by admin | Apr 30, 2026 | News, NEWSROOM
MEDIA STATEMENT: COSATU AND FEDUSA GIVE GEMS UNTIL 6 MAY TO REVIEW UNAFFORDABLE 9.5% CONTRIBUTION INCREASE OR FACE INTENSIFIED WORKER ACTION
29 April 2026
The Congress of South African Trade Unions (COSATU) and the Federation of Unions of South Africa (FEDUSA) have placed GEMS on notice following yesterday’s engagement on the unaffordable 9.5% contribution increase imposed on public servants from 1 February 2026.
GEMS came to the meeting with explanations that do not shift the hardships faced by workers. The Scheme’s presentation confirmed what organised labour has warned all along: the crisis facing GEMS is not an act of nature. It is the result of governance weakness, weak cost controls, poor planning, unmanaged financial leakages including fraud, delayed intervention and executive failure. Public servants must not be turned into the bailout mechanism for a Scheme that failed to act when the warning signs were already visible.
COSATU and FEDUSA entered the meeting expecting GEMS to table a serious solution. That expectation was not met.
Instead, GEMS leaned on actuarial modelling, reserve requirements, claims pressure and industry comparisons to justify an increase that workers cannot afford.
Organised labour rejects this defence. An actuarial report may explain how GEMS priced the crisis, but it does not absolve the Board and executive management from responsibility for how the Scheme got here.
GEMS was not established as a commercial medical scheme. It was built as a social solidarity scheme for public servants. It cannot now behave like a private scheme by shifting institutional failure onto members while asking workers to accept reduced benefits, higher contributions and weaker protection.
Labour has made it clear that the 9.5% increase must be substantively reviewed.GEMS must also engage the regulatory space properly, including whether relief can be sought from the Council for Medical Aid Schemes in relation to the 25% reserve requirement, instead of using compliance as a shield against affordability.
COSATU and FEDUSA have given GEMS until 6 May 2026 to return with a substantive response. That response must deal directly with the review of the 9.5% increase. GEMS must also commit to a formal engagement framework with organised labour.
Labour is demanding a memorandum of understanding that provides for leadershiplevel engagements at least twice a year, supported by a working committee through the PSCBC. Never again must workers be confronted with contribution increases and benefit changes as already-made decisions.
If GEMS returns with another technical defence instead of a real review, COSATU and FEDUSA will escalate the campaign. All options remain on the table, including intensified workplace mobilisation, mass demonstrations including the withdrawal of labour, regulatory interventions and legal challenges. Public servants built this Scheme, and they sustain it every month through their hard-earned contributions. They will not be treated as passive funders of governance failure.
Affordable healthcare is not a privilege. It is a worker right.
Issued jointly by COSATU and FEDUSA
For interviews and inquiries:
Zanele Sabela
Cosatu Spokesperson
079 287 5788/ 077 600 6639
Betty Moleya
FEDUSA Media and Communications
063 736 5533
by admin | Nov 18, 2022 | News, NEWSROOM
The 2022/23 wage negotiations were the longest on record in the PSCBC, and by October parties had still not found each other.
The point of contention has been, for one of the unions, the cash gratuity that will be coming to an end at the end of March 2023. NAPTOSA supports the conversion of the gratuity into a pensionable increase. This will benefit members in the long run. This can however only be negotiated with the next round of negotiations since all parties agreed to a one-year agreement. The next round starts NOW so that we can influence the budget.
Some unions threatened to go on strike, others remained silent, and others attempted to exploit the unhappiness of members without themselves providing solutions or even nailing their colours to the wall. To date, none of the unions has followed through with their threats. Teachers cannot be used as cannon fodder when it comes to strike action. Some unions were bargaining on the teachers to interrupt the NSC exams. When this did not happen, their threats were used as social media tactics to lure members. Fortunately, members are far more discerning than what these predators bargained for.
On October 18th the Ministers of Finance and Employment informed FEDUSA of the intention to invoke Section 5 (5)(b) of the Public Service Act which empowers the Minister to implement the final offer as it provides that: “Notwithstanding subsection (4), but subject to the Labour Relations Act- (b) the last offer made by the State as employer in a bargaining council referred to in the said subsection (4) on a specific matter may, if a deadlock in negotiations is reached, be implemented by acting in terms of the provisions of this Act or any other law, provided any such act does not have the effect of reducing existing remuneration or other service benefits, except in accordance with section 34.”
In a letter addressed to Public Service Unions the Minister of Employment and Labour stated that “the action was not contemplated lightly. The matter we (The Public Service) are seized with required urgent action from all parties to bring to finality, to significantly reduce the uncertainties regarding both the fiscal outlook and to ensure the stability of the public service.”
The PSCBC convened a special council meeting October 19th where the employer referred to the letter from the minister of finance. Wherein the minister indicated that because the PSCBC had not concluded negotiations, that it would be difficult to accommodate an increment for the public service sector in the 2022 Medium Term Budget Policy Statement (MTBPS). The employer thus confirmed that notwithstanding the dissatisfaction of some in labour, that the agreement would indeed be implemented.
The agreement consists of:
- – the R1 000 (after tax) gratuity,
- – 3% Cost of Living Adjustment (back dated to April 2022),
-
– 1.5% pay progression (back dated to July 2022) (This is a standing agreement NOT part of the negotiations).
NAPTOSA, SAOU and SADTU confirmed their position of accepting the offer and wished to sign the agreement to benefit their members. Additionally, the delaying tactics punctuated by threats with no action and a deathly silence from others are robbing us of impacting the budget of 2023.
NAPTOSA is hopeful that the 2023/24 negotiations that will be commencing soon, won’t be as drawn out a process as the past one.
As promised in NNS 18/10, find attached copies of the draft salary scales compiled by Naptosa. The DBE and DPSA will release official scales in due course.
Mr BL Manuel Executive Director
by admin | Nov 18, 2022 | News, NEWSROOM
2022 /23 FINANCIAL YEAR SALARY MANDATE SURVEY RESULTS
The 2022/23 financial year salary negotiations have concluded. The employer tabled the following final offer: A salary increase for levels 1 – 12 employees in the Public Service, which includes the Non pensionable cash allowance, amounting to R1 000-00 (after tax), as well as a 3% Pensionable salary adjustment (COLA) across the board. (Refer to NNF 21 of 2022).
The 1.5% Pay progression (Due in July) has not been implemented as yet, due to the delay of the Cost-of-Living Adjustment (COLA) agreement. The one will follow the other.
Based on the above proposal, NAPTOSA surveyed its members for a mandate to either accept or reject the offer. The response rate was very low, with less than 6% of the members participating, and some questioning why they were expected to complete another survey.
The survey results were as follows:
Most respondents were from the Gauteng Province:
A large majority (65.5%) chose to accept the Employer’s offer:
Draft Salary Scales
NAPTOSA will release the Draft Salary Scales as soon as there are sufficient signatures on the Proposed Agreement. It is important to note that the General Public Servants scales have notch intervals of 1,5 % whereas educator scales are in notches of 0,5%.
Thank you to all who took time out to have their voices heard. The results are a true reflection of the data received from the members who participated in the survey.
Mr BL Manuel Executive Director
by admin | Nov 18, 2022 | News, NEWSROOM
SALARY MANDATE FOR FINANCIAL YEAR 2022/2023
The Employer presented a Draft Agreement at a special Council meeting held on 30 August 2022. The contents of the Agreement are as follows:
AGREEMENT ON THE PAYMENT OF A SALARY ADJUSTMENT IN THE PUBLIC SERVICE FOR THE FINANCIAL YEAR 2022/2023
1. OBJECTIVE
To provide for an agreement on the payment of a salary adjustment for employees employed in the public service
for the financial year 1 April 2022 to 31 March 2023
- SCOPE
2.1 This agreement binds the state as employer and all employees who: 2.1.1. Are employed by the State; and
2.1.2. Fall within the registered scope of the Council.
- NOTING THAT
- 3.1 Government has been paying the non-pensionable cash allowance as provided for in clause 3.3 of PSCBC
Resolution 1 of 2021; and
- 3.2 Government may introduce measures in consultation with organised labour to source the additional funding
required to cover the baseline increase provided
for in this agreement.
- PARTIES AGREE AS FOLLOWS
- 4.1 That the employer shall pay the employees on levels 1 – 12 employed in the Public Service a salary increase
for the financial year 2022/23 packaged as follows:
- 4.1.1 Non pensionable cash allowance; and Pensionable salary adjustment
- 4.1.2 Non-Pensionable Cash Allowance:
- 4.2 Non-Pensionable Cash Allowance
4.2.1 The employer will continue to pay to all employees who were employed on or after 1 April 2022 a
monthly non-pensionable cash allowance as follows:
- 4.2.2 The non-pensionable cash allowance payable to salary levels 1 – 12 shall continue to be paid until 31 March 2023 as per the table in clause 4.2.1 above; and
- 4.2.3 Employees who are appointed on a part-time basis, i.e., 6/8, 5/8 and 3/8, will receive the portion of the non-pensionable cash allowance payable in terms of their contractual appointment.
4.3 Pensionable Salary Increase
- 4.3.1 The employer shall pay a 3% pensionable salary adjustment to all employees on salary levels 1 – 12
employed in the public service on or before 1 April 2022; and
- 4.3.2 Notwithstanding clause 3.2 of this agreement, the pensionable salary adjustment payable as per
clause 4.3.1 shall be implemented back dated to the 1st April 2022, with immediate effect when this
agreement enjoys a majority as provided for in the constitution of Council.
- 4.3.3 The process in clause 3.2 shall not in any way delay or stop the implementation of the adjustment as
per clause 4.3.1
5 PAY PROGRESSION
The employer shall process the payment of the pay progression to all qualifying employees employed in the public service in respect of the applicable performance cycles in terms of any or all PSCBC and Sectoral Agreements regulating pay progression.
6 GOVERNMENT EMPLOYEE HOUSING SCHEME (GEHS): ROADMAP TOWARDS THE ESTABLISHMENT OF A GOVERNMENT COMPONENT
6.1 Parties agree to expedite the decisions on the implementation of the GEHS as agreed to during the Public Service Summit and as entrenched in PSCBC Resolution 1 of 2022 and it’s agreed to implementation plan.
6.2 The scheme is currently incubated within the DPSA programme with a view of defining and consolidating service and product offering. This incubation is a phased-in process that will lead to an appropriate organisational form capable of sustaining itself.
6.3 Parties, therefore, agree to adopt the following roadmap towards the establishment an appropriate organisational form as a delivery mode for the Government Employee Housing Scheme (GEHS):
7 COMPLIANCE CLAUSE
The employer duly represented by the Department of Public Service and Administration warrants that it has the requisite authority and National Treasury approval to conclude this agreement. In particular, the employer warrants that, in concluding this agreement, it has complied with:
7.1 The Public Service Act 103 of 1994 (as amended); and
7.2 Regulations 78 and 79 of the Public Service Regulations, 2016.
8 DISPUTE RESOLUTION
If there is a dispute about the interpretation or application of this agreement any party may refer the matter to the Council for resolution in terms of the dispute resolution procedure of the Council.
To enable NAPTOSA to make an informed decision concerning the draft agreement, a survey will be conducted among members. The survey is strictly for NAPTOSA members only (hence the need for your NAP Number). Members will be presented with two options, to either accept or reject the proposed agreement by the employer.
Click on the link to complete the survey: NAPTOSA MEMBER MANDATE SURVEY
MR B.L MANUEL EXECUTIVE DIRECTOR
by admin | Nov 18, 2022 | NEWSROOM
NAPTOSA has NOT called on its members to join the planned National stay away on Wednesday 24 August 2022.
FEDUSA, and NAPTOSA as a member organization, have Not supported the call for a stay away, nor notified NEDLAC in terms of section 77 of the LRA of any intention to embark on protest action. While we agree that government should do more to create a buffer to assist the poor and needy against run-away commodity prices, we have difficulty with the chosen strategy to achieve that.
This is a protected strike for some Federations, meaning that their members are protected against victimization for participating. It is however done knowing that the principle of No-Work-No-Pay will apply. As a non- participant, NAPTOSA members don’t enjoy the ‘protection’ but will also be subjected to the No-Work-No -Pay rule if they absent themselves.
NAPTOSA members MUST report to work.
You are NOT obliged to supervise any person’s class who is on strike (that defeats the purpose of the strike). Should your school be closed for the day, your principal MUST have arranged for you to show your attendance. If this has not been done, report to the closest departmental office to declare yourself on duty.
This Stay-Away has nothing to do with our deadlock declaration around salaries in the PSCBC.
Mr BL Manuel Executive Director
by admin | Nov 18, 2022 | NEWSROOM
“Women’s Socio-Economic Rights and Empowerment: Building Back Better for Women’s Improved Resilience.”
Every year, in August, our country marks Women’s Month. We also pay tribute to the more than 20 000 women who marched to the Union Buildings on 9 August 1956 in protest against the extension of Pass Laws to women. A system meant to control women even further and reduce women to passive beings, at the mercy of men.
Reflecting on the year 2022 it is with great sadness that the victory over pass laws is being overshadowed by Gender Based Violence which has reached pandemic proportions. The country’s President acknowledged that the violence perpetrated against women in South Africa is comparable to countries that are at war.
Despite the advances made by the country on women’s rights, women in South Africa face an onslaught of an oppressor with a different face; patriarchy and violence which is meted out in our homes, in our streets, in our communities, and eventually spills over into our schools.
According to the World Population Review:
• South Africa is the most
dangerous country in the world
for solo female travelers.
• Only 25% of South African women feel safe walking alone at night, the lowest of any
country.
• South Africa is notorious for
sexual violence.
• It is estimated that over 40% of
South African women will be
raped in their lifetime.
• South Africa was ranked the
worst for the homicide of women.
We need to do better!
intentional
Our women deserve to feel safe, loved and protected.
-
How are they expected to take
up their rightful place in society if they are living in constant fear?
-
Gender Based Violence is a societal ill.
-
It is everyone in society’s responsibility to eradicate it.
Women and girls are the backbone of recovery in our communities, therefore putting them at the center of our economies will fundamentally drive better and more sustainable development outcomes for us all.
NAPTOSA is focused on achieving the ambitious targets of the UN Sustainable Development Goal 5. This is clear in our recently-adopted Gender Policy, that ensures women’s full and active participation and equal opportunities for leadership at all levels of decision making within the union.
NAPTOSA calls on the entire country to make schools safe sanctuaries, free from SRGBV, where ALL children can develop holistically without the pressure to conform. By engaging boys in developing gender awareness, an alternative vision of masculinity can help bring gender justice.
NAPTOSA wishes all women in the education sector and South Africa as a whole, a Happy Women’s Month! Womandla!!!
Mr B.L Manuel Executive Director
