South Africa's wine sector has long grappled with issues of under-remuneration, inequitable labour conditions, and persistent inequalities — particularly for those at the base of the supply chain. The introduction of the Fair Pay Bill presents a pivotal opportunity for HR professionals to foster transparency, fairness, and sustainable remuneration in the industry.

Understanding the Fair Pay Bill

Proposed by Build One SA in June 2025, the Fair Pay Bill seeks to amend the Employment Equity Act by introducing the following key provisions:

  • Prohibiting the use of applicants' salary history in recruitment — unless voluntarily shared after a job offer has been made
  • Mandating salary disclosure: job advertisements must include a fixed salary or a clear pay range
  • Permitting open discussion of pay: confidentiality clauses that prevent employees from discussing wages would be disallowed
  • Requiring structured pay frameworks that enable objective justification of pay scales

Implications for the Wine Industry

Enhancing Transparency and Equity

Historically, reliance on past earnings has locked disadvantaged groups — including women and marginalised workers — into cycles of low pay. The Bill addresses this directly, compelling compensation based on the true value of roles rather than previous earnings. For the wine sector, where pay inequality has been a persistent challenge, this represents a significant and necessary shift.

Aligning with Ethical Labour Standards

Organisations such as WIETA already mandate fair remuneration sufficient for a sustainable livelihood, demonstrating alignment with the Bill's goals through standards including payslip transparency, equal pay for equal work, and prohibitions against wage deduction abuses.

Research highlights a significant gap that the industry needs to confront: the current agricultural minimum wage falls approximately 48% short of a living wage, estimated at R6 034 per month. The Fair Pay Bill complements existing industry efforts to move closer to living wages and improve conditions for farm workers across the value chain.

What HR Should Do Now

Audit and Define Pay Bands

Conduct a comprehensive pay audit and establish transparent salary bands for all roles. Each band should be accompanied by documented rationale — covering experience, skills, and responsibility levels — so that any pay decision can be clearly explained and defended.

Update Recruitment Practices

Ensure all job postings clearly state salary ranges before the Bill becomes law. Train recruiters to avoid requesting historical pay information, and prepare hiring managers for transparent wage discussions with candidates.

Monitor and Report Equitably

Develop processes to track and explain any pay disparities across gender, age, or role level. Being proactive helps HR identify structural inequities early and align with both the Bill's requirements and the Employment Equity Act.

Align with Ethical Trade Frameworks

If your organisation is WIETA-certified or works with Fairtrade, ensure that policy updates reflect both legal expectations and ethical commitments — especially around supporting living wage goals and improving overall worker welfare.

Conclusion

For HR leaders in the South African wine sector, the Fair Pay Bill is not merely a legal compliance exercise. It is a chance to build credibility, fairness, and operational integrity. By modernising pay structures, promoting transparency, and moving toward living wages, the sector can better support its workforce and strengthen its social licence to operate.

The time to act is before the Bill becomes law — so that when it does, your organisation is ready to lead rather than scramble to catch up.

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