 2027, compared to the earlier forecast of 1.8%.

A lower inflation target could also strengthen the rand against the US dollar and may allow interest rates to decrease further over time. If the CPI is maintained at 3%, the repo rate might reach 5.5% by 2027.

For South Africans, a consistent 3% inflation target should help keep the rise in prices—including electricity and essential goods—under control and may see salary increases settling in the 3-4% range.

SARB Governor Lesetja Kganyago has also highlighted ongoing discussions with the national treasury regarding the country’s inflation targeting framework, specifically whether to adopt a fixed point or a range.

UASA is pleased that today’s repo rate cut will ease workers’ financial stress while they bear the cost of heating homes and water during the last stretch of winter.

For further enquiries or to set up a personal interview,
contact Abigail Moyo at 065 170 0162.

30/07/2025

UASA Media Release: 30 July 2025

Trade unions can help advance equality and shape a just AI future in Africa

In Picture: Delegates at the (ILO’s) Regional Workshop on Technological Change, Digital Transformation and AI: The Role of Trade Unions at The Capital Melrose in Johannesburg.
Statement by Abigail Moyo, spokesperson of the trade union UASA:

As technological advancements, such as Artificial Intelligence (AI) and the fourth Industrial Revolution (4IR), continue to rapidly take over innovation in the world of work, inclusive dialogue by world-leading organisations continues to take centre stage as the world seeks solutions to the challenges posed by these threats.

To address these challenges, UASA, as part of organised labour and its affiliation to the Federation of Unions of South Africa (FEDUSA), joins global and regional efforts to protect workers’ rights and contribute to worker-centred strategies that can protect the future of work.
UASA’s deep understanding of the technological disruption in the world of work and the importance of creating practical solutions in a timely and effective manner is demonstrated by the union’s continued efforts to address these challenges through the release of the UASA South African Employment Report (SAER) and the 3rd UASA/BMR Employment Index, and now by attending the International Labour Organisation (ILO’s) Regional Workshop on Technological Change, Digital Transformation and AI: The Role of Trade Unions.

Giving a keynote address at the workshop's opening, Prof. Letlhokwa Mpedi, Principal and Vice Chancellor at the University of Johannesburg, reminded trade unionists that labour organisations have previously fought, negotiated, and won several workers’ rights, so why must they not fight the same way with 4IR and AI to ensure that employers acknowledge workers’ rights in the face of this evolution?

“Technological advancements are not only negative. Jobs will be lost, but some will be created by the same threats. However, if we do not reskill and upskill, some jobs will be lost forever.”

Emphasising the importance of industrialisation and investments for skills development, General Secretary for the Congress of South African Trade Unions (COSATU) Solly Phetoe called for practical employer-employee relations in which both parties engage one another on practical solutions before more jobs are lost.

In many developing and disadvantaged countries, while companies and sectors try to catch up with digitisation and technological advancements, the unemployment rate is alarmingly high because it is not allowing the world of work the opportunity to adapt; instead, more and more disruption is caused.

The three-day workshop will discuss AI disruption, trade union dilemmas, and the role of trade unions in advancing equality and shaping a just AI future in Africa, among other topics.

UASA believes that unions are crucial agents with the power to engage and negotiate fair and unbiased transitions with employers, government, and stakeholders to ensure that no job losses transpire if sustainable ways are found to prevent that outcome.

We look forward to practical outcomes and recommendations that labour can adapt and practice to help workers across various sectors save existing jobs while creating opportunities for growth, promotion and industrialisation for the future of the world of work.

For further enquiries or to set up a personal interview,
contact Abigail Moyo at 065 170 0162.

29/07/2025

UASA Media Release: 29 July 2025

UASA negotiates a 6.5% increase for sugar workers

Statement by Abigail Moyo, spokesperson of the trade union UASA:
Representing labour, UASA is proud to have played a key role in the finalisation of a one-year wage agreement in the Sugar Industry.

After five months of wage negotiations in the Bargaining Council for the Sugar Manufacturing and Refining Industry, the involved parties reached a wage agreement with a 6.5% increase, as facilitated by the Commission for Conciliation, Mediation and Arbitration (CCMA).

The agreement applies to all employees within the A1 to C3 job grades, with increases backdated to 1 April 2025.

This wage increase brings relief and renewed hope to workers as it translates directly into better living standards and improved financial stability for thousands of workers in the sector. Considering the cost-of-living challenges facing all workers, we are hopeful that this wage increase is a sign of stability for the sugar industry, as the sector has been threatened by several factors that have painted a gloomy picture for sugar producers and workers.

Wage increase agreements underscore the importance of collective bargaining as a tool and the key role played by labour in advancing workers’ interests in the workplace.

UASA appreciates and extends its gratitude to the negotiating team for their commitment in reaching a positive result in the negotiations. We also hope for a positive outcome from the ongoing talks happening in other sectors, including mining.

For further enquiries or to set up a personal interview, contact Abigail Moyo at 065 170 0162.

28/07/2025

Tax season - When and where to file?

25/07/2025

25 July 2025

What happens when employees don’t meet workplace performance standards?

Poor Work Performance falls under the broad heading of Incapacity. Poor work performance or failure by the employee to meet and monitor the employer’s work performance standards in terms of quantity and quality of output can sometimes be a challenge in the workplace.

It is implicit in all employment contracts that the employee undertakes to perform according to the reasonable, lawful and attainable work performance standards set by the employer. Should the employee fail in this duty, they are said to be “incapable,” and the employer has the right to dismiss them after following a fair procedure and ensuring that the dismissal is for a fair reason. Many factors can be the direct cause or contributor to poor work performance, including:

Lack of training, qualifications and experience

Generally, this should be established at the interview and selection stage. Poorly-qualified candidates or those lacking the inherent requirements for the job should be provided with full training by the employer. When hiring, employees should establish that the candidate at least have a reasonable chance of success before employment. In other words, he/she should possess at least the basic ability to perform the inherent requirements of the job, which can be developed by further training.

Alcohol or drug addiction

Employers must be careful not to employ a person whom they suspect may be an alcoholic or addicted to any substance having a narcotic-producing effect. Precautions includes a declaration that can be signed by all candidates that they warrant that they are free are not reliant on any form of addiction to alcohol any habit-forming drug or any substance having a narcotic-producing effect.

Work-related Stress

Poor work performance can also be attributed to work-related stress. This refers to stress caused by the job requirements. The most common cause is the situation where an excellently performing employee is over time given extra duties to handle which can be overwhelming for that employee. Employers must not allocate extra duties to an employee simply because they are performing well. Extra responsibilities must be assigned to an employee when the employer and the employee both agree that he/she is capable of taking on those extra tasks, can handle those additional tasks as well as his/her existing tasks jointly. This will be according to the employer’s required work performance standards and a suitable adjustment to the employee’s salary and benefits must be agreed to.

Procedural and Substantive Fairness in Dismissal

Dismissal should always be preceded by a fair procedure, ensuring that the employee is treated with respect and fairness. This procedural fairness is achieved when the employer follows the established guidelines, maintaining transparency and accountability.
Substantive fairness in dismissal is crucial, as it ensures that the employee is given a fair chance to improve their performance before any drastic action is taken. This fairness is demonstrated when the employer can show that despite providing the necessary evaluation, counselling, training and guidance, the employee still failed to meet the work performance standard making dismissal the only remaining option. It should be only exercised as a sanction-type of last resort.

A fair procedure includes:

• Establishing that the problem is poor performance and not misconduct.
• Identifying the causes of the poor performance.
• Meeting with the employee and his/her line manager to establish the causes of the poor performance.
• In particular, obtain the employee’s reasons for the poor performance.
• Evaluate the employee’s reasons for the poor performance.
• Obtain commitment from the employee regarding what action they will take to rectify the problem.
• Inform the employee of what action the employer will take to assist in that process.
• Agree on a reasonable period for improvement.
• Follow up and monitor the progress.

Ref: www.labourguide.co.za www.uasa.org.za

23/07/2025

UASA Media Release: 23 July 2025

CPI creeping up to lower edge of SARB target band, threatening consumer spending

Statement by Abigail Moyo, spokesperson of the trade union UASA

UASA expresses concern regarding the Consumer Price Inflation (CPI), which rose to 3% in June, up from 2.8% in May.

This increase is troubling, especially considering that inflation had been below 3%, the lower limit of the South African Reserve Bank’s (SARB) target band, between March and May.

According to Stats SA, the main contributors to the annual inflation rate were housing and utilities, which increased by 4.4% and food and non-alcoholic beverages, which rose by 5.1%. Additionally, household electricity and gas prices increased by 11% compared to the previous year, primarily due to recent Eskom price hikes.

Eskom’s electricity tariffs increased in April, and municipal power tariffs took effect in July. This has posed significant financial challenges for many consumers, as evidenced by recent protests organised by Tembisa residents who are fighting against these tariff increases.

While June’s inflation rate was slightly higher, it remains in line with inflation targets and expectations, which could support the SARB’s Monetary Policy Committee (MPC) in deciding to cut the repo rate by 25 basis points to 7% next Thursday.

UASA hopes that the MPC will consider the positives in its repo rate decision and that fuel prices in August will decrease, benefiting consumer spending. We further hope that inflation will stay within the 3% target range or lower.

For further enquiries or to set up a personal interview,
contact Abigail Moyo at 065 170 0162.

21/07/2025

Members Please Note

18/07/2025

Happy Mandela Day to All.

18/07/2025

UASA celebrates Mandela Day with purpose at The Cradle of Hope NPC South Africa in Krugersdorp.

Mandela Day is a call to action and a symbolic gesture to help the disadvantaged and those in need.