Step 1: Confirm the role and package
Agree job title, gross monthly salary, benefits, start date and notice period. In South Africa, gross salary plus employer UIF, SDL and any benefits determines your true cost per employee.
Step 2: Choose an EOR partner
Check that the provider is locally registered, runs payroll in-country rather than through a third party, and can evidence SARS filings. Ask who carries employment liability and how termination is handled.
Step 3: Issue the compliant contract
The EOR issues a BCEA-compliant employment contract covering hours, leave, notice, confidentiality and IP assignment to your company.
Step 4: Onboard and register
The employee is verified, registered for PAYE and UIF, and added to payroll. Equipment, systems access and your internal onboarding run in parallel.
Step 5: Run the monthly cycle
You approve the monthly payroll register; the EOR pays the employee, files with SARS and reports back. You manage the work exactly as you would with any team member.
- Typical time to first contract: a few business days
- Typical time to first payslip: the next payroll cycle
- No entity, bank account or local director required
What about hiring contractors instead?
Engaging a full-time worker as an independent contractor is the highest-risk option. South African authorities apply substance tests, and reclassification brings back-taxes, UIF and CCMA exposure.