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KZN Business Sense is a prominent business media platform and monthly publication serving the KwaZulu-Natal (KZN) business community. Published by the KwaZulu-Natal Business Chambers Council (KBCC) in partnership with KZN Top Business, it focuses on economic perspectives, market trends, and industry updates within the province.  Core Offerings and Content Multi-Platform Media: It operates through a digital magazine, a print tabloid, social media, and video content. Content Focus: Features include in-depth analyses of economic development, provincial policy impacts, mega-project updates, and profiles of influential business leaders. Video Series: The platform hosts a video marketing series called "Coffee with Grant," featuring interviews with successful entrepreneurs driving the regional economy. Investment Updates: As of late 2025, it covers significant provincial milestones, such as the R100.1 billion in investment pledges from the 2025 KZN Investment Conference.  Distribution and Reach Physical Distribution: Printed copies are distributed at King Shaka International Airport (including business lounges), business chamber offices, and selected coffee shops. Digital Reach: The electronic edition is emailed to a database of over 85,000 business professionals. Partnerships: It is closely aligned with various regional chambers, including the Durban, iLembe, and Pietermaritzburg Chambers of Business.  Contact and Resources Website: kznbs.com or kzntopbusiness.com Editor-in-Chief: Gayle Adlam Publisher & CEO: Grant Adlam grant@kznchamber.co.za Business Development t: Angela Alderton Ange@kznleaders.co.za KZN Top Business Portfolio: This flagship annual publication will be unveiled at an exclusive breakfast event at the elegant IBV Privé Lounge in Park Square

ETHEKWINI NEWSFLASH FOR IMMEDIATE RELEASE 20 DECEMBER 2025 *ETHEKWINI REOPENS THREE BATHING BEACHES FOLLOWING FURTHER TESTS* EThekwini Municipality has reopened three of its four beaches that were closed, following the detection of pollution. The beaches that have been reopened are: • EThekwini Beach • Country Club Beach • Battery Beach Blue Lagoon Beach remains closed, following detection of pollution. This brings to 22 the number of bathing beaches that are open. All the bathing beaches are monitored by lifeguards, Metro Police officers and South African Police Service members to ensure a safe and enjoyable festive season. ENDS Issued by eThekwini Municipality’s Marketing and Communications Directorate. *ETHEKWINI REOPENS THREE BATHING BEACHES FOLLOWING FURTHER TESTS*

Durban, South Africa: At a pre-launch event held at Dube TradePort on the evening of 11 December 2025, Global Airways outlined the company’s plan to connect Durban and Réunion Island. Global Airways and Fly Vetiv’Air plan to collaborate on flights between Durban and Réunion, with the potential to expand to Mauritius.  This opens the door for the LIFT Airlines brand involvement in this operation in future, aligning with their broader regional growth plans.  The support and energy among the Durban and Réunion teams have been fantastic. Endorsing the event, on behalf of the KwaZulu-Natal Department for Economic Development, Tourism and Environmental Affairs, led by MEC Rev. Musa Zondi, the Head of Department, Dr. Nkosenye Zulu, said: “Every new international connection brings increased tourist arrivals and new opportunities for exporters, especially given the air cargo facility operated by Dube TradePort here at King Shaka International Airport. It also creates business-to-business linkages in aviation, hospitality, logistics, and beyond.  ‘We are confident that this new route will stimulate two-way flows of tourism traffic, strengthen trade in goods and services, and support investment opportunities between our regions, particularly in sectors such as agriculture, manufacturing, green energy, and the creative industries.” Cllr Philisiwe Ndlovu, Deputy Chairperson of the Economic Development Cluster, eThekwini Municipality, added: “This is a milestone for aviation and tourism in Durban and KwaZulu-Natal at large, as we celebrate the pre-launch of the new air service between King Shaka International Airport and Saint-Pierre, Pierrefonds Airport in Réunion Island. The KwaZulu-Natal Route Development Committee has worked tirelessly with Lift Airlines and national partners to realise this achievement. The new route will not only unlock easier travel for business and leisure but also support the city’s strategic global positioning, which anchors Durban as a resilient, sustainable gateway into Africa.” Hamish Erskine, CEO of Dube TradePort and co-chair of Durban Direct, concluded: “This is a truly exciting development for the province, the prospect of opening a new route into Réunion Island and capitalising on the leisure market there, as well as reopening a direct Durban route into Mauritius, something that has been highly anticipated by the KZN market for the past five years.” END Global Airways Announces Flights Between Durban and Réunion Island Starting 26 February 2026 - ACSA

The 2025 KwaZulu-Natal Investment Conference (KZNIC 2025), held from 22 to 24 October at the Inkosi Albert Luthuli International Convention Centre, concluded with verified investment pledges totalling R100.1 billion across 34 projects, signalling a major step towards accelerating inclusive and sustainable development in the province. Over three decisive days, KwaZulu-Natal demonstrated its readiness not merely to attract investment, but to lead South Africa’s economic recovery and contribute to Africa’s industrial advancement. Far from a ceremonial gathering, the conference represented a strategic realignment from intent to implementation, reflecting a province determined to reshape its economic trajectory. The 2025 conference brought together government leaders, development financiers, industrialists, entrepreneurs, investors, and community innovators. Discussions focused on unlocking project pipelines, overcoming barriers to investment, and driving collaboration between the public and private sectors. Describing the atmosphere as one of purposeful urgency, Sihle Ngcamu CEO of Trade & Investment KwaZulu-Natal (TIKZN), emphasised that this year’s conference was not about promises but measurable progress. The conference’s objective was clear: to ensure that the conversations resulted in delivery on the ground. Every commitment made has been linked to tracking mechanisms, timeframes, and implementation strategies. KZN Premier Thamsanqa Ntuli praised the conference’s outcomes, noting that KwaZulu-Natal has entered a pivotal stage in its economic evolution. “This is a defining chapter in KwaZulu-Natal’s investment story – a moment where vision met delivery and ambition exceeded expectation,” said Premier Ntuli. “These are not just figures on paper; they represent partnerships, innovation, and hope. KwaZulu Natal is not only open for business – it is building a future defined by resilience, inclusivity, and global competitiveness.” Of the R100.1 billion pledged, R75.3 billion comprises new greenfield projects, R13.1 billion brownfield expansions and R370 million hybrid investments. Collectively, these are projected to create approximately 60 270 direct jobs and 244 689 indirect jobs over the next five years. Key sectors attracting investment include: ■ Energy and Renewables (R20 billion) – including hybrid and solar projects led by Inala Energy and Astrum Energy. ■ Industrial Manufacturing (R16 billion) – notably through the Heritage IHS Graphite Project, boosting beneficiation and export growth. ■ Property and Urban Development (R12 billion) – driven by major projects such as Salt Rock City and the Sibaya Node. ■ Tourism and Hospitality (R11.3 billion) – including the expansion of Seaton Estate and complementary coastal developments. ■ Logistics and Infrastructure (R10 billion) – linked to port improvements and freight hubs. ■ Agro-processing and Agriculture (R1.1 billion) – supporting agricultural value chains and emerging commercial production. The conference prioritised geographical inclusivity, with projects spread across eight of the province’s 11 districts. This aligns with the Premier’s KwaZulu-Natal Secondary Cities Network initiative, ensuring that growth reaches both metropolitan areas and rural communities. Premier Ntuli extended his gratitude to investors and stakeholders, reinforcing the role of collaboration in economic transformation. “Economic renewal cannot be achieved in isolation. The growth of KwaZulu-Natal is intrinsically linked to the strength of partnerships between government, business, and our communities,” he said. “Behind every investment figure lies a story of opportunity – for families to thrive, for entrepreneurs to grow, and for our youth to see a future worth believing in. The 2025 conference builds on the momentum established in 2024 when seventeen companies committed R85.2 billion in fresh investments. This year marks a turning point, with the focus shifting from commitments to visible delivery and long-term transformation. Supported by the Premier’s Office, the Department of Economic Development, Tourism and Environmental Affairs (EDTEA), and a range of private and public sector partners, the conference highlighted policy certainty, ethical governance, infrastructure development, and improved service delivery as core enablers of business confidence. As the province leverages its strategic location, world-class ports, industrial capabilities, and fertile agricultural base, the outcomes of KZNIC 2025 reflect renewed investor trust and clear alignment with national economic priorities and the African Continental Free Trade Area (AfCFTA). Closing the conference, Premier Ntuli reaffirmed his administration’s commitment to ensuring sustained momentum beyond the event. “Your decision to invest in this province is not simply a financial transaction – it is a vote of confidence in our shared future. Together, we are laying the groundwork for a stronger, more inclusive, and globally competitive KwaZulu Natal – a province that works not only for business, but for all its people.” The 2025 KwaZulu-Natal Investment Conference (KZNIC 2025)

South African port and logistics firm Transnet signed a concession agreement with a company headed by Filipino billionaire Enrique Razon to expand the main terminal at the continent’s top container hub in Durban. The signing of South Africa’s first port-privatisation deal comes two years after Transnet awarded International Container Terminal Services the right to buy almost half of Container Terminal Pier 2 and manage the facility for 25 years. Razon’s firm will spend about R11 billion on its plans. Transnet CEO Michelle Phillips. Image: Supplied

Global Airways Announces Flights Between Durban and Réunion Island Starting 26 February 2026   Durban, South Africa: At a pre-launch event held at Dube TradePort on the evening of 11 December 2025, Global Airways outlined the company’s plan to connect Durban and Réunion Island. Global Airways and Fly Vetiv’Air plan to collaborate on flights between Durban and Réunion, with the potential to expand to Mauritius.  This opens the door for the LIFT Airlines brand involvement in this operation in future, aligning with their broader regional growth plans.  The support and energy among the Durban and Réunion teams have been fantastic. Daniel Rosenzweig the Senior Executive of Lift expressed pride as a South African and enthusiasm for future growth, of KZN and South Africa. The first international route is Durban to Réunion Island, launching on 27 February, with Mauritius planned for June. Lift positions itself as the smallest but most vocal entrant. The airline started domestically in 90 days and will launch this international route in 75 days, thanks to strong team cooperation. Endorsing the event, on behalf of the KwaZulu-Natal Department for Economic Development, Tourism and Environmental Affairs, led by MEC Rev. Musa Zondi, the Head of Department, Dr. Nkosenye Zulu, said: “Every new international connection brings increased tourist arrivals and new opportunities for exporters, especially given the air cargo facility operated by Dube TradePort here at King Shaka International Airport. It also creates business-to-business linkages in aviation, hospitality, logistics, and beyond. ‘We are confident that this new route will stimulate two-way flows of tourism traffic, strengthen trade in goods and services, and support investment opportunities between our regions, particularly in sectors such as agriculture, manufacturing, green energy, and the creative industries.” Cllr Philisiwe Ndlovu, Deputy Chairperson of the Economic Development Cluster, eThekwini Municipality, added: “This is a milestone for aviation and tourism in Durban and KwaZulu-Natal at large, as we celebrate the pre-launch of the new air service between King Shaka International Airport and Saint-Pierre, Pierrefonds Airport in Réunion Island. The KwaZulu-Natal Route Development Committee has worked tirelessly with Lift Airlines and national partners to realise this achievement. The new route will not only unlock easier travel for business and leisure but also support the city’s strategic global positioning, which anchors Durban as a resilient, sustainable gateway into Africa.” Hamish Erskine, CEO of Dube TradePort and co-chair of Durban Direct, concluded: “This is a truly exciting development for the province, the prospect of opening a new route into Réunion Island and capitalising on the leisure market there, as well as reopening a direct Durban route into Mauritius, something that has been highly anticipated by the KZN market for the past five years.” Daniel Rosenzweig the Senior Executive of Lift The KwaZulu-Natal Department for Economic Development, Tourism and Environmental Affairs, the Head of Department, Dr. Nkosenye Zulu

It is in our experience that many employers are unfamiliar with how to conduct internal grievances raised by their employees. This is largely as a result of misinformation, a poorly drafted grievance policy and or recency effect. The three main issues when dealing with a grievance raised by an employee are establishing whether a grievance has merit, successfully navigating a grievance and resolving a grievance timeously. A thorough understanding of the legal parameters governing grievances in the workplace are imperative for promoting harmonious relationships between employers and employees. Employers should not flippantly dismiss a grievance, without fully understanding its merits and whether the employee has grounds for their concerns to be heard. Similarly, an employee should avoid using the grievance process to ventilate trivial claims or unsubstantiated malicious allegations. DRG Outsourcing : Effectively Managing Workplace Grievances: Ensuring Fairness and Compliance Injustice or Unfairness A grievance is defined as a feeling of injustice or unfairness by an employee and generally relates to unfair labour practices, discrimination in the workplace and concerns relating to the employment conditions. A grievance does not include wage disputes or wage dissatisfaction, animosity between fellow employees or any other issues already dealt with through the company’s policies and procedures. The Constitution of the Republic of South Africa, in conjunction with the Labour Relations Act (LRA), asserts that everyone has the right to fair labour practices within the workplace. The Labour Relations Act 66 of 1995 provides mechanisms for resolving labour disputes that ensures that legitimate disputes between employees and employers are dealt with constructively and fairly. Other necessary legislation is the Basic Conditions of Employment Act 75 of 1997 (BCEA), which establishes the minimum conditions of employment and outlines the standards of employment. The Employment Equity Act 55 of 1998 addresses discrimination and promotes equal opportunity in the workplace. Section 23(1) of the Constitution of South Africa states that “everyone has the right to fair labour practices.” The word ‘right’ in this legal provision is relevant as infringing the rights of an employee is likely to be seen as unfair in labour law. In labour law, “Unfair” is characterised by ‘inequality or injustice’ and ‘dishonest or unethical conduct’. The notion of inequality plays a role in explaining that which is unfair. Inequality or one-sidedness do not fully explain the concept of unfairness in labour law as there are a myriad of examples of one-sidedness that are not understood in labour law to be unfair. For example, awarding bonuses to senior managers and not to lower-level employees is one-sided, however, it is not regarded as unfair. Employees Disputes It is important to distinguish between the types of employee dispute raised, that is, ‘a dispute of interest’ or a ‘dispute of right’. A right is something an employee is entitled to or has the right to, in terms of the common law, a collective agreement, a contract of employment, or labour legislation. Depending on the nature of the dispute, a dispute that is declared as a result of the infringement of a right has to be determined by arbitration through the CCMA or Bargaining Council, or by Labour Court adjudication if no agreement is reached to resolve the matter in a conciliation hearing. A dispute of right refers to the breach or violation of an employee’s rights in respect of what has been agreed between the employer. Examples are: unfair dismissal disputes; unfair discrimination disputes; unfair labour practice disputes; and severance pay disputes. In terms of the Constitution of the Republic of South Africa, 1996 and the Labour Relations Act 66 of 1995, employees have the right not to be unfairly dismissed and not to be subjected to unfair labour practices. An interest is something, which an employee wants, but is not entitled to yet. Interest disputes involve negotiation. In some instances, if agreement is not reached the parties involved may resort to power play in the form of strikes and lock-outs to achieve their interests. A dispute of interest refers to a dispute relating to a change to the employment status quo, however the employee cannot claim this as a right. For example, an employee does not have a right to a wage increase less so the value of the wage increase, unless the employer has expressly made provision in the employment contract, or the employee is on a minimum wage. The employee can negotiate with the employer to this effect and make their demands known by striking as a collective in order to compel the employer to bend to their demands. In the instance where an agreement is reached between the parties, the issue then becomes legally enforceable, where should either party fail to comply the dispute becomes a dispute of right. Unfair Labour Practice An unfair labour practice is defined under Section 186(2) of the Labour Relations Act as any unfair act or omission that arises between an employer and an employee and refers to unfair treatment by the employer relating to promotion, demotion, probation (excluding dismissals during probation), training and benefits. The LRA provides for the rights of employees to fair labour practices and establishes a dispute resolution forum through the CCMA. The Employment Equity Act 55 of 1998 (EEA) prohibits unfair discrimination in any employment policy or practice. This includes recruitment, promotions, training, benefits, and dismissal. Discrimination based on race, gender, disability, religion, or any other arbitrary ground is prohibited under the EEA. Grievances related to discrimination can be reported to the CCMA or the Labour Court if not resolved internally. Workplace harassment, such as sexual harassment and bullying, are regarded as serious grievances and addressed through internal policies and procedures. Employers are required to create a safe working environment and promptly address complaints. Harassment is generally understood to be unwanted conduct, which impairs dignity; and which creates a hostile or intimidating work environment for one or more employees or is calculated to, or has the effect of, inducing submission by actual or threatened adverse consequence; and is related to one or more grounds in respect of which discrimination is prohibited in terms of section 6(1) of the EEA. The intersection of factor such as race, religion, gender, or disability increase the risk of harassment. Issues arising from the breach of employment terms are common grievances. Employees can raise a complaint if the employer fails to adhere to the agreed terms regarding their salary, working hours, or othercontractual obligations. Addressing Grievances Employees are encouraged to address their grievances by following an internal grievance procedure. An employee who has a grievance must raise the grievance verbally with his/her manager, the employee must set out the exact nature and circumstances of the grievance, providing a clear and factual account of events. The employee may state the grievance in writing to his/her line manager should a verbal statement not be practical. In line with the employers’ policy, the manager in this instance should make every attempt to resolve the grievance. Swift attention paid to workplace grievances is critical for maintaining a productive and motivated workforce. Unresolved grievances can lead to decreased job satisfaction, increased employee turnover, and costly legal battles. Employers are encouraged to establish clear grievance policies and ensure that their managers are trained to navigate grievances sensitively and impartially. Employees should equally be aware of their rights and make use of the appropriate channels for initiating grievances. Workplace grievances should be addressed fairly and without prejudice to the parties to a dispute. By fostering an environment of open communication and accountability, both employers and employees can contribute to a positive and dispute-free workplace.  For more information please contact Colette Tanner, T: +27 (0)31 767 0625 E: colette@drg.co.za W: www.drg.co.za

## Experiencing the Thrill: A Review of the GAC GS3 Emzoom and GWM Tank 300 Over the past few weeks, I have been enjoying the driving pleasure of a large variety of cars. The last two both have noticeable features that make them stand out on the road and attracted attention wherever I travelled. The GAC GS3 Emzoom 1.5T R-Style is truly impressive. When it arrived in my driveway, its unique blue colour scheme with orange accents made me think, “Wow, this looks sporty.” And it really is. Once you press the accelerator and switch to sport mode, you need to hold on to your seat belt. It takes off instantly. When I took the Emzoom to the print shop to pick up books or delivered items for a businesswoman, everyone stepped outside to have a look. It’s definitely eye-catching. The same thing happened at the framing shop. As soon as it arrived, the entire workshop came out to see it. At the KZN Top Business Women event at the Radisson Durban Umhlanga Hotel, the video crew and technical team were drawn to it. When I arrived at the loading zone at the back of the Radisson, the roar of this impressive car caught everyone’s attention, and all the young people had to come and check it out. It was an immediate hit. My wife Gayle and I visited the Berg and stayed at The Cavern for the weekend. Despite the heavy rain, it turned out to be a fantastic weekend. Upon our arrival, Gayle was absolutely thrilled. We had an unexpected guest leading a guided walk on wildflowers; none other than Elsa Pooley, a botanical artist and practicing botanist with over 40 years of experience in the field. But let’s not get sidetracked from the vehicle... when we returned to the car, guess what? Everyone who passed by the car stopped to admire it; it was a conversation starter. And just to remind you, these conversations took place in the pouring rain All in all, the GAC GS3 Emzoom 1.5T R-Style is a super bold-looking, packed-with features compact crossover that gives you awesome bang for your buck. It grabs the attention of both older and younger drivers, and if you’re hunting for a stylish, smart ride, it’s a total joy to drive and I was sad when it was collected. The next car I drove was equally of interest. The GWM Tank 300 (2AT 4WD) diesel has a totally different look and feel but also immediately grabbed attention. At the weekly family dinner, the men were very quick to gather around the car, climb in to have a closer look at the interior and to offer their opinions. Here was a car they would be delighted to own! They praised its comfortable interior space, which offers a vast array of features often found in much more expensive vehicles. These include a fully integrated 2.3-inch touchscreen, Nappa leather, heated/ventilated/massaging seats, and a full safety suite. The analogue clock was a special touch. The Tank 300 provided a smooth quiet ride which handled well on my daily drives around town to visit clients – both on the open roads and in traffic. I enjoyed the manoeuvrability and the ease with which I could park at the gym. In addition, the Tank 300 is considered a highly capable and value-for-money off-roader in the adventure SUV segment. The 3-tonne braked towing capacity, making it suitable for families and adventurers. This was another car I was sorry to see leave my driveway. W: www.gwm.co.za/models/tank-300  GWM Tank 300 (2AT 4WD) Diesel GAC GS3 Emzoom 1.5T R-Style GAC GS3 Emzoom 1.5T R-Style The GAC GS3 Emzoom 1.5T R-Style is truly impressive.  The GWM Tank 300 (2AT 4WD) diesel has a totally different look and feel but also immediately grabbed attention.

Projects often run into delays. A common question that arises is whether consultants/professionalscan claim additional fees due to the period of delay. Often, consultants agree to a value-based fee, meaning that the amounts they can charge are linked to the overall value of the work. In circumstances of delay, consultants often feel that they are automatically entitled to revert to and claim time-based fees. This is not always the case. Peter Barnard, a partner at Cox Yeats, clarifies the circumstances under which time-based fees can be claimed across various disciplines. Each professional discipline is governed by its own Act. Government Gazettes containing guidelines and tariffs are published in terms of applicable Acts. The first crucial point is that the tariffs do not automatically apply to an agreement unless they are expressly agreed to between the parties.Where they are specifically incorporated, there are specific circumstances which must be met before time-based fees can be charged. I deal with each below. Architectural Services Government Gazette No. 51352 dated 4 October 2024 provides for a Guideline for Professional Fees in terms of Section 34 (2) of the Architectural Profession Act, 2000 Act 44 of 2000 (the Architectural Guidelines). Clause 27 of the Architectural Guidelines entitles Architects to charge time-based fees if the initial contract period is extended by more than 10%, through no fault of the architect. The Architectural Guidelines further record at clause 19 that where the fees for the architectural professional services are time-based fees, the hourly rates as set out in the guideline for professional fees may apply. Whenever these rates are revised, the new rates may apply to work performed after the effective date of such revision. Quantity Surveying Services Government Gazette No. 52152 dated 21 February 2025 details the amended Guideline Tariff of Professional Fees Quantity Surveying Profession Act 2000 (the Quantity Surveying Guidelines). Clause 4.3 of the Quantity Surveying Guidelines entitles Quantity Surveyors to charge time-based fees if the actual construction period less any extension of time allowed for additional measured work exceeds the initial contractual construction period by more than 10 per cent, through no fault of the quantity surveyor, then an additional fee shall be charged, which fee shall be calculated at the hourly rates according to the guidelines together with all related reimbursable expenses. The additional fee must, however, be agreed to in writing with the client prior to the commencement of additional work and/or extension of time. Project and ConstructionManagement Services Government Gazette No. 42697 dated 13 September 2019 and titled Amended Guideline Scope of Services and Recommended Guideline Tariff of Fees for Construction Health and Safety Professionals Registered in terms of the Project and Construction Management Professions Act, 2000, apply to professional construction project management services, records at clause 6.5 that Project and Construction Managers may only charge timebased fees for additional services in the event of the extension of the initial contract period where there has been agreement in this regard. Engineering Services Government Gazette No. 44333 dated 26 March 2021 and titled Guideline Scope of Services and Tariff of Fees for Registered Persons 2021 records at clause 3.3 that the agreement on the scope of additional services and remuneration must be agreed in writing, preferably before the services are rendered. Clause 4.3 records that unless agreed otherwise in writing, the fees for additional services are calculated on the basis of time and actual costs. The application of time-based fees for additional services in the event of an extension of the initial contact period should therefore be agreed in advance. All professionals should keep the above in mind prior to signing Consultancy Agreements. Learn more about the firm: www.coxyeats.co.za Peter Barnard, a partner at Cox Yeats.

Wade Howard is the director and senior photographer at ODM Media (Pty) Ltd. His creativity and curiosity were born on the KwaZulu-Natal South Coast, where as a youth he enjoyed a lifestyle surrounded by friends and places like forests, sugarcane fields, local streets, and the beach. Those early years were shaped by independence and trust. “My parents were incredible as we were only expected home once it was getting dark and they even let us camp on our own down at the local beach when we were about 12 years old,” Wade says. That carefree start laid the foundation for his grounded approach to both life and business. After completing National Service, Wade explored a few local jobs before qualifying as an electrician at Sappi Saiccor. “I then worked in the United Kingdom for over two years where the love for photography started,” he explains. “Travelling around the world with my wife, I wanted to document beautiful places, so I attended a local college in the UK and learnt the basics of photography as well as learnt from a magazine called the Practical Photographer. When Wade returned to South Africa, he knew one thing for certain he wasn’t going to pursue being an electrician. A friend suggested he take a stall at the Essenwood Market in Durban, a decision that would change his career path. “I did that every Saturday for seven years. I interacted with people as they walked past and picked up photography work from family portraits to weddings and to corporate work. People would laugh at that way of marketing today, but probably nothing beats talking face to face with a potential client.” Building a Business After a decade of working for himself, Wade joined forces with another talented photographer Mike van Heerden to start a company. Today, Wade works alongside his business partner, Matthew Swart. “My why is to lead and grow the company and to make sure Durban,” he says with conviction. “There have been many proud moments throughout our journey such as mentoring young photographers and seeing them go out on their own and become very successful in their own journey. I think the fact that we are still in business after 15 years is probably my proudest moment, especially in these uncertain times.” Much of Wade’s business philosophy stems from the advice and mentorship he received from his first business partner. He says,“Mike taught me that business is business and it mustn’t get mixed up with your personal life. Sometimes you must make hard decisions and to make them as a businessman and not in a personal capacity.” “He showed me when pitching in large or small meetings you have to be honest and make it clear on what you can deliver and never to agree to something for the sake of landing the contract.” Leadership, Wade believes, is as much about empathy as it is about vision. “It is difficult to keep everyone motivated all the time as a lot of anyone’s motivation is related to their personal life and especially family life,” he admits. “I try to connect with the staff and regularly discuss any issues that they may have, it is entirely up to them how much they want to share, and I think just sharing helps.” He adds, “On the work side it can be very challenging when work is scarce, so the only way is to share ideas and try come up with plans to turn things around and once everyone gets on board it helps lift the morale. Sharing small victories during these times can be helpful.” For Wade, inspiration comes from daily comes from God and especially being out in His creation. He says, “I still get it wrong and still have challenges, but it gets better all the time.” His philosophy remains simple yet profound. “My motto is to smile and laugh as much as possible each and every day as nothing is better than a big smile or a good laugh for you and those around you.” https://odmedia.co.za Wade Howard is the director and senior photographer at ODM Media

In today’s fast-paced retail industry, where efficiency and compliance are paramount, managing payroll can be a daunting task. With fluctuating employee schedules, complex tax regulations, and many compliance requirements, businesses often struggle to keep up with payroll administration while focusing on their core operations. This is where Labournet offers comprehensive payroll solutions tailored specifically for the retail sector. We are at the forefront of payroll innovation, providing cutting-edge solutions designed to streamline payroll processes, ensure compliance, and ultimately enhance the bottom line for businesses in the retail industry. With a blend of technical expertise, industry knowledge, and a client-centric approach, we offer various services to simplify payroll administration while providing peace of mind to retailers. Tailored Solutions For Retail Businesses We understand that no two retail businesses are alike. Each has its unique challenges and requirements when it comes to payroll management. That’s why our payroll solutions are highly customisable, catering to the specific needs of each client. Whether a small boutique or a large chain of stores, our payroll services can be tailored to fit seamlessly into any retail operation. Comprehensive Features Our payroll solutions encompass various features designed to address every aspect of payroll administration: ■ Standard application defaults: Our platform includes default settings to calculate key payroll components such as PAYE (pay as you earn), UIF (unemployment insurance fund), SDL (skills development levy), and COIDA (compensation for occupational injuries and diseases). This ensures accuracy and compliance with tax regulations. ■ Alignment with industrial councils: Our calculations and reporting are aligned with industrial councils, ensuring adherence to industry-specific regulations and standards. ■ Simplified payroll processing: We streamline the payroll process with batch processing capabilities, making it easier to manage large volumes of payroll transactions efficiently. ■ Loans and savings management: Our platform includes features for managing employee loans and savings, providing retailers with tools to facilitate financial management for their workforce. ■ Standard provisions: We handle standard provisions such as leave and bonus calculations, ensuring accurate and compliant payroll processing. ■ Integration with third parties: We seamlessly integrate with third-party systems such as time and attendance solutions and banking institutions, enabling automated data exchange for enhanced efficiency. ■ Segregation of duties: We ensure proper segregation of duties within the payroll process, reducing the risk of errors and fraud. ■ Workflows and automation: We automate payment requests, travel claims, and other processes, streamlining administrative tasks and reducing manual workload. ■ ESS/MSS (employee selfservice/ manager self-service): We provide self-service portals for employees and managers, empowering them to access relevant payroll information and perform necessary tasks conveniently. ■ Consulting support: We offer consulting support from payroll experts, providing guidance on complex payroll issues and regulatory compliance. ■ SLA reporting: We provide service level agreement (SLA) reporting, allowing retailers to monitor performance and ensure service quality. ■ Access to best practice reporting: We offer industryspecific reporting templates and best practices, enabling retailers to gain insights into their payroll data and make informed decisions. ■ Legislative compliance: We stay current with legislative changes and ensure clients’ payroll processes remain compliant with relevant regulations. A Partnership, Not Just Outsourcing Our approach to payroll solutions goes beyond traditional outsourcing models. Instead of simply handing off payroll tasks to a thirdparty provider, we become an extension of your business. Our dedicated payroll teams work closely with retailers to understand their unique requirements and provide tailored support throughout the entire payroll lifecycle, from employee onboarding to termination. Our commitment to clientsatisfaction extends beyond basic payroll processing. We offer technical infrastructure support, system maintenance, and expert legislative knowledge to ensure that retailers can focus on their core business activities while having peace of mind about their payroll operations. Contact Labournet For Details Our payroll solutions represent a paradigm shift in how retailers manage their payroll processes. By leveraging innovative technology, industry expertise, and a client-centric approach, we empower retailers to streamline payroll administration, ensure compliance, and ultimately improve their bottom line. Whether calculating taxes, managing employee benefits, or staying compliant with regulations, we provide the tools and support retailers need to succeed in today’s competitive market. T: +27 (0)31 266 6570 C: +27 (0)82 786 7480 E: johanvd@labournet.com W: www.labournet.com LABOURNET’S INNOVATIVE PAYROLL SOLUTIONS: REVOLUTIONISING RETAIL OPERATIONS SCAN QR CODE TO SEE VIDEO

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