Compliance

What this software supports under the Employment and Labour Relations Act, 2025. A tick means the system handles it — it never means the business is compliant. Compliance is always the employer’s, and no tool can truthfully claim otherwise.

Supported: 16
Partial: 5
Planned: 4
Blocked: 2

Tax reconciliation

Two independent checks. The engine reproduces all 29,334 entries of the published BURS monthly deduction table exactly, including its half-to-even rounding — and it reproduces the payslips this business actually issued.

Payslip	Gross	PAYE issued	PAYE computed	Variance
Moganetsi TladiAugust 2026	P10,479.00✓	P614.81	P614.81	—
Tristyn FranscheAugust 2026	P8,127.09✓	P290.88	P290.89	P0.01
Oteng (Ftown)August 2026	P5,082.00✓	P54.10	P54.10	—
Gaofengwe Wetshootsile (Wafa)August 2026	P6,832.40✓	P141.65	P141.62	-P0.03
Mpho KofaAugust 2026	P7,986.00✓	P273.25	P273.25	—
Tumelo MpolokangAugust 2026	P5,450.00✓	P72.50	P72.50	—
Tokelo MokuteAugust 2026	P6,200.00✓	P110.00	P110.00	—
Francesco ManisAugust 2026	P68,436.77✓	P15,824.29	P15,824.28	-P0.01
Dusan StevanovicAugust 2026	P68,436.77✓	P15,824.29	P15,824.28	-P0.01
Moganetsi TladiJuly 2026	P9,112.03✓	P414.00	P414.00	—
Tristyn FranscheJuly 2026	P8,127.09✓	P290.88	P290.89	P0.01
Oteng (Ftown)July 2026	P5,082.00✓	P54.10	P54.10	—
Gaofengwe Wetshootsile (Wafa)July 2026	P6,832.40✓	P141.65	P141.62	-P0.03
Mpho KofaJuly 2026	P7,986.00✓	P273.25	P273.25	—
Tumelo MpolokangJuly 2026	P4,650.00✓	P32.50	P32.50	—
Tokelo MokuteJuly 2026	P5,000.00✓	P50.00	P50.00	—
Francesco ManisJuly 2026	P57,621.56✓	P12,850.10	P12,850.10	—
Dusan StevanovicJuly 2026	P57,621.56✓	P12,850.10	P12,850.10	—

Table BURS 2026-07 · VERIFIED

BURS Tax Table and Guidance Notes for Employee's Income, effective 1 July 2026, approved by the Commissioner General — Part II Table I/II. Engine reproduces all 29,334 published monthly-table entries exactly.

Remaining variances are at most P0.03 and arise because the BURS monthly table is indexed in whole Pula — a salary of P8,127.09 has no table entry. This system computes exactly on the actual amount rather than rounding to a lookup.

Blocked on gazetted figures

Two operative numbers are set outside the Act. Neither is guessed here — a payroll system that invents a statutory rate is worse than one that admits it does not know.

Severance benefit rate (s.169)Not loaded: Accrues pro-rata from day one of service; full entitlement at the 60-month mark or on earlier termination. Where a worker separately qualifies for a gratuity or pension for the same period, severance is not payable for that period — unless the gratuity is worth less, in which case the employer tops up. Service beginning before commencement is deemed, for severance purposes, to have begun at commencement.
Minimum wage (s.188) Not loaded: Set by Ministerial Order, not by the Act. No minimum-wage check can run until the figure is gazetted and entered. Compliance records must be kept 6 years, and the notice updated within 30 days of any change.

Pay

Total deductions capped at 70% of remuneration
Every payslip is tested against the cap and flagged when breached. The warning appears on the run before approval.
s.197(1)Supported
Only the seven authorised deduction categories are lawful
Pay components carry a statutory flag, but codes are not yet mapped one-to-one to the s.197 list. Mapping is required before go-live.
s.197Partial
Payment in kind capped at 25% of total pay; never alcohol
Benefit-in-kind components are summed and tested against the 25% cap.
s.201Supported
Wage period between one week and one month; paid by the last day
Payroll runs carry a period and a pay date; the period length is validated.
s.190, s.199Supported
Pay at or above the gazetted minimum wage
The Pula figure is set by Ministerial Order, not by the Act, and is not yet loaded. No minimum-wage check can run until it is gazetted and entered.
s.188Blocked

Working time

Overtime paid at 1.5× the normal wage
Overtime is a first-class time-entry kind at a 1.5× multiplier held as configuration, not code.
s.213–216Supported
Overtime capped at 14 hours a week
Timesheets are checked against the weekly cap and flagged when exceeded.
s.214Supported
At least 24 consecutive hours' rest in every seven days
Timesheet validation flags any seven-day window with no rest day.
s.212(1)Supported
8-hour ordinary day, 48-hour ordinary week
Normal hours beyond the daily and weekly limits are flagged on the timesheet.
s.210Supported

Leave

All seven statutory leave categories, at the new entitlements
Annual, sick, family responsibility, maternity, paternity, adoption and nursing breaks are seeded at their statutory floors, each citing its section.
s.219–229Supported
Maternity at 14 weeks and not less than 70% of pay
Leave types carry a pay rate; maternity is seeded at 70% and warns if set lower.
s.222Supported
Real per-person balances an inspector can be shown
Leave is an append-only ledger. A balance is the sum of its entries, so it can always be explained rather than asserted.
s.219Supported
8 of 15 days within 6 months; 7-day carry-over capped at 3 years; 35% cash after two failed scheduling attempts
The ledger supports it; the scheduling rules and the mandatory 35% payment are not yet automated. Breach is an unfair labour practice, so this is a priority.
s.219Planned

People

Six-factor employee presumption applied to every contractor
The six factors are modelled and shown, but the per-person audit is not yet recorded against each engagement.
s.151Partial
A casual averaging over 22.5 hours a month for 12 months is deemed permanent
Timesheet history is measured against the threshold and surfaces anyone who has crossed it.
s.153Supported
Casual-worker register kept for 2 years after the last entry
Exportable register with the retention period recorded.
s.154Supported
Probation capped at 6 months; lapses into automatic confirmation if undecided
Contracts carry probation dates. The reminder calendar before the 6-month hard stop is not yet built.
s.155Partial
No fixed term beyond 12 months without a written justification the employer can prove
Contracts require a recorded justification past 12 months. An unrecorded reason is unprovable, and unprovable means permanent.
s.157Supported
Part-time workers not treated less favourably; entitlements pro-rated
Pro-rating is supported; a comparability check against full-time peers is not.
s.156Partial

Discipline

Nine-point fair-procedure checklist on every conduct dismissal
The checklist is modelled and displayed. Case records are v2. Until then, keep hearing files off-system — the burden of proof is the employer's.
s.163Planned
Never dismiss on an automatically unfair ground
The six grounds are displayed as a guard. Reinstatement is the primary remedy and the minimum award is six months' pay.
s.164Planned

Termination

7 days' notice for daily/weekly-paid, 1 month for monthly-paid
Notice is derived from pay basis and included in the final-pay calculation.
s.166Supported
All five final-pay components, due ON the termination day
Outstanding pay, accrued leave and notice are calculated. Severance cannot be until the rate is gazetted; transport allowance is not yet modelled.
s.170, s.193Partial
Severance accrues pro-rata from day one, not from the 5-year mark
Service is tracked from day one so the accrual is ready, but the Pula rate is set by regulation and is not loaded. No severance figure can be produced until it is.
s.169Blocked
Seven-step operational-requirements process, incl. Director of Labour notice
The seven duties are modelled and displayed; case tracking is v2.
s.165Planned

Records

Employment records available for inspection on demand
Employee, contract, leave and casual registers export on demand.
s.210Supported
Records that carry the employer's burden of proof
Audit events and payslips are append-only. In a dispute the burden is the employer's from the start, so the record is the defence.
s.27, s.163(2)Supported

Fair-procedure checklist (s.163)

Nine points. The employer must prove a valid reason, a fair reason, AND a fair procedure. A valid reason does not cure a broken procedure.

1.Reasonable notice of the time and place of the disciplinary hearing
2.Clear notice of the nature of the disciplinary charge
3.Right to be assisted or represented by a co-worker of choice or a union representative
4.Employer places sufficient evidence to prove the misconduct on a balance of probability
5.Worker's right to question witnesses
6.Worker's right to give evidence and call their own witnesses
7.If found guilty, a separate opportunity to make representations in mitigation before penalty
8.Worker is informed of the right to appeal
9.The hearing is conducted in good faith throughout

Automatically unfair grounds (s.164)

If the real reason is any of these, reinstatement is the primary remedy and the minimum award is six months' pay. Never record one as a contributing reason.

✕Trade union membership or lawful union activity
✕Being, or having been, a worker's representative
✕A good-faith complaint or participation in proceedings against the employer
✕Pregnancy, maternity leave, or return from it
✕Race, tribe, national or social origin, political affiliation, marital status, religion, gender, sexual orientation, colour, creed, health status or disability
✕Refusal to work in an unsafe or unhealthy environment

Retrenchment duties (s.165)

The test is not whether the business case was good, but whether the process was real.

1.Give written notice of the intention to retrench as soon as it is contemplated
2.Disclose all information relevant to meaningful consultation
3.Consult on reasons, ways to avoid or minimise job losses (including re-skilling), selection method, timing and the package
4.Extend notice, disclosure and consultation to any recognised union, any union with unrepresented members, and unrepresented workers directly
5.Select fairly — where practicable first-in-last-out, tempered by skills, qualifications and experience
6.Notify the Director of Labour, who works with the parties to avert or mitigate job losses
7.If job losses cannot be avoided, negotiate a separation package above the statutory minimum

Authorised deductions (s.197)

Only these categories are lawful, and the total may not exceed 70% of pay. Payment in kind is capped at 25% and may never be alcohol (s.201).

✓Tax and other statutory deductions
✓Pension or provident fund contributions
✓Union agency fees and check-off dues
✓Accommodation or service charges the worker has consented to
✓Third-party remittances the worker has requested
✓Deductions for unauthorised absence
✓Loan recovery under a signed memorandum

Record retention

Casual-worker register	2 years after the last entry	`s.154`
General wage and employment records	Available for inspection (no fixed period stated)	`s.210`
Minimum-wage compliance records	6 years	`s.187`
Minimum-wage notice display	Updated within 30 days of any change	`s.188`

Penalty exposure

The Act creates over 60 offences. These are the ones HR decisions trigger most directly.

Breach of Council or committee confidentiality	P500,000.00	Critical
Discriminating against a trade union office bearer	P100,000.00	Critical
Unlawful discrimination, harassment or equal-pay breach; forced labour	P50,000.00	Critical
Failure to comply with an Industrial Court reinstatement order	P50,000.00	Critical
Contravention of annual leave provisions	P20,000.00	High
Recruiting without a licence	P15,000.00	High