Core South African regulatory obligations every company must meet. Covers SARS tax filings, CIPC annual returns, employment law, B-BBEE, and data protection (POPIA/PAIA). Included free for all GreenFile tenants.
34 regulatory obligations tracked in this pack, grouped by compliance section.
Register for income tax with SARS. Obtain tax reference number.
Register as an employer with SARS for PAYE, UIF and SDL. Required before hiring employees.
Register for VAT if taxable supplies exceed R1 million in 12 months. Voluntary registration if below threshold.
File annual company income tax return within 12 months of financial year-end.
Withholding tax at 20% on dividends declared. Payable by end of month following declaration.
Submit annual employer reconciliation to SARS. Typically due January/February.
Submit interim employer reconciliation to SARS. Typically due October.
Submit EMP201 declaring PAYE, UIF and SDL for the previous month.
First provisional tax payment due 6 months into the tax year.
Second provisional tax payment due at financial year-end.
Optional third provisional tax payment due 6 months after year-end. Compulsory if taxable income exceeds R50,000.
Pay 1% of payroll as SDL via EMP201. Applicable if annual payroll exceeds R500,000.
Pay 2% of remuneration (1% employer, 1% employee) to UIF via EMP201.
Submit VAT201 return. Frequency depends on VAT category: Cat A monthly, Cat B bi-monthly, Cat C six-monthly.
Retain all tax records for 5 years after the last assessment. Store securely.
Submit final PAYE, VAT and CIT returns to SARS. Deregister for PAYE/UIF/SDL and VAT.
Register as an employer with the Compensation Fund for workplace injury/disease cover.
Submit Annual Training Report to relevant SETA by 30 April (together with WSP).
Submit annual Return of Earnings to the Compensation Fund by 31 March.
Submit annual Employment Equity report. Due 15 January (electronic) or 1 October (manual). Applicable to designated employers (50+ employees or above turnover threshold).
Review and apply updated national minimum wage. Typically effective 1 March each year.
Ensure ongoing compliance with Occupational Health and Safety Act. Appoint safety representatives if 20+ employees.
Submit Workplace Skills Plan to relevant SETA by 30 April.
Retain all employment records for 3 years after the last termination date.
Register the company with CIPC. Obtain registration certificate and company number.
File and maintain register of beneficial owners with CIPC. Annual confirmation required.
File annual return with CIPC within 30 business days after the anniversary of incorporation.
Notify CIPC of any changes in directors within 10 business days.
Apply for voluntary deregistration with CIPC. Company must have no assets or liabilities.
Appoint an Information Officer (default: CEO/MD) and register with the Information Regulator.
Notify the Information Regulator and affected data subjects as soon as reasonably possible after discovering a personal data breach.
Appoint and register an Information Officer with the Information Regulator. CEO/MD is default IO.
Prepare, publish and maintain a PAIA Manual. Must be available on company website and filed with the Information Regulator.
Obtain or renew B-BBEE scorecard/certificate from an accredited verification agency, or sworn affidavit for EMEs/QSEs.
Ready-to-use templates included with this pack.
Comprehensive POPIA compliance policy covering data processing principles, lawful conditions for processing, data subject rights, information officer duties, and breach notification procedures per the Protection of Personal Information Act 4 of 2013.
PAIA Section 51 manual template for private bodies. Details the company's records available, request procedures, fees, and remedies. Required under the Promotion of Access to Information Act 2 of 2000.
B-BBEE scorecard tracker and certificate record. Tracks contributor level, element scores, verification agency details, and certificate validity. Aligned with B-BBEE Codes of Good Practice.
Employment Equity Plan template for designated employers. Covers workforce analysis, barriers to equity, affirmative action measures, numerical goals, and timetable. Per Employment Equity Act 55 of 1998.
Workplace Skills Plan template for submission to the relevant SETA. Covers skills audit, training needs analysis, planned training interventions, and budget allocation. Per Skills Development Act 97 of 1998.
Checklist and preparation template for CIPC Annual Return (CoR 30.1) filing. Ensures all required information and supporting documents are prepared before submission.
Checklist for verifying SARS tax compliance across all tax types. Covers income tax, VAT, PAYE, UIF, SDL, and provisional tax. Assists in obtaining a Tax Compliance Status (TCS) pin.
Template pack for OHS Act appointment letters: Section 16(1) CEO assignment, Section 16(2) delegation to managers, Health & Safety Representatives (s17), H&S Committee members (s19), and First Aiders.
COIDA registration verification and compliance certificate template. Confirms registration with the Compensation Commissioner, letter of good standing status, and claims reporting procedures.
Comprehensive compliance status report covering all baseline regulatory areas: SARS tax, CIPC, employment law, OHS, POPIA, PAIA, B-BBEE, COIDA, UIF, and SDL. Suitable for board reporting and due diligence.
Recurring inspection and compliance checklists.
One-time checklist covering every registration and filing required to start operating a company compliantly in South Africa.
Yearly audit checklist covering all recurring filings and renewals every SA company must complete.
Per-employee checklist ensuring all regulatory requirements are met when hiring a new employee.
Monthly checklist to ensure recurring statutory submissions are on track.
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