Minimum Wage South Africa 2026: Full Breakdown by Sector

South Africa's National Minimum Wage (NMW) was introduced in 2019 under the National Minimum Wage Act, No. 9 of 2018 — a landmark piece of legislation that for the first time set a legally enforceable pay floor for virtually every worker in the country. Since then the rate has been reviewed and increased every year. For the period starting 1 March 2026, the rate stands at R30.23 per ordinary hour.

What Does R30.23 Per Hour Mean in Monthly Terms?

Because the NMW is set per hour, the monthly equivalent depends entirely on how many hours you work each week. There is no fixed minimum monthly salary in South African law — only the hourly floor. The table below shows what the NMW means for the most common work patterns:

Monthly figures are calculated as weekly minimum × 4.333 (the average number of weeks per month). These are gross amounts before deductions — UIF of 1% and PAYE (if applicable) are deducted from the gross.

Minimum Wage by Worker Category — 2026

The NMW Act recognises that some worker categories require different treatment. Here is the full breakdown for 2026:

Sector-Specific Minimum Wages Above the NMW

The R30.23/hour NMW is a floor — but a handful of sectors have their own sectoral determinations that set higher minimums for their workers. These sectoral rates were updated alongside the general NMW in Government Gazette No. 54075, with the same effective date of 1 March 2026. Where a sectoral determination applies, it takes precedence over the general R30.23 floor.

Contract Cleaning — Sectoral Determination 1

Contract cleaning employees are paid more than the general NMW, with the exact rate depending on where they work:

In KwaZulu-Natal, contract cleaning wages and conditions are set by the collective agreement of the Bargaining Council for the Contract Cleaning Service Industry (BCCCI) rather than these SD1 rates.

Wholesale and Retail — Sectoral Determination 9

The wholesale and retail sector has its own job-category wage scale, which is also higher than the general NMW for most roles. A sample of full-time (more than 27 hours/week) rates:

Area A covers major metropolitan and local municipalities (Cape Town, Johannesburg, Tshwane, Ekurhuleni, eThekwini and others listed in the gazette); Area B covers municipalities not listed under Area A. The full schedule covers 15 job categories from general assistant through to manager, with separate rates for employees working 27 hours or less per week — see Government Gazette No. 54075 for the complete table.

Learnership Allowances — Schedule 2

Workers on a registered learnership agreement under the Skills Development Act are paid a weekly allowance instead of the NMW, scaled by NQF level and the number of credits the learner has already earned:

Every learner, regardless of NQF level, starts at R455.00 per week for their first 0–120 credits earned. The allowance increases as the learner progresses through credit bands, with higher-NQF-level learnerships reaching higher ceilings. Learners covered by a registered learnership agreement are also excluded from UIF contributions for the duration of the agreement.

How the Minimum Wage Has Increased Year on Year

The NMW has grown significantly since its introduction. The table below shows the annual progression:

Since 2019 the NMW has increased by just over 51%, reflecting both inflation adjustments and a deliberate policy to lift the earnings floor for low-income workers. The National Minimum Wage Commission publishes its recommendation annually, and the Minister of Employment and Labour gazetted the R30.23 rate for 2026 following that process.

What the NMW Covers — and What It Does Not

The NMW covers all ordinary hours

The R30.23 rate applies to every ordinary hour you work. An employer cannot average out the rate across a week or pay below R30.23 for some hours to make up for higher rates elsewhere. Every single hour of ordinary work must attract at least the NMW.

Overtime above the NMW

Overtime must still be paid at the BCEA rates on top of the NMW base. At minimum wage, your 1.5× weekday overtime rate is R30.23 × 1.5 = R45.35 per hour, and your 2× Sunday rate is R30.23 × 2 = R60.46 per hour. An employer who pays NMW for all hours including overtime is in breach of both the NMW Act and the BCEA.

Deductions from minimum wage

Employers may only deduct from a minimum wage worker's pay amounts that are legally permitted — PAYE, UIF, pension contributions and court-ordered deductions. They may also deduct up to 10% of the wage for accommodation provided to the worker. What they may not do is use deductions to bring the effective hourly rate below R30.23.

Who is excluded from the NMW?

The NMW Act excludes independent contractors — only employees are covered. If you work as a genuine independent contractor (i.e. not employed under a contract of service), the NMW does not apply to your hourly rate. However, if your employer misclassifies you as a contractor when you are in practice an employee, you retain all NMW and BCEA rights. The Contractor vs Employee Calculator can help you assess your classification.

If Your Employer Pays Below Minimum Wage

Underpayment of the NMW is a criminal offence under the National Minimum Wage Act. As an affected worker, you have several options:

1. Raise it with your employer first. In many cases, underpayment is a payroll error rather than deliberate non-compliance. A written request citing the current NMW and the shortfall is often enough to resolve it.
2. Report to the Department of Employment and Labour. Labour inspectors have the power to enter workplaces, demand payroll records and issue compliance orders. Complaints can be lodged at any DOL regional office or online via the Department's website.
3. Employers: calculate your full cost of employment. Beyond the NMW hourly rate, employers must factor in UIF, SDL and COIDA contributions. The Payroll Cost Calculator shows the total monthly cost per employee including all statutory contributions.
4. Refer a dispute to the CCMA. Under Section 73A of the BCEA, an employee may refer a minimum wage dispute to the CCMA for arbitration. The process is free of charge and the CCMA can order the employer to pay the underpaid amount plus a penalty of up to twice the amount of the shortfall.

Frequently Asked Questions

Related Calculators

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Related Reading

→ Domestic Worker Rights: Pay, Leave and UIF in SA → Overtime Rules in South Africa: What Employers Must Pay → How Many Leave Days Are You Entitled To? → What is PAYE and How Does It Work in South Africa?