Index Pursuing fair pay Avoiding economic imbalance Unemployment Fund: Unemployment Insurance Act, 63 of 2001 (UIF) Protection from discrimination: Employment Equity Act, 55 of 1998 (EEA) Professional compensation Accidents and illnesses: law 130 of 1993 (COIDA) Health and safety at work: law 85 of 1993 (OHSA) Salaries Bonus Maternity leave Sick leave Study leave Family responsibility leave Salary trends in the South Africa are changing very rapidly and it is essential to keep abreast of the latest and current salary trends in order to gain a competitive advantage. Rewards play an important role in determining employee attitudes towards their work. South African organizations feel the need to do more than simply grant pay rises. For your organization to remain competitive and attract top talent, it will need to modify its merit enhancement programs to increase their significance and impact. Bussin (2018) stated that there are several trends that have influenced reward programs in South Africa this year. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Pursuing fair pay Organizations must ensure that all characteristics and aspects of their employees' pay are free from bias. Rewards require fairness and therefore women and ethnic groups should not be at a disadvantage. Avoid economic imbalance There should be an acceptable and fair distribution of wealth between the upper and lower ranks of employees. In terms of rewards, South African organizations focus on intrinsic and extrinsic rewards. Extrinsic rewards, also known as tangible rewards, are recognized as monetary or non-monetary in nature. Organizations in South Africa are providing monetary rewards, which are money-based rewards and financial incentives, in the form of pay, promotion and bonuses. Non-monetary rewards, which are non-financial benefits, are offered by South African organizations in the form of fringe benefits and contingent rewards. These benefits include personal recognition and praise for good performance. Intrinsic rewards are intangible rewards linked to the personal and internal fulfillment that employees feel when they achieve or accomplish something. They are self-generating because they are psychological, meaningful, and include an emotional and work experience that individuals gain from their work. Recognition, praise and job satisfaction are part of the intrinsic rewards that South African organizations make use of. In South Africa, reward systems focus on compensation, benefits, recognition and appreciation. The extent and nature of rewards and benefits are determined firstly by legislation and secondarily by the environment and circumstances of the organisation. Common benefits provided by South African organizations are pension funds, medical schemes and employee incentive programs (Alexander, 2018). South African legislation provides a number of employment benefits that organizations are required to avail of within the workplace, some of these benefits include: Unemployment Fund: Unemployment Insurance Act, 63 of 2001 (UIF) UIF unemployment benefits. In the event of termination of the employment relationship you can submit an annual application to the FIU to obtain the benefits. You can only take advantage of the benefits if you contributed to the UIF while working. You can't claim if you are.