BCEA coverage that makes inspections a retrieval, not a scramble
Every employment obligation mapped to an owner, the records held with their retention periods, and one view of where your workforce compliance stands.
Compliance at a glance
What the BCEA requires
Working time and overtime tracked
Hours, overtime and rest periods recorded per employee with exceedances flagged automatically. Threshold exclusions held with the basis so they are defensible.
Leave entitlements managed continuously
Annual, sick, family responsibility, maternity and parental leave tracked per employee. Balances and cycle dates held so nothing is recalculated from scratch.
Records retained with disposal dates
Retention periods tracked per record type with scheduled disposal. Nothing destroyed early and nothing accumulated indefinitely for want of a rule.
One employee record across multiple frameworks
The same employee data supports working time, equity reporting and discipline records. Maintained once and serving all three rather than kept in three places.
BCEA compliance, covered by default
Working time, leave, record keeping and the earnings threshold, all managed with retention rules and named owners so an inspection is a retrieval rather than a scramble.
Working time and overtime tracking
Hours and overtime records retained per employee with exceedances flagged automatically. Threshold exclusions recorded with their basis so they are defensible at inspection.
Leave entitlement management
Annual leave, sick leave cycles, family responsibility leave, maternity and parental leave tracked per employee. Balances and medical certificate requirements applied consistently.
Statutory record keeping
Retention periods tracked per record type with disposal scheduled. Nothing destroyed early and nothing accumulated indefinitely for want of a rule.
Particulars and payslip compliance
Written particulars of employment issued and acknowledged with version history, and payslip content checked against what the BCEA prescribes.
Sectoral determination tracking
Applicable sectoral determinations and minimum wage reviews tracked per employee group, with the more favourable term identified and applied when instruments conflict.
The obligations Dimeri tracks
Dimeri holds the BCEA as obligations with owners and evidence, and the record keeping duties as retained documents with their statutory periods.
Working time and overtime
Ordinary hours, overtime limits and premiums, night work, rest periods, Sunday work and public holidays, with the earnings threshold exclusions applied correctly.
- Hours and overtime records retained per employee
- Threshold exclusions recorded with the basis
- Overtime agreements held with their expiry
- Exceedances flagged rather than discovered at inspection
Leave entitlements
Annual leave, sick leave over a three year cycle, family responsibility leave, maternity leave and parental leave, each with its own accrual and evidence rules.
- Entitlement and balance tracked per employee
- Sick leave cycle dates held rather than recalculated
- Medical certificate requirements applied consistently
- Leave records retained for the statutory period
Particulars of employment and payslips
Written particulars supplied when employment begins and kept current, and the prescribed information given with each payment.
- Particulars issued and acknowledged, with version history
- Changes to terms recorded when they happen
- Payslip content checked against what the BCEA prescribes
- Deductions evidenced against their authorisation
Record keeping
Records of time worked and remuneration paid, kept for three years from the date of the last entry.
- Retention periods tracked per record type
- Records held against the employee and the period
- Disposal only after the statutory period expires
- Inspection pack assembled from existing records
Termination
Notice periods by length of service, payment on termination, severance where the LRA applies, and certificates of service.
- Notice calculated from service and recorded
- Final payment components itemised
- Certificate of service issued and logged
- Outstanding leave paid and evidenced
Sectoral determinations and minimum wage
Where a sectoral determination or bargaining council agreement applies, or the National Minimum Wage Act sets a higher floor, the more favourable term governs.
- Applicable determination recorded per employee group
- Minimum wage reviews tracked against annual adjustment
- Bargaining council terms held as obligations
- Conflicts between instruments resolved and recorded
Getting BCEA coverage in place
4 steps from where you are today to a BCEA position your auditor can rely on.
Book a demoWhich employees fall above the earnings threshold, which sectoral determination or bargaining council agreement applies, and where the National Minimum Wage Act sets the floor. This settles the rest.
How Dimeri covers BCEA
Records with their retention clock
The BCEA sets a three-year retention period for time and remuneration records. Records are held against the employee and the period with disposal scheduled, so nothing is destroyed early and nothing accumulates indefinitely for want of a rule.
Threshold exclusions recorded, not assumed
Whether an employee falls above the earnings threshold changes which working time rules apply. Recording the basis of that decision is what makes it defensible when an inspector disagrees.
One employee record across three Acts
The same employee data supports BCEA working time, EEA reporting and LRA discipline. Recorded once, it serves all three rather than being maintained in three places at three levels of accuracy.
BCEA questions
Which employees are excluded from the working time rules?
The working time rules do not apply in full to senior managerial employees, sales staff who travel and regulate their own hours, employees working fewer than 24 hours a month, and employees earning above the ministerial earnings threshold, which is reviewed periodically. Getting this wrong in either direction is common, so the basis of each exclusion should be recorded.
How long must employment records be kept?
The BCEA sets a three-year retention period for records of time worked and remuneration paid, counted from the date of the last entry. Other obligations, including POPIA retention limits, may apply to the same records, so the retention rule should reconcile both rather than being set independently.
What happens if a bargaining council agreement says something different?
Where a sectoral determination, collective agreement or bargaining council agreement provides a term more favourable to the employee, that term governs. The BCEA sets a floor, not a ceiling, so the applicable instrument has to be identified per employee group before the obligations mean anything.
Does this handle payroll?
No. Dimeri holds the compliance layer over whatever payroll system you run: the obligations, the owners, the retention rules and the evidence. The calculations and payments stay where they are.
Is this a substitute for legal advice?
No. Earnings thresholds, sectoral determinations and exclusions change, and the interaction with bargaining council agreements is fact specific. Your labour law advisers should confirm what applies to your workforce.
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