Employment Contract / Written Particulars of Employment

WRITTEN PARTICULARS OF EMPLOYMENT (Section 29, Basic Conditions of Employment Act 75 of 1997)

Employer: ✓Employer legal name ✓Employer address

Employee: ✓Employee name

This document records the written particulars of employment that ✓Employer legal name (the "Employer") is required to give ✓Employee name (the "Employee") in terms of section 29 of the Basic Conditions of Employment Act 75 of 1997 ("BCEA"). It is a day-one requirement — the Employee is entitled to receive it in writing no later than the first day of employment.

1. JOB TITLE, DUTIES AND PLACE OF WORK 1.1. The Employee is employed as "✓Job title". 1.2. Brief description of the work: Brief description of the work 1.3. Place of work: Place of work.

2. COMMENCEMENT 2.1. Employment begins on Start date.

3. HOURS OF WORK 3.1. Ordinary hours of work: Ordinary hours of work per week hours per week (subject to the maximum of 45 ordinary hours per week under s.9 BCEA).

4. REMUNERATION 4.1. Rate of pay: Rate of pay, paid Pay frequency. 4.2. This rate is not less than the National Minimum Wage applicable on the date of this agreement (R30.23 per ordinary hour with effect from 1 March 2026, gazetted under the National Minimum Wage Act 9 of 2018 — verify the current rate at the date of use, as it is adjusted annually every March).

5. OVERTIME 5.1. Overtime terms

6. DEDUCTIONS 6.1. Deductions from pay 6.2. No deduction will be made other than those required or permitted by law, or agreed to by the Employee in writing, in accordance with s.34 BCEA.

7. LEAVE 7.1. Leave entitlements 7.2. Maternity leave of 4 consecutive months and parental leave are available in accordance with the BCEA; these are unpaid by the Employer, with benefits (if any) payable through the Unemployment Insurance Fund (UIF).

8. NOTICE PERIOD 8.1. Notice of termination required from either party: Notice period (s.37 BCEA), in accordance with s.37 BCEA, or as varied by a longer period agreed in writing.

9. DISCIPLINARY CODE 9.1. The Employee will be given access to the Employer's disciplinary code and procedure, which does not form part of this agreement but sets out the standards of conduct expected and the procedure that will be followed before any disciplinary sanction, including dismissal.

10. VARIATION 10.1. Any change to these particulars will be recorded in writing and agreed by both parties, and this document (or a replacement) will be reissued accordingly.

11. RECORD-KEEPING 11.1. The Employer will keep a record of these particulars for at least three years after termination of employment, as required by s.29(4) BCEA.

⚠️ Employers with fewer than 5 employees benefit from certain relaxations to BCEA record-keeping obligations under s.28 BCEA, but the duty to issue written particulars under s.29 itself is not relaxed.

SIGNATURES Employer ______________ / on behalf of ✓Employer legal name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Employment, consumer-protection, data protection, and food-safety law in South Africa is detailed and fact-specific (BCEA, LRA, POPIA, PAIA, CPA, ECTA, R638) — have this document reviewed and adapted by a labour/commercial lawyer, and where relevant checked against current CCMA and Information Regulator guidance, before use.