National Minimum Wage in South Africa: R30.23 an Hour (2026)

South Africa's national minimum wage is R30.23 for each ordinary hour worked, effective from 1 March 2026 under the National Minimum Wage Act 9 of 2018. Farm workers and domestic workers are on full parity with this rate, and the Act sets out who is covered, what counts toward the wage, and how an unpaid amount can be enforced.

Information last verified on 23 July 2026. This page provides general legal information about South African law and does not constitute legal advice in an individual case.

The Current Rate: R30.23 an Hour

Government Gazette No. 54075 of 3 February 2026 set the national minimum wage at R30.23 for each ordinary hour worked, binding from 1 March 2026 under section 6(5) of the National Minimum Wage Act 9 of 2018. That date has already passed, so R30.23 an hour is the current, binding rate rather than a future one.

Farm workers and domestic workers are on full parity with the general rate for this determination. Expanded public works programme workers and learners under Schedule 2 remain on separate figures, reflecting the different nature of those work arrangements.

Who Is Covered

Section 3(1) of the Act states that it "applies to all workers and their employers except members of the South African National Defence Force, the National Intelligence Agency and the South African Secret Service." Outside those three named bodies, coverage is close to universal.

Section 3(2) carves out one further group: the Act does not apply to a volunteer, defined as a worker who "does not receive or is not entitled to receive, any remuneration." A genuine volunteer, who neither receives nor has a right to remuneration for the work, falls outside the minimum wage system entirely. Someone who is paid, or entitled to be paid, is a worker for these purposes regardless of the label their arrangement is given.

What Counts as Wage for This Calculation

Section 5(1) fixes how a wage is worked out for minimum wage purposes: "the calculation of a wage for the purposes of this Act is the amount payable in money for ordinary hours of work," excluding:

• any payment made to enable a worker to work, including a transport, equipment, tool, food or accommodation allowance, unless a sectoral determination specifies otherwise;
• any payment in kind, including board or accommodation, unless a sectoral determination specifies otherwise;
• gratuities, including bonuses, tips or gifts; and
• any other prescribed category of payment.

In short, the R30.23 figure is measured against cash pay for ordinary hours, not against allowances, benefits in kind, tips or bonuses layered on top. Section 5(4) separately requires any deduction from a worker's remuneration to comply with section 34 of the Basic Conditions of Employment Act, and caps a deduction made under section 34(1)(a) at one quarter of the worker's remuneration.

Four Protections That Cannot Be Contracted Away

The Act builds in four safeguards so the minimum wage cannot be bargained down in practice.

1. It cannot be waived. Section 4(6) states that payment of the national minimum wage "cannot be waived," whatever an employee agrees to.
2. It takes precedence over anything contrary. The same subsection makes the minimum wage override any contrary provision in a contract, collective agreement, sectoral determination or other law, except a law amending the Act itself.
3. It becomes a term of the contract automatically. Section 4(7) makes the minimum wage a term of the worker's contract of employment, except to the extent the contract, a collective agreement or a law already provides a more favourable wage.
4. Changing conditions to work around it is an unfair labour practice. Section 4(8) makes it an unfair labour practice for an employer to unilaterally alter wages, hours of work or other conditions of employment in connection with implementing the minimum wage, and applies sections 191, 193, 194(4) and 195 of the Labour Relations Act to that dispute.

Annual Review

Section 6(1) requires the National Minimum Wage Commission to "review the national minimum wage annually and make recommendations to the Minister on any adjustment," with any resulting adjustment commencing on a date the President fixes by proclamation in the Gazette. In practice this has produced a new rate each March, which is why the figure on this page carries a specific effective date rather than standing as a fixed number.

Enforcing Your Right to the Minimum Wage

A worker who has not been paid at least the minimum wage can refer a claim for the unpaid amount to the CCMA under section 73A of the Basic Conditions of Employment Act. These BCEA section 73A referrals go through con-arb, conciliation followed immediately by arbitration on the same day, and neither party may object to using con-arb for this type of claim. See how to refer a dispute to the CCMA for the referral form and process in full.

Related Reading

The minimum wage interacts with several other entitlements on termination and during a dispute. For the notice a worker is owed regardless of pay rate, see notice periods in South Africa. For the severance formula that applies to an operational requirements dismissal, see retrenchment and severance pay. For the separate safety net that pays out between jobs, see UIF in South Africa. For the wider labour law picture, see the South Africa labour law section and the South Africa Laws hub.

This page is general legal information about South African law and is not legal advice. For advice on a specific situation, consult an attorney, or contact Legal Aid South Africa on 0800 110 110 if you cannot afford one.