South Africa could soon see major changes in how companies advertise jobs and decide how much to pay new hires. A new proposal called the Fair Pay Bill has been introduced in Parliament, aiming to promote transparency, fairness, and equal opportunity in the workplace.
The Fair Pay Bill, an amendment to the Employment Equity Act of 1998 has two major goals:
- To stop employers from asking candidates about their previous salaries, and
- To require employers to include salary ranges in job adverts and recruitment processes.
If passed, this law would make it illegal for companies to ask about your current or past pay during interviews or job applications. Instead, employers would have to tell you how much they’re offering upfront.
Why the Fair Pay Bill Matters
This could be good news for many job seekers, especially women, youth, and people from historically disadvantaged backgrounds who often start their careers earning less than others and then struggle to catch up. When job offers are based on previous salaries, it can lock people into ongoing cycles of low pay.
By requiring employers to publish pay ranges and stop asking for salary history, the Fair Pay Bill aims to help level the playing field for all candidates.
Learn more: Employment Equity vs Affirmative Action: What’s the Difference?
Key Changes Employers Should Prepare For
If the Fair Pay Bill becomes law, here’s what employers will need to do:
- No more salary history questions: Employers will be banned from asking candidates what they earned in the past, unless a job offer has already been made and the candidate asks for it to be considered.
- Pay transparency: Employers must include the salary or salary range in job adverts, and during recruitment, promotions, or internal transfers.
- Open discussions about pay: Employees will have the right to talk about salaries and job offers without fear of punishment.
- Structured pay systems: Employers will need to document how pay is determined for each role to avoid unfair disparities.
How This Affects Job Seekers
For job seekers, especially young people entering the workforce, this could bring a more honest and fair hiring process. No more guessing games or getting lowballed because of previous pay. You’ll know upfront what the job pays, and you’ll be judged based on your skills and qualifications not your past income.
It also gives you the right to ask questions, compare offers, and have open conversations about fair pay with others.
Learn more: How to Answer the Salary Expectation Question During an Interview in 2025
Why Employers Should Care
Yes, the Fair Pay Bill may increase admin and compliance requirements, especially for small businesses. But it could also help attract better talent, reduce legal risks, and build stronger teams. Transparency builds trust—and trust builds successful workplaces.
And with international investors paying more attention to ESG (Environmental, Social and Governance) policies, companies that treat their employees fairly may also become more attractive for funding and partnerships.
Getting Ready: What Employers Can Do Now
Whether or not the Fair Pay Bill becomes law, here are a few smart steps employers can take today:
- Review your hiring practices – remove salary history questions from application forms and interviews.
- Start disclosing salary ranges in job ads and internal postings.
- Do a pay audit to check if there are any unfair gaps between employees doing similar work.
- Train HR teams to understand the shift toward fair pay and how to implement it properly.
The Fair Pay Bill has the potential to modernise recruitment in South Africa and create fairer, more inclusive workplaces. It could also spark important national conversations about whether current wages meet basic living costs, and what it really means to pay people fairly in today’s economy.
For job seekers, it may be the start of a new chapter where what you’re worth isn’t defined by your past, but by your value and potential.
Source: South Africa: The Fair Pay Bill – A catalyst for change