Johan van Deventer KZN Regional Manager Labournet   We're passionate about making things easier, not just for our clients but for ourselves. That's why we recently revamped our branding and visual identity to better reflect our clear, focused, and people-centred approach. As your trusted employee legislative compliance partner, we're specialists in navigating the complexities of this field. We smooth out the challenges so you can focus on your business. We're dedicated to delivering exceptional service and staying up-to-date with the latest regulations. Our team of experienced professionals is always ready to help you find the solutions you need. What is Labournet's main aim? Labournet aims to simplify the complexities of business and employment by providing clear, focused, and people-centred solutions, to meet all your legislative and compliance requirements. What are Labournet’s solutions? Labournet offers a range of HR-relevant solutions for your business: Labournet Labour Law : Extending HR functions with labour law specialists. Labournet Commercial : Solutions for POPIA, PAIA, and CPA, Corporate Governance and Commercial Litigation. Labournet Transformation : Support with skills development, training, BEE, and EE. Labournet Health & Safety : Bespoke health and safety solutions. Labournet Payroll : Tailored online payroll solutions. Labournet Learning : Online courses in computer skills, soft skills, leadership, and labour compliance. What makes Labournet different? Labournet was established in 1996, and is the largest labour law consulting firm, with a national footprint, in South Africa. We offer a full suite of services to help manage your employee compliance and legislation. We are known for: State-of-the-art people management systems. Legislation gap analysis. Updates on legislative changes. Dedicated professionals and degreed consultants. Extensive online and face-to-face training courses. A rich knowledge base and online document library. An integrated payroll system. A complete transformation service suite for your business. A commercial law division looking after your POPIA, PAIA and CPA. A proactive health and safety solution. How does Labournet deliver its services? Labournet uses a hybrid approach combining specialised human resource consulting with Labournet People Management Software to deliver effective compliance solutions. We provide face-to-face or online consulting. Are there any upfront costs or joining fees? No, Labournet does not charge any upfront costs or joining fees. What additional benefits does Labournet provide? Labournet offers: Guaranteed turnaround times. Online employee self-service. Policy implementation guides and videos. Core compliance documents. Complimentary monthly online facilitated training. Full integration of all our service solutions. This allows you to conveniently deal with one company for all your employee legislative and compliance requirements.   How can I schedule a consultation with Labournet? You can schedule a free consultation by calling your local Labournet office, e-mailing us at solutions@labournet.com or clicking the "Schedule a FREE consultation" button at the top of the Labournet website.   Our National Footprint As a leading employment compliance and legislation company in South Africa, we have points of presence nation-wide, making it likely that wherever you have an office or branch, there will be a Labournet office nearby. One of the major benefits of this is that it can save you the cost and logistics of sending your HR staff to remote locations. Our pro-active, innovative and client-centric compliance solutions are delivered by passionate and professional individuals. Our extensive national footprint means that we can provide face-to-face service anywhere in South Africa, which supports creating focused and intimate partnerships with our clients. T: +27 (0)31 266 6570 C: +27 (0)82 786 7480 E: johanvd@labournet.com W: www.labournet.com

This conversation is about the importance of mental health support in the workplace, especially for managers. The speakers explain that mental health issues like depression and anxiety are common in South Africa and worldwide, affecting one in four workers and costing businesses a lot of money. Many people, especially men and senior managers, don't talk about these issues because they're afraid of being judged or losing their job. The focus is on training managers to recognize mental health problems, both in themselves and in their teams, and to know how to respond. Managers often aren't taught how to listen or help, so giving them this training can make a big difference. The course mentioned aims to equip managers with skills to support their staff and refer them to professional help when needed, which benefits both the employees and the business as a whole. Jackie Bhana Consulting

PRESS RELEASE — FOR IMMEDIATE RELEASE May 2025 Uncover the tools and trends redefining production, performance, and efficiency. As the pace of industrial advancement accelerates, there’s never been a more important time to connect with the technologies, expertise, and insights that can shape your organisation’s future. The KwaZulu-Natal Industrial Technology Exhibition (KITE) 2025, taking place from 22 to 24 July at the Durban Exhibition Centre, offers exactly that — a vibrant, solution-focused platform tailored to the unique needs of KwaZulu-Natal’s industrial, manufacturing, and engineering, maritime, agricultural, and mining sectors. “KITE continues to serve as a powerful driver of growth and innovation, providing visitors with direct access to the tools and strategies needed to thrive in a developing landscape. Whether your focus is on energy, mining, manufacturing, automation, or logistics, KITE brings together the right suppliers, technologies, and insights — all under one roof,” says Charlene Hefer, Portfolio Director at Specialised Exhibitions — a division of Montgomery Group. See what’s possible across every industry Visitors to KITE 2025 will experience a dynamic showcase of groundbreaking products and services, many of which are being introduced to the market for the first time. From smart automation solutions and AI-powered systems to sustainable energy innovations and next-gen industrial tools, the show floor helps professionals unlock greater efficiency, performance, and growth. “With hundreds of brands represented, the exhibition is not just about seeing new products — it’s about discovering real solutions to the challenges facing your operations. Whether you’re a plant manager, procurement specialist, engineer, or business owner, the tools to streamline processes, reduce downtime, and cut costs are waiting for you at KITE,” says Hefer. Backed by industry leaders and organisations Key industry bodies that understand the challenges and opportunities faced by businesses in KZN and beyond proudly support KITE. This backing ensures that the event is relevant, impactful, and aligned with the needs of the sector. Support by the South African Institution of Mechanical Engineering (SAIMechE), the Lifting Equipment Engineering Association of SA (LEEASA), the South African Capital Equipment Export Council (SACEEC), the Society for Automation, Instrumentation, Mechatronics and Computer Engineering (SAIMC), and the Production Technologies Association of South Africa (PtSA), strengthens the show’s credibility and enhances the quality of engagement between exhibitors and visitors. Attendees can expect to interact with representatives from these organisations and stay up to date with best practices, standards, and support available to their industry. Insights that inspire — seminar sessions not to miss In addition to the exhibition floor, visitors can gain valuable knowledge and inspiration through KITE’s free-to-attend seminar programme. Hosted in the SAIMechE Seminar Theatre, these sessions cover the most pressing topics facing modern industry — from artificial intelligence and Industry 4.0/5.0 to energy resilience, automation, and sustainable manufacturing. “With practical case studies, expert panels, and tech-driven presentations, the seminar sessions offer insight that can be applied immediately in the workplace. Whether you’re curious about predictive maintenance, data integration, or supply chain visibility, you’ll leave with fresh ideas and action points,” says Hefer. Each day covers a specific theme, with day 1 focusing on technology enhancing productivity, problem-solving, integrating generative ai into workflows, digital twinning, virtual reality VR 2.0, Day 2’s theme discusses how key technologies of the fourth and fifth industrial revolution create new innovative opportunities and disrupt existing systems, including augmented reality, cybersecurity and IoT. The theme for day 3 is sustainable technologies, green energy technologies, smart factories, machine learning, and data analytics. A full visitor experience Beyond the stands and sessions, KITE offers an energising visitor experience designed to encourage connection, collaboration, and learning. Enjoy live demonstrations, interactive displays, and product launches throughout the venue — giving you hands-on opportunities to explore technology in action. “If you’re involved in the lifting industry, we suggest booking your place at the one-day LEEASA Lifting Seminar. LEEASA will also be launching the Forklift Operator Competition this year, and we’ll once again be running the New Products and Innovations Awards — co-hosted by SACEEC (South African Capital Equipment Export Council) and judged by Eric Bruggeman, CEO of SACEEC,” says Hefer. Visitors are encouraged to pre-register for free on the KITE website — www.kznindustrial.co.za  — to avoid queues at the expo. The website is also a valuable source of updated information on the seminar sessions. To book a stand or a sponsorship package at KITE 2025, speak to Steven Burmeister — steven.burmeister@montgomerygroup.com   ENDS     Contact:                                 Specialised Exhibitions                                                              Marketing Department Tel: 064 850 2676 Marketing@kznindustrial.co.za www.kznindustrial.co.za   Issued by:                                    Write Here                                                             Allyson Koekhoven                                                             Cell: +27 82 561 0876                                                             write-on@iafrica.com                                                             www.writehere.co.za

In today’s rapidly changing world, businesses face a multitude of challenges. One of the most prominent is navigating the complex and often unpredictable world of politics. Political climates can shift dramatically, creating uncertainty and risk for organizations. However, successful businesses know how to operate beyond the constraints of political dynamics, focusing on what truly matters—growth, innovation, sustainability, and their long-term vision. In this article, we will explore how businesses can thrive beyond politics and turn challenges into opportunities for success. 1. Global Connectivity: A World Without Borders The digital age has created an interconnected global economy. No longer confined by political borders, businesses today have the opportunity to collaborate across countries and cultures. Whether it’s through technology, communication platforms, or supply chain networks, companies can now build partnerships and explore new markets, regardless of political landscapes. For example, multinational corporations, as well as small businesses, can operate seamlessly across borders, leveraging local resources while reaching international clients. This global connectivity allows businesses to focus on shared goals, such as product innovation and customer satisfaction, without being bogged down by local political issues. The ability to transcend political boundaries opens up opportunities for businesses to stay agile, access new markets, and collaborate with partners worldwide, leading to enhanced growth potential. 2. Embracing Diverse Perspectives for Innovation and Resilience In any organization, the diversity of perspectives is crucial for driving innovation. This includes embracing ideas from different cultures, backgrounds, and industries. When businesses focus on fostering an inclusive environment and celebrating a diversity of thought, they build a culture that encourages creativity, problem-solving, and adaptability. Political divisions can often create tension, but businesses that prioritize diversity within their teams can unlock new ideas and solutions that may not be possible in more homogenous settings. Companies that embrace diversity are more likely to create products and services that appeal to a broader audience, ensuring they can better meet the evolving needs of the market. Furthermore, diversity strengthens a company’s resilience, allowing it to navigate challenges with greater flexibility and a broader range of solutions. A diverse team can approach problems from multiple angles, increasing the likelihood of finding effective, innovative solutions, regardless of political uncertainty. 3. Maintaining a Long-Term Vision Amidst Political Shifts One of the hallmarks of successful businesses is their ability to focus on long-term strategies while remaining adaptable in the face of short-term political shifts. Politics may shape the landscape in which businesses operate, but companies must stay focused on their vision—where they want to be in the next five, ten, or twenty years. By prioritizing long-term goals over political fluctuations, businesses can make decisions based on market trends, customer needs, and technological advancements. This allows them to avoid being overly influenced by short-term political events, such as changes in government leadership or legislation. Successful organizations that maintain a forward-thinking mindset can weather political storms, as their strategies are rooted in sustainable practices, solid partnerships, and a commitment to growth. They adapt to external challenges by staying focused on what they can control and investing in the future. 4. Hedging Against Political and Economic Uncertainty In a volatile political environment, businesses need to be strategic about how they manage risk. One way to do this is through hedging—taking proactive steps to protect against potential losses due to political or economic uncertainty. Hedging is not just limited to financial markets; businesses can hedge against risk in various ways. For instance, diversifying revenue streams, expanding into new markets, or investing in technology can provide businesses with the flexibility to weather political instability. Similarly, building strong relationships with clients, suppliers, and other stakeholders can help buffer businesses from potential disruptions caused by political changes. By using hedging strategies, businesses can create a safety net that enables them to remain stable even during unpredictable political climates. This allows them to continue focusing on growth and innovation without being derailed by external forces. 5. The Power of Data: Informing Decisions for the Future In the 21st century, data has become one of the most valuable resources for any business. By having access to accurate, timely data, companies can make informed decisions that guide their strategies and ensure they stay ahead of competitors. Data can help businesses forecast trends, understand market dynamics, and identify potential risks and opportunities before they arise. For instance, data analytics can help businesses predict shifts in consumer behaviour, enabling them to adjust their products and services accordingly. Similarly, by monitoring economic indicators, businesses can better navigate political changes that may affect market conditions. By leveraging data, businesses can make proactive decisions that not only help them adapt to political changes but also position them to seize new opportunities. In today’s world, data-driven insights are the key to staying competitive and making informed, strategic moves that drive success. Conclusion: Focusing on What Matters While political landscapes may shift and change, the essence of a business remains rooted in its people, values, and mission. By focusing on global connectivity, embracing diverse perspectives, maintaining a long-term vision, hedging against risk, and leveraging data, businesses can thrive despite the unpredictable nature of politics. In the end, success lies in a company’s ability to look beyond political constraints and focus on the opportunities that exist in a complex and ever-changing world. Businesses that remain agile, forward-thinking, and data-driven will continue to lead the way in shaping tomorrow’s world—no matter what the political climate may bring.   Liana Ahrens Teixeira LPJ Financial Services Pty Ltd

"The best way to predict the future is to create it." – Peter Drucker In a world that’s constantly changing, the future can often feel uncertain, unpredictable, and out of our control. However, Peter Drucker’s words remind us that we hold the key to shaping that future. It’s not just about waiting for things to unfold; it’s about taking action today to create the future we envision tomorrow. Too often, we find ourselves waiting for the right opportunities to come along, hoping for the perfect circumstances, or looking to others for direction. But the reality is, the most powerful way to affect our futures is to create those opportunities ourselves. It’s about being intentional in our choices, planning for the future we desire, and stepping up to the challenges that come our way. Every decision we make today—whether in business, personal growth, or even relationships—shapes the path we walk tomorrow. We don’t have to be passive observers of our lives. Instead, we can take charge by actively designing the outcomes we want. It’s about embracing a mindset that’s focused not just on forecasting what will happen, but on building the life, career, or business we want to see. Creating your future means living with intention, learning from the past, and moving forward with purpose. It's about being resilient, adaptable, and open to the opportunities that we can build from the ground up. We don’t just dream about a better future—we start creating it, one step at a time. So, what future are you creating? The choices you make today are the seeds of tomorrow. Let’s continue pushing boundaries, embracing opportunities, and taking the steps necessary to make the future we desire a reality. #CreateYourFuture #ProactiveLiving #PeterDrucker #Leadership #SuccessMindset #IntentionalLiving #BuildYourFuture Liana Ahrens Teixeira LPJ Financial Services Pty Ltd

Filing your tax return as a small business owner doesn’t have to be overwhelming. With the right preparation, systems, and expert guidance, you can reduce tax liability, avoid penalties, and stay compliant. Whether you're a freelancer, startup, or SME, this guide is your go-to resource for submitting your return with confidence. Step 1: Know Your Tax Return Type There are several returns you may need to file: ● Provisional Tax (IRP6) ● Income Tax Return (ITR14 or ITR12 depending on entity) ● VAT201 for registered vendors ● EMP501 for employers ✔ What to do: Confirm your business structure and deadlines based on your SARS profile. ________________________________________ Step 2: Organise Your Supporting Documents The biggest cause of delays and mistakes? Missing documents. Prepare: ● Income statements ● Bank statements ● VAT calculations ● Proof of expenses and deductions ● Asset registers ● Payroll records ✔ Tip from our award-winning team: Digital copies reduce audit stress. We recommend cloud storage with auto-backups. ________________________________________ Step 3: Reconcile Before You Submit Don’t file blindly. Reconciliation ensures that your numbers match across: ● Your bank accounts ● Your invoices and receipts ● Your payroll records ● Your VAT claims ✔ What to do: Match every expense and income line item. Clean data = lower audit risk. ________________________________________ Step 4: Maximise Deductions Legally Most small businesses don’t claim everything they’re entitled to. These are often missed: ● Home office costs ● Office supplies ● Staff salaries ● Internet and telephone ● Depreciation on equipment ✔ What to do: Review your general ledger and chat to a tax expert if unsure. ________________________________________ Step 5: Submit On Time. Avoid Penalties. Late submissions = automatic penalties and interest. And SARS doesn’t negotiate. ✔ What to do: ● Set a calendar reminder 10 days before each deadline ● Use eFiling for faster submission ● Work with a professional to avoid delays ________________________________________ Bonus: SARS Red Flags to Avoid ● Large expense claims with no proof ● Discrepancies between EMP501 and ITR14 ● Unregistered income streams ● Frequent late filings ✔ What to do: Review submissions line by line. Don’t copy-paste last year’s return. ________________________________________ Final Word: Your Tax Return Doesn’t Have to Be Stressful With the right strategy and a qualified team, tax season can be a breeze. The key is preparation, clean records, and expert support. 📌 Download our FREE Tax Return Survival Checklist to keep everything on track. 📞 Need help filing? Contact us via WhatsApp or email today and let our multi-award-winning team handle the stress for you.

Young minds from more than 50 schools in eThekwini were enriched at the recent Youth Employability Indaba and Career Expo hosted by eThekwini Municipality. Aimed at addressing labour market barriers, primarily the mismatch between available skills and industry needs, the Indaba and Expo featured speakers from various educational institutions and corporate sectors to capacitate learners with information and skills that are aligned with employability. With the spotlight firmly on embracing the digital space as a key driver for empowerment and future readiness, learners were empowered with information on the importance of preparing themselves for a tech-centric future through effective digital literacy education. This included showcasing digital tools, platforms, and career paths in tech-driven industries. Councillor Ntando Khuzwayo, who was speaking on behalf of eThekwini Mayor, Councillor Cyril Xaba, said the City is concerned about the rising graduate numbers and job seekers who lack the competencies required by the job market. “Learners often graduate without real-world experience or understanding of workplace expectations. These challenges lead to a high rate of social-ills such as poverty, crime and unemployment, which impacts negatively on the economy,” he said. Bridging the employability and skills gap between the education system and today’s job market was highlighted as a pressing global challenge. Technological changes have become one of the major drivers in shaping and transforming the labour market. Councillor Khuzwayo said the Municipality partnering with various sectors for the Youth Career Expo will assist to bridge the gap between education, employment and the demands of the modern job market. “The aim is to have a coordinated approach, that aligns education systems with market realities,” he added. Learners were exposed to various service industries that will help them make better-informed career choices and acquire skills that meet job market demands. EThekwini City Manager, Musa Mbhele, motivated the youth to take charge of the opportunities available, saying they can play a transformative role in addressing unemployment by leveraging the digital space creatively and strategically. “Bridging the employability and skills gap is a crucial challenge for the youth today, especially in a rapidly evolving job market.” He added that the digital space plays a transformative role in bridging the employability and skills gap by exposing the youth to knowledge, tools and opportunities. “I am encouraging you to take advantage of the digital space to be exposed to diverse career paths and gain insights into specific industries and job opportunities,” he said. Khulasande Magwaza, from Emachobeni Secondary School in Inanda, highlighted that the programme has transformed his career outlooks, as well as capacitating him about the world of work. “This was an empowering experience to be exposed to a variety of career opportunities that will enable me to make informed career decisions,” he said. ENDS Issued by eThekwini Municipality’s Communications Unit

FOR IMMEDIATE RELEASE 16 May 2025 May 2025, Durban, South Africa - The economic activities spurred by Africa’s Travel Indaba 2025, from event infrastructure and logistics to accommodation, restaurants and local transport services, have significantly surpassed initial projections. The direct economic impact of Africa’s Travel Indaba on Durban’s GDP is estimated at R574 million, with direct spending totalling more than R232 million, highlighting the substantial economic benefits. Additionally, the event created over 2 000 jobs, particularly for the youth and local communities, with an anticipated household income contribution exceeding R140 million. Africa's Travel Indaba 2025, themed ‘Unlimited Africa’, hosted more than 9 967 attendees, marking an impressive 7.4% increase, compared to 9 280 delegates that attended in 2024. The event attracted 1 348 exhibitors and 1 037 buyers, with both exhibitor and international buyer numbers being the highest recorded in the past four years. A total of 27 African countries participated, including new entrants from Chad, St Helena and Burkina Faso. Africa's Travel Indaba 2025 was officially opened by His Excellency Paul Mashatile, South Africa's Deputy President and Patricia de Lille, South Africa’s Minister of Tourism. Thembisile Sehloho, Chief Marketing Officer of South African Tourism, together with Sibusiso Gumbi, acting Chief Executive Officer of KwaZulu-Natal Tourism and Film Authority, Winile Mntungwa, Deputy Head of Durban Tourism and Sandile Makhanya, acting Marketing and Communications Executive of Inkosi Albert Luthuli International Convention Centre (Durban ICC), addressed the media at the wrap-up of Africa's Travel Indaba 2025 on 15 May 2025. “We are exceptionally proud to have once again delivered the premier showcase of the African continent’s diverse tourism products and experiences,” said Sehlolo. “This year, we cemented Africa’s Travel Indaba’s position as a proudly Pan African event with a notable increase in the number of African countries participating. This success is a direct result of powerful collaboration with all our partners. The significant enthusiasm and business conducted reflect the robust growth and immense potential of the African tourism sector under the banner of 'Unlimited Africa, ’added Sehloho.” Mntungwa said: “The economic ripple effect was felt far beyond the city centre, benefitting township and rural tourism enterprises- both formal and informal, including hospitality businesses in areas that hosted or serviced delegates through pre and post-tours and local services.” This highlights how large events can stimulate broader economic activity, empowering local communities and promoting sustainable development across diverse regions. Gumbi expressed his deep confidence in the enduring partnership between South African Tourism, Tourism KwaZulu-Natal, the City of Durban and the Durban ICC. “I am pleased to say that KwaZulu-Natal has hosted another very successful Africa’s Travel Indaba with a record number of delegates, international buyers and airlines attending this year. As Tourism KwaZulu-Natal and Film Authority, we supported 26 emerging tourism businesses who exhibited at our stand and had the opportunity to network with buyers from Africa.” He added that his organisation signed key MOUs with eSwatini Tourism and Maloti-Drakensberg Transfrontier conservation Area Joint Marketing Agreement. This is part of the organisation programmes to grow the Africa market for KZN. They have had key engagements with a number of strategic partners such as Club and airlines that will help us grow our footprint globally. Makhanya said: “Africa’s Travel Indaba is undeniably our premier event. As the ICC, we are deeply committed to ensuring that this trade event showcases Africa to the world and contributes significantly and sustainably to our local economy. This year, we continued our initiatives to involve students from Durban University of Technology and local culinary talents, providing them with invaluable experience and opportunities within the event.” Nationally, the Department of Tourism, together with various provincial tourism authorities demonstrated their commitment to fostering an inclusive sector by supporting 85 Small, Medium and Micro Enterprises (SMMEs) to participate. Furthermore, all South African provinces actively participated, supporting various SMMEs from their respective regions and granting them crucial access to the diverse array of international and local buyers attending the trade show. South African Tourism also hosted a sustainability village, providing free exhibition space to small businesses. During Africa’s Travel Indaba, Minister de Lille reiterated the ambitious targets of the Department’s five-year Tourism Growth Partnership Plan. These include growing total tourism employment from approximately 1.84 million jobs in 2024 to 2.5 million jobs, increasing domestic spend by 25%, growing tourism’s GDP contribution from 8.8% in 2024 to 10% and welcoming an extra million international air arrivals annually. The Minister also spotlighted South African Tourism’s new global brand campaign, “South Africa awaits – Come Find Your Joy!”. Deputy President Mashatile, in his opening address, championed the ‘Unlimited Africa’ theme as a bold declaration of Africa's promise. He highlighted that travel and tourism contributed 6.8% to Africa’s GDP in 2023, with projections indicating a rise to 10.4% by 2030 and for South Africa, tourism currently contributes 8.9% to GDP, supporting 1.68 million jobs, with an ambitious target to grow this to 2.2 million jobs by 2030. At the wrap-up press conference, all parties extended their sincere thanks to members of the media for their extensive and insightful coverage of the trade show, acknowledging the critical role the media plays in sharing the compelling story of an ‘Unlimited Africa’ with the world. -ENDS – __________________________ Issued by South African Tourism For further information, contact: Thandiwe Mathibela Tel: +2711 895 3177 Email: mediaq@southafrica.net Email: thandiwe@southafrica.net Website: www.indaba-southafrica.co.za

Richards Bay, 15 May 2025. Rio Tinto has entered into a two-year partnership with the Lima Rural Development Foundation (Lima) to improve the livelihoods of 200 farmers across ten Traditional Authority Areas in KwaZulu-Natal’s King Cetshwayo District. The investment, delivered through the Rio Tinto Social Investment Fund, capitalises on Lima’s 25+ years of agricultural expertise to remove market barriers, enhance farmers’ productivity, and drive sustainable economic growth in Zululand. By providing comprehensive technical support, training, and access to essential resources and markets, the programme will integrate these farmers into profitable vegetable and poultry supply chains, to strengthen their small business, and improve their livelihood. Rio Tinto Iron and Titanium Africa Operations and Richards Bay Minerals (RBM) Managing Director Werner Duvenhage said, “Traditional farmers along the Zululand coast, including our host communities, face considerable hurdles in accessing viable markets and modern farming methods. Our collaboration with Lima directly addresses these challenges and fosters meaningful and lasting improvements in the agricultural sector within our communities and beyond. We are proud to partner with Lima to bring tangible social change through this programme.” Lima Managing Director Lynette Parsons said, “We are thrilled to partner with Rio Tinto and RBM on a programme that empowers traditional farmers and strengthens rural livelihoods. This partnership reflects our shared commitment to inclusive growth and long-term community development.” This initiative is well aligned with government priorities around poverty reduction. Notes to editors: • The Rio Tinto Social Investment Fund has previously supported the successful Pink Drive throughout KwaZulu-Natal (KZN), including the municipalities of RBM’s host communities, and the Eastern Cape. Similarly, this upcoming initiative is designed to benefit the wider KZN district. • The Fund seeks to invest in projects that generate positive and enduring socio economic impact in communities within Rio Tinto’s operational regions. It serves to augment the existing social investments made by RBM, extending support beyond immediate areas of influence to address priority socio-economic needs at the national level. About Richards Bay Minerals (RBM) Richards Bay Minerals is a world leader in heavy mineral sands extraction and refining. RBM mines mineral-rich sands in the northern KwaZulu-Natal province and produces materials used in a wide range of everyday products, from paints to smartphones. RBM is committed to sustainable practices and making a positive impact on the communities it serves. For media inquiries or additional information, please contact: Nelisiwe Masina Communications Manager, Richards Bay Minerals Contact number: 060 546 5040

PRESS RELEASE — FOR IMMEDIATE RELEASE May 2025 Strengthening industry through strategic partnerships at KITE 2025 The KwaZulu-Natal Industrial Technology Exhibition (KITE) 2025 isn’t just an exhibition — it’s a powerhouse of industry collaboration. By aligning with reputed and recognised industry bodies such as the South African Institution of Mechanical Engineering (SAIMechE), the Lifting Equipment Engineering Association of SA (LEEASA), the South African Capital Equipment Export Council (SACEEC), the Society for Automation, Instrumentation, Mechatronics and Computer Engineering (SAIMC), and the Production Technologies Association of South Africa (PtSA), KITE ensures that visitors and exhibitors gain access to authoritative insights, technical expertise, and high-impact networking opportunities. “These partnerships elevate the exhibition from a standard trade show to a dynamic knowledge-sharing platform, where the latest industry trends, regulatory updates, and technological advancements take centre stage,” says Charlene Hefer, Portfolio Director at Specialised Exhibitions — a division of Montgomery Group. For exhibitors, this alignment enhances credibility and exposure, offering direct engagement with decision-makers, industry influencers, and regulatory leaders. Visitors benefit from exclusive access to seminars, conferences, and live competitions that provide practical solutions, expert guidance, and hands-on experience with the latest innovations. “By fostering these strategic relationships, KITE 2025 solidifies its position as a must-attend event where industries don’t just showcase progress — they shape the future together,” adds Hefer. KITE has been serving the KwaZulu-Natal region for 48 years, consistently bringing current industrial technology to the local market. Visitors will not only be able to find solutions that will improve productivity; increase worker satisfaction, wellbeing and safety; and increase sustainability efforts in an ever-changing economy, but various visitor attractions make a visit to the expo a priority. Free-to-attend SAIMechE Seminar Theatre  — A well-rounded three-day seminar programme provides a wealth of information on current industry trends and regulations. LEEASA Lifting Conference  — This one-day conference is a valuable source of information for people working in the lifting industry. LEEASA Forklift Operator Competition — Launching this year, this event focuses on the skills of leading forklift operators. New Products and Innovations Awards   — co-hosted by SACEEC (South African Capital Equipment Export Council) and judged by Eric Bruggeman, CEO of SACEEC — the awards recognise excellence and innovation in both local and international industrial technology product design. “There is so much to see at KITE, and with exhibitors running ongoing live demonstrations, visitors can see solutions in action before making a purchasing decision. We encourage visitors to pre-register on the KITE website — www.kznindustrial.co.za  — to avoid queues at the expo. The website is also a valuable source of updated information on the seminar sessions,” says Hefer. To book a stand or a sponsorship package at KITE 2025, speak to Steven Burmeister — steven.burmeister@montgomerygroup.com       Contact:  Specialised Exhibitions Marketing Department Tel: 064 850 2676 Marketing@kznindustrial.co .za www. kznindustrial.co.za   Issued by:    Write Here Allyson Koekhoven Cell: +27 82 561 0876 write-on@iafrica.com www.writehere.co.za

Due to interest in the programme, Innovate Durban has extended its call for applications for its Start-Up Support Programme 2025, a dynamic 12-month accelerated mentorship initiative designed to support early stage innovators and start-ups focused on Local Economic Development (LED).  Commencing in June 2025 and running until May 2026, this high impact programme will guide selected participants from ideation to market readiness through structured training, dedicated mentorship and real world exposure. Innovate Durban is seeking motivated, creative South African innovators aged between 18-35 years, residing in KwaZulu-Natal, who are committed to solving pressing economic challenges in their community’s using technology and innovation. This programme aims to support solutions that are still in early or pre prototype stages, providing critical support to help them evolve into viable enterprises. By addressing specific, locally relevant economic challenges through innovative solutions, communities can stimulate employment, drive growth and unlock inclusive development. Who Should Apply? 1. South African citizens aged 18-35 years 2. Residents of KwaZulu-Natal 3. Innovators with early stage or pre-prototype ideas 4. Projects that address local economic challenges 5. Female innovators and people with disabilities are strongly encouraged to apply 6. Applicants must be able to fully commit to the programme’s schedule, including all training, assignments and mentorship sessions   To apply, email info@innovate.durban Application Deadline: 23 May 2025  For more information on Innovate Durban contact: Miliswa Sipambo Marketing & Events Specialist – Innovate Durban Tel: 087 365 3131 | Email: miliswa@innovate.durban   Social Media Handles: Web: https://www.innovate.durban/ Facebook:  https://www.facebook.com/innovatedurban Instagram  https://www.instagram.com/innovatedurban/ LinkedIn:  https://www.linkedin.com/company/20142770/admin Innovate Durban

When an employee commences employment, both employers and employees have certain obligations to fulfil. In order to ensure a productive and mutually beneficial working relationship, it is often necessary to have an assessment period to evaluate performance and compatibility. For an employer to engage a new employee on a probation period, is common practise. Employers can appoint employees on a probation period or a permanent basis To navigate this crucial phase effectively, it is essential for employers to understand their rights and responsibilities. The guidelines for probation and the rights and obligations of both parties are outlined in Schedule 8 of the Labour Relations Act 66 of 1995 (LRA) and the Code of Good Practice: Dismissal. The Code serves as an important guideline for probation and fair dismissals in South Africa, ensuring both procedural and substantive fairness. The guidelines help employers maintain fair disciplinary and dismissal practices while protecting employees from arbitrary terminations. The Code sets out that: ■ Probation only applies to work performance or competency, and that misconduct during probation is treated in the same way as a permanent employee would be treated for the same condition. ■ Probationary employees are entitled to the same full protection of labour laws as that of permanent employees. ■ Probationary employees may not be dismissed “at will”, and that any dismissals must be substantively and procedurally fair. Evaluation Period The purpose of probation is to enable employers to evaluate a new employee’s suitability over a reasonable and mutually agreed period, providing an opportunity for improvement before confirming employment. Moreover, employers should guide and support employees during the probation period to ensure they have the necessary tools and knowledge to succeed in their role. While the probation is an evaluation period, the employee is “employed” and should not be viewed as a “temporary” employee. The Code does not specify a fixed duration for probationary periods. However, employers are responsible for deciding the length of probation and communicating it clearly to the employee. As there is no predetermined term of probation, the duration should be reasonable and appropriate to the complexity of the job. The length of the probation period is subject to the nature of the job as this determines the length of time it will take to establish the employee’s suitability. It depends on a number of factors such as complexity of the position, prior experience, qualification and operational needs. Another consideration in having a probationary period is to facilitate orientation, which is left for the employer to decide on the most suitable period of time for the employment climatisation process. The employer must apply consistent probation conditions to all new employees in the same or similar positions, unless there is a justifiable reason for differentiation based on qualifications, experience, or skills. Probation Period A broad approach to probation should be avoided, for example requiring that all employees serve a six-month probatory period. A more junior repetitive role in an organisation may afford an employer a shorter period of time to assess suitability, while it may take longer to assess a person employed into a more senior strategic role. Moreover, an unreasonably long period of probation may constitute an unfair labour practice. It is recommended that the probation period be explicit and form part of the employment contract. The expectations of the company must be stated clearly, without ambiguity, and understood by the employee at the commencement of employment. The contract should clearly reflect the duration of probation, as well as the start and end dates. Performance Evaluation During the probation period, the employer should provide the employee with the necessary guidance, training and evaluation. Importantly, at the commencement of employment, the employer must provide a comprehensive explanation of the expected standard required of the employee during the probation period as well as inform the employee about the performance evaluation process, including the frequency, what will be required for the assessments, and assessment methods. As a guideline, the employee should be assessed and feedback provided two to three times over the probation period. Best practice confirms that managers should record probationary discussions. An employee who performs in the role will not necessarily require an assessment as it is not needed. Scheduling an assessment should however be considered as soon as it is clear to the manager that the employee is not fitting in or performing as expected. The purpose of probation is to guide and assist employees in improving their performance, timely feedback on strengths and weaknesses is crucial - avoid leaving the feedback toward the end or at the expiry of the probatory period. If the employer is satisfied with the employee’s abilities after the probation period, the employer can appoint the employee on a permanent basis. The employer may also extend the probationary period proportionately should an employee have the potential to improve, however requires more time to demonstrate satisfactory performance. Assessment Meetings Poor performance during the probatory period follows a less formal approach, however this must be a fair process. Scheduling the assessment meetings should be considered as soon as it becomes clear to the manager that the employee is not performing as expected. This meeting is not a formal enquiry and consists of a discussion between the employee and their manager on how the employee is not complying with the job requirements, the identification of the reasons or barriers that exist, preventing the employee from meeting the standard and the remedial steps with a clear review period and timelines. Where the employer is required to provide training, this should be agreed on with the expected timelines. Further meetings with the employee to evaluate the review period should consist of positive and negative feedback received. Should the employer determine at this point, that the employee’s performance is below standard, the employee should be informed in a final meeting. Employee Dismissal An employer is able to dismiss an employee at the end of their probation for not meeting the required performance standard or competency expectation of the role, if the employer is able to confirm the employees work performance incompatibility with the job by confirming that they have: ■ Provided active and ongoing supervision – where managers actively manage the probation period in line with the employee’s employment contract. ■ Provided continuous evaluation and regular feedback – where regular assessment, counselling, and training address performance issues. ■ Encouraged employee engagement – allowing employees to provide feedback on their performance and barriers that may prevent the successful attainment of the standard as well as discuss potential solutions. It is also required that employers ensure that these activities are documented, and managers keep detailed records of discussions and interactions which include: ■ Meeting minutes – documenting discussions with employees, which also include informal monitoring and / or training sessions. ■ Agreeing solutions – recording agreed-upon solutions to addressing performance issues. ■ Defining improvement deadlines – setting and documenting reasonable deadlines for performance improvement. ■ Outcome tracking – monitoring results of implemented measures to help the employee meet the required standard. Any person determining whether a dismissal for poor work performance is unfair should consider: ■ Whether or not the employee failed to meet a performance standard, and ■ If the employee did not meet a required performance standard whether, ■ The employee was aware, or could reasonably be expected to have been aware of the required performance standard, and ■ Dismissal was an appropriate sanction for not meeting the required performance standard Extending Probation An employer may extend the period of probation; however, such extensions should not be implemented without suitable reason and should also not occur without formal discussion and agreement with the employee. The extension of the probation must be appropriate, and the period of extension should not be longer than necessary to achieve its purpose. Such extension at the expiry of the probation in the absence of consultation with the employee should be avoided. Probation periods play a significant role in the employment relationship. They offer a trial period for both employers and employees to assess the suitability of the job and the working environment. Probation periods should be approached with fairness, transparency, and adherence to the principles of labour law. Open communication, clear expectations, and regular feedback are essential for a successful probationary period that benefits both parties involved. For more information please contact Colette Tanner, T: +27 (0)31 767 0625 E: colette@drg.co.za W: www.drg.co.za Colette Tanner, Chief Operations Officer, DRG Outsourcing