Entries by admin@crs

SA new version of PAYE BRS published

SA new version of PAYE BRS published 2018 has more than lived up to expectation as a busy and significant chapter in the development of South Africa’s tax system. We endeavour to be one step ahead and ensure that we have all the knowledge at our disposal to assist our clients. It is important to […]

EMP501 Madness

It’s EMP501 Madness – time for Mid-Year Employer Reconciliation Declarations It is that time of the year… and South African employers are reminded that Employer Reconciliation Declaration (or EMP501) have to be submitted to SARS. The EMP501 is important because it confirms or corrects the PAYE, SDL and UIF declarations as per the monthly EMP201 submitted, the […]

News Flash 13 June 2018 – Lesotho – Income Tax Rates

INCOME TAX (AMENDMENT OF MONETARY AMOUNTS) REGULATIONS, 2018 Changes to the Second Schedule of the Income Tax Act 1993 (as amended) as per Income Tax (Amendment of Monetary Amounts) Regulations No. 26 of 2018 has been published on the Lesotho Revenue Authority website in May 2018. The changes as per Legal Notice 26 of 2018 […]

May/June Newsletter

I have been encouraged to see a bit more of an upbeat and optimistic attitude in the business sector lately. Reflecting a slower inflation rate last month, the economy seems a little more settled which is great news as, behind the scenes, CRS is embarking on some fairly aggressive business development plans. For now, the […]

Tanzania’s Pension Bill signed into law

In as much as we are cognisant of the changes in South African labour law and feel passionate about the impact regulation has on business, we are just as acutely aware of changes to HR and labour law practices beyond South Africa’s borders… so, we want employers to be aware that Tanzania’s government had signed into […]

May – Treat employee incapacity with caution

South Africa’s Labour Relations Act (LRA) sets out clear guidelines that employers must follow when it comes to dealing fairly with cases of employee dismissal for incapacity. Employers cannot simply dismiss an employee for being incapacitated, and each case requires careful consideration of all requirements. This is according to Nicol Myburgh, Head of HR business […]