SAOU Blog

GEMS-verhoging na volgehoue druk verlaag | GEMS increase reduced following constant pressure

Tue, 12 May 2026 07:32:25 GMT

NN 14/2026

GEMS-VERHOGING NA VOLGEHOUE

 DRUK VERLAAG

Die SAOU verwelkom die aankondiging deur COSATU en FEDUSA op 7 Mei 2026 dat GEMS toegegee het aan die volgehoue druk van georganiseerde arbeid deur die voorgestelde verhoging van 9,5% in lidbydraes terug te trek en dit met ’n verlaagde verhoging te vervang.

Die hersiene verhoging van 7,5% in lidbydraes tree vanaf
1 Julie 2026 in werking. Die hersiening is nie terugwerkend nie.

Die Raad van Trustees van GEMS het verder aangedui dat daar ook ernstige oorweging geskenk sal word aan die verdere voorstelle wat deur vakbondfederasies voorgelê is. Hierdie ontwikkeling volg op volgehoue optrede deur georganiseerde arbeid, waarvan die SAOU deel was. Dit het onder andere protesaksies by GEMS-kantore, die benutting van toepaslike politieke en regsprosesse, asook die mobilisering van lede ingesluit om hul ontevredenheid duidelik kenbaar te maak.

Werkers het deur hul vakbonde ’n duidelike boodskap gestuur dat buitensporige kosteverhogings nie sonder teenstand aanvaar sal word nie.

GEMS is oorspronklik tot stand gebring met die doel om staatsdienswerkers toegang te gee tot ’n bekostigbare mediese fonds van hoë gehalte, wat met kommersiële mediese fondse kan meeding, maar terselfdertyd die belange van staatsdienswerkers en hul families eerste stel.

Die SAOU is van mening dat GEMS moet terugkeer na hierdie kernmandaat. Toenemende kostedruk, hoër eise en kommer oor volhoubaarheid kan nie uitsluitlik op die skouers van lede geplaas word nie. Swak finansiële beplanning en institusionele tekortkominge behoort nie deur werkernemers befonds te word nie.

Benewens die verlaging van die voorgestelde verhoging, eis georganiseerde arbeid steeds die volgende:

Vir die SAOU is hierdie ontwikkeling ’n belangrike bewys van wat bereik kan word wanneer lede, vakbonde en onderhandelaars gesamentlik optree in belang van werkers. Ons spreek ons waardering uit teenoor ons leierskap, onderhandelaars en lede wat bygedra het om ’n kultuur van eensydige besluitneming teen te staan en gesamentlike besluitneming te bevorder.

Die SAOU onderneem verder om voort te gaan met konstruktiewe druk en betrokkenheid om te verseker dat die aangepaste lidbydraes betyds en soomloos geïmplementeer word.

2026/05/12

GEMS INCREASE REDUCED FOLLOWING CONSTANT PRESSURE

The SAOU welcomes the announcement made by COSATU and FEDUSA on 7 May 2026 that GEMS has responded to sustained pressure from organised labour by withdrawing the proposed 9,5% increase in member contributions and replacing it with a reduced increase.

The revised contribution increase of 7.5% will come into effect on 1 July 2026. The revised offer will not be backdated.

The Board of Trustees of GEMS further indicated that serious consideration will also be given to the additional proposals submitted by labour federations. This development follows sustained action by organised labour, of which the SAOU formed part. Such action included protest marches to GEMS offices, the utilisation of appropriate political and legal processes, as well as the mobilisation of members to clearly express their dissatisfaction.

Through their unions, workers sent a clear message that excessive cost increases would not be accepted without resistance.

GEMS was originally established with the purpose of providing public servants access to affordable, high-quality medical cover comparable to that of commercial medical schemes, while at the same time placing the interests of public servants and their families first.

The SAOU believes that GEMS must return to this core mandate. Increasing cost pressures, higher claims and concerns regarding sustainability cannot be placed solely on the shoulders of members. Weak financial planning and institutional shortcomings should not be funded by workers.

In addition to the reduction of the proposed increase, organised labour continues to call for the following:

Full transparency regarding administrative costs, contracts, outsourcing, procurement processes and executive remuneration within GEMS.
An independent forensic audit into governance practices, procurement processes, anti-corruption measures and the funding of the reserve target.
Further engagement regarding the Tanzanite One amendments that have placed additional financial pressure on members.
Permanent representation of organised labour on the GEMS Board of Trustees to ensure accountability, transparency and meaningful worker participation in decision-making processes.

For the SAOU, this development serves as an important indication of what can be achieved when members, unions and negotiators act collectively in the interests of workers. We express our appreciation to our leadership, negotiators and members who contributed towards resisting a culture of unilateral decision-making and promoting a culture of collective engagement.

The SAOU further commits itself to maintaining constructive pressure and engagement to ensure that the revised member contributions are implemented timeously and without complications.

Pretoria High School for Girls-aangeleentheid

Die SAOU verwelkom finale hofuitkoms rakende Pretoria High School for Girls-aangeleentheid.

Die SAOU neem met tevredenheid kennis dat die aangeleentheid rakende Pretoria High School for Girls nou uiteindelik tot finaliteit gekom het deur die uitspraak en skikking wat op 21 April 2026 deur die Arbeidshof as hofbevel bevestig is.

Hoewel die bepalings van die skikking vertroulik bly, is dit belangrik om daarop te wys dat hierdie aangeleentheid ontstaan het teen die agtergrond van ’n grieweproses wat nie voldoende en billik hanteer is nie. Die SAOU het van meet af beklemtoon dat werknemers die reg het op ’n behoorlike, responsiewe en regverdige proses wanneer griewe en ernstige bekommernisse aangemeld word.

Die uiteindelike hofbevel en skikking verteenwoordig daarom nie net ’n oorwinning vir die betrokke lid nie, maar bevestig ook die belangrikheid van prosedurele billikheid, verantwoordbaarheid en die werkgewer se plig om griewe ernstig op te neem en betyds te hanteer.

Die SAOU respekteer die vertroulikheidsooreenkoms wat deel vorm van die skikking en sal gevolglik nie verdere besonderhede openbaar maak nie. Ons glo egter dat hierdie uitkoms ’n duidelike boodskap uitstuur dat opvoeders en werknemers nie geïgnoreer of aan onbillike prosesse onderwerp behoort te word nie.

Ons spreek ons waardering uit teenoor die betrokke lid vir haar waardigheid en volharding, asook teenoor die SAOU se regsspan wat die saak met professionaliteit en toewyding behartig het.

Die SAOU bly verbind tot die beskerming van elke lid se waardigheid, regte en professionele aansien.

Pretoria High School for Girls
matter

The SAOU welcomes final court outcome relating to Pretoria High School for Girls matter.

The SAOU notes with satisfaction that the matter relating to Pretoria High School for Girls has now finally been brought to conclusion through the judgment and settlement that was confirmed as an order of the Labour Court on 21 April 2026.

Although the terms of the settlement remain confidential, it is important to note that this matter arose against the background of a grievance process that was not adequately and fairly addressed. From the outset, the SAOU maintained that employees are entitled to a proper, responsive and fair process when grievances and serious concerns are raised.

The final court order and settlement therefore represent not only a victory for the member concerned, but also reaffirm the importance of procedural fairness, accountability and the employer’s duty to treat grievances seriously and address them timeously.

The SAOU respects the confidentiality agreement that forms part of the settlement and will accordingly not disclose any further details. We do, however, believe that this outcome sends a clear message that educators and employees should neither be ignored nor subjected to unfair processes.

We express our appreciation to the member concerned for her dignity and perseverance, as well as to the SAOU legal team for handling the matter with professionalism and commitment.

The SAOU remains committed to protecting the dignity, rights and professional standing of every member.

Damesleierskap-seminaar 2026

Dit is weer tyd vir die immergewilde damesleierskap-seminaar!

Leierskap gaan nie net oor bestuur nie; dit gaan oor die dapperheid om standvastig te bly wanneer dit die meeste saak maak. Ons nooi alle aspirant-damesleiers in die onderwys uit na 'n bemagtigende seminaar wat fokus op ons 2026-tema: Waar Moed en Leierskap Ontmoet.

Ware leierskap vereis die hart om te inspireer en die ruggraat om te besluit. Hierdie seminaar is ontwerp om jou te help om daardie gaping te oorbrug en jou potensiaal in 'n kragtige teenwoordigheid in jou skool en gemeenskap te omskep.

Datum: 28 - 29 Augustus 2026

Plek: Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier

WOMEN'S LEADERSHIP SEMINAR 2026

It's again time for the ever-popular women's leadership seminar!

Leadership is not just about management; it is about the courage to stand firm when it matters most. We invite all aspiring women leaders in education to an empowering seminar focused on our 2026 theme: Where Courage and Leadership Meet.

True leadership requires the heart to inspire and the backbone to decide. This seminar is designed to help you bridge that gap and transform your potential into a powerful presence in your school and community.

Date : 28 - 29 August 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here

Hoofdesimposium 2026

Dis tyd om in te tree, jou posisie te verbeter en daardie leierskapspiere te laat bult! Ons nooi graag alle skoolhoofde en adjunkhoofde – beide mans en vroue – om by ons aan te sluit vir die krag-geleentheid van die jaar: Die 30ste SAOU Hoofdesimposium.

Leierskap is nie net 'n titel nie; dis 'n uithouvermoësport. Hierdie jaar fokus ons op die "swaar werk" van skoolbestuur, wat jou die strategie en stamina bied wat nodig is om jou skool na oorwinning te lei.

Die SAOU Hoofdesimposium 2026 beloof om, weereens, alle verwagtinge te oortref!

Datum : 30 Augustus – 2 September 2026

Plek : Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier - daar is slegs beperkte plekke beskikbaar.

Principals' symposium 2026

It's time to step up, improve your position and flex those leadership muscles! We invite all principals and deputy principals – both male and female – to join us for this years power event: The 30th SAOU Principals Symposium.

Leadership is not just a title; it's an endurance sport. This year, we're focusing on the "heavy lifting" of school management, providing you with the strategy and stamina needed to lead your school to victory

The SAOU Principals’ Symposium 2026 promises to, once again, exceed all expectations!

Date : 30 August – 2 September 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here - there are only limited places available.

Aan die werk | At the chalkboard term 4/2026

Tue, 05 May 2026 14:08:57 GMT

2026/05/06

Verlof en die reël van plaasvervangers | Leave and arrangements regarding substitutes

Tue, 05 May 2026 12:32:59 GMT

NN 13/2026

VERLOF EN DIE REËL VAN

 PLAASVERVANGERS

Die SAOU ontvang deurgaans navrae rakende wanneer ‘n opvoeder geregtig sal wees om aansoek te doen vir verlof vir dringende privaat sake.

Hoofstuk H.10 van die Personeel Administratiewe Maatreëls (PAM) verduidelik in watter gevalle ‘n opvoeder vir gesinsverantwoordelikheidsverlof asook verlof vir dringende privaat sake aansoek kan doen. Vir die doeleindes van hierdie nuusbrief gaan ons slegs fokus op die laasgenoemde.

Hoofstuk H.10.6 van die PAM bepaal dat spesiale verlof vir ‘n opvoeder toegestaan kan word om ‘n dringende private aangeleentheid by te woon indien die aard van die aangeleentheid die opvoeder se afwesigheid regverdig. Alhoewel die PAM nie duidelike vereistes stel waaraan ‘n aangeleentheid moet voldoen om as dringend beskou te word nie, is daar tog ‘n paar ongeskrewe riglyne wat provinsiale onderwys-departemente volg:

Gaan die opvoeder ‘n finansiële verlies ly indien die verlof nie toegestaan word nie?
Is die opvoeder se teenwoordigheid in verband met die privaat aangeleentheid noodsaaklik?
Sal dit onbillik wees om die verlof af te keur of nie aan te beveel nie aangesien dringendheid ‘n relatiewe term is?

Indien daar op een van die bovermelde riglyne “ja” geantwoord word, sal die aard van die verlof heel waarskynlik as dringend beskou kan word en moedig die SAOU lede aan om hul aansoek vir dringende privaat sake daarvolgens te motiveer.

Kan daar van ‘n opvoeder verwag word om stawende dokumentasie as ‘n bewys van dringendheid in te dien?

Weens die feit dat daar ‘n element van privaatheid gekoppel word aan hierdie tipe verlof, sal ‘n opvoeder geregtig wees om op sy of haar reg op privaatheid te steun indien stawende dokumentasie versoek word. Stawende dokumentasie kan egter die aansoek ondersteun en die kanse dat die aansoek goedgekeur word, verbeter.

Is onbetaalde verlof 'n opsie indien jou aansoek vir verlof vir dringende privaat sake nie aanbeveel word nie of afgekeur word?

Dit is belangrik om te verstaan dat verlof sonder betaling ook onderhewig is aan goedkeuring. Die kanse dat dit goedgekeur word, is egter skraal indien die verlof vir dringende privaat sake afgekeur word.

Mag daar van ‘n opvoeder verwag word om ‘n plaasvervanger te voorsien en te vergoed as voorwaarde vir die aanbeveling van hierdie tipe verlof?

Nee, dit kan nie van 'n opvoeder verwag word om 'n plaasvervanger te reël en betaal nie. Die SAOU wil dit baie duidelik stel dat so ‘n verwagting onwettig is en nie deur opvoeders uitgevoer moet word nie, op grond van die volgende redes:

Die Wet op Indiensneming van Opvoeders 76 van 1998, Hoofstuk 2, paragraaf 7(2)(b) bepaal dat ‘n persoon aangestel kan word in ‘n tydelike hoedanigheid vir ‘n vasgestelde tydperk hetsy voltyds, deeltyds of in ‘n gedeelde kapasiteit. Hierdie spesifieke hoofstuk in die Wet bepaal dat aanstellings vir diens in ‘n provinsiale departement van onderwys deur die Hoof van Onderwys gemaak moet word.
Elke provinsiale departement van onderwys begroot vir ‘n sekere hoeveelheid fondse wat beskikbaar sal wees vir die vergoeding van tydelike aanstellings met spesifieke verwysing na plaasvervangers. Elke provinsie beskik oor ‘n beleid wat bepaal wanneer ‘n skool sal kwalifiseer om aansoek te doen vir ‘n plaasvervanger waar die permanente opvoeder afwesig is weens ouerskapverlof, siekverlof of studieverlof.
Artikel 20(1)(j) van die Suid-Afrikaanse Skolewet 84 van 1996, soos gewysig, bepaal dat ‘n Beheerliggaam die aanstelling van ‘n opvoeder of ‘n nie-opvoeder moet aanbeveel by die Hoof van Onderwys.
Indien ‘n skool nie kwalifiseer vir ‘n plaasvervanger vanaf die provinsiale onderwys-departement nie, moet die Beheerliggaam ‘n plaasvervanger aanstel en dienooreenkomstig vergoed. ‘n Beheerliggaam moet dus jaarliks vir die vergoeding van plaasvervangers begroot.

Dit is dus duidelik dat die bovermelde wetgewing die aanstelling van plaasvervangers reguleer en skole moet daarvolgens handel. Daar kan nie van ‘n opvoeder verwag word om ‘n plaasvervanger te identifiseer, te reël en self te vergoed vir sy of haar dienste vir ‘n bepaalde tydperk nie.

Indien jy twyfel of vrae het oor die onderwerp, moet asseblief nie huiwer om jou provinsiale SAOU-kantoor of die SAOU Regsafdeling te kontak nie.

2026/05/05

LEAVE AND ARRANGEMENTS REGARDING SUBSTITUTES

The SAOU constantly receives enquiries regarding when an educator is entitled to apply for leave for urgent private affairs.

Chapter H.10 of the Personnel Administrative Measures (PAM) explains in which cases an educator will be able to apply for family responsibility leave as well as leave for urgent private matters. The main purpose of this newsletter is to focus on the latter.

Chapter H.10.6 of the PAM states that special leave may be granted to an educator to attend to an urgent private matter if the nature of the matter justifies the educator’s absence. Although the PAM does not set out clear requirements that a matter must meet to be considered urgent in nature, there are some unwritten guidelines that provincial education departments follow:

Will the educator suffer a financial loss if the leave is not granted?
Is the presence of the educator with regard to the private matter necessary?
Would it be unfair to deny or not recommend the leave since urgency is a relative term?

If the answer to any of the above guidelines is “yes”, the nature of the leave will most likely be considered urgent and the SAOU encourages members to motivate their application for urgent private affairs accordingly.

Can it be expected of an educator to submit supporting documentation as proof of urgency?

Due to the fact that there is an element of privacy attached to this type of leave, an educator will be entitled to rely on his or her right to privacy if supporting documentation is requested. However, supporting documentation can support the application and increase the chances that the application will be approved.

Can unpaid leave be considered if your application for urgent private affairs is not recommended or approved?

It is important to understand that leave without pay is also subject to approval, thus it is not likely that it will be approved if leave for urgent private affairs is denied.

May an educator be held responsible to arrange for and pay a substitute as a condition of recommending this type of leave?

No, it cannot be expected of an educator to arrange for and pay a substitute. The SAOU wants to make it very clear that such a requirement is illegal and should not be carried out by educators, based on the following reasons:

The Employment of Educators Act 76 of 1998, Chapter 2, paragraph 7(2)(b) states that a person can be appointed in a temporary capacity for a fixed period either full-time, part-time or in a shared capacity. This specific chapter in the Act states that appointments for service in a provincial department of education must be made by the Head of Department.
Each provincial department of education budgets for a certain amount of funds that will be available for the compensation of temporary appointments with specific reference to substitutes. Each province has a policy that determines when a school will qualify to apply for a substitute where the permanent educator is absent due to parental leave, sick leave or study leave.
Section 20(1)(j) of the South African Schools Act 84 of 1996, as amended, states that a Governing Body must recommend the appointment of an educator or a non-educator to the Head of Department.
If a school does not qualify for a substitute from the provincial education department, the Governing Body must appoint a substitute and remunerate him or her accordingly. Therefore, a Governing Body must budget for the remuneration of substitutes annually.

Consequently, it is clear that the above-mentioned legislation regulates the appointment of substitutes and schools must act accordingly. It cannot be expected of an educator to identify, arrange for and remunerate the substitute for services rendered for a specified period of time.

If you have doubts or questions on the matter, please do not hesitate to contact your provincial SAOU office or SAOU Legal Department.

Damesleierskapseminaar 2026

Dit is weer tyd vir die immergewilde damesleierskap-seminaar!

Datum: 28 - 29 Augustus 2026

Plek: Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier

WOMEN'S LEADERSHIP SEMINAR 2026

It's again time for the ever-popular women's leadership seminar!

Date : 28 - 29 August 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here

Hoofdesimposium 2026

Die SAOU Hoofdesimposium 2026 beloof om, weereens, alle verwagtinge te oortref!

Datum : 30 Augustus – 2 September 2026

Plek : Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier - daar is slegs beperkte plekke beskikbaar.

Principals' symposium 2026

The SAOU Principals’ Symposium 2026 promises to, once again, exceed all expectations!

Date : 30 August – 2 September 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here - there are only limited places available.

Gr R-Praktisyns: Nuwe Inligting | Gr R Practitioners: New Information

Mon, 04 May 2026 09:52:45 GMT

NN 12/2026

GRAAD R-PRAKTISYNS:
NUWE INLIGTING

Met die formalisering van Graad R as deel van die formele skoolsektor, word strenger kwalifikasie-vereistes voortaan toegepas. Die minimum kwalifikasie-vereiste om ‘n betrekking in Graad R onderrig te kry, is ‘n professionele onderwyskwalifikasie op ROKV 13-vlak nodig, wat ‘n Diploma in Graad R of ‘n B.Ed-graad in die Grondslagfase insluit.

Die praktiese implikasie hiervan is dat bestaande kontrakte van personeellede wat nie aan hierdie vereiste voldoen nie, moontlik nie hernu sal word nie.

Ontwikkelings gedurende die afgelope ses maande

’n Fisiese verifikasieproses is deur die RAVO onderneem ten einde die beskikbare data rakende Graad R-praktisyns te verfyn en behoorlik vas te lê.

Voorts onderskei die RAVO Kollektiewe Ooreenkoms 2 van 2025 tussen verskillende kategorieë van Graad R- praktisyns en -opvoeders, afhangend van hul bestaande kwalifikasies en hul bereidwilligheid of geskiktheid om verdere studies te onderneem.

2026/05/04

GRADE R PRACTITIONERS:
NEW INFORMATION

With the formalisation of Grade R as part of the formal schooling sector, the qualification requirements are more stringently applied. The minimum qualification requirement to be appointed as a Grade R educator is a professional teaching qualification evaluated at REQV 13 which must include a Diploma in Grade R Teaching or a B.Ed.-degree in the Foundation Phase.

The practical implications are that existing contracts of employees who do not comply with these requirements, might not be renewed.

Developments in the past six months

A physical verification process has been under taken by the ELRC to gather and capture relevant information on Grade R practitioners.

ELRC Collective Agreement 2 of 2025 distinguishes between different categories of Grade R practitioners and educators, depending on their existing qualifications as well as their willingness and eligibility to improve their qualifications.

Slotopmerking

Die verbetering van kwalifikasies behoort as ’n besondere geleentheid vir Graad R-praktisyns beskou te word. Die SAOU moedig gevolglik alle on- en ondergekwalifiseerde praktisyns, veral dié wat nog in staat en bereid is om verdere studies te onderneem, aan om van die beskikbare ontwikkelingsmoontlikhede gebruik te maak.

Closing remarks

The improvement of qualifications should be viewed as a unique opportunity for all Grade R practitioners. The SAOU therefore, would like to encourage all un and under qualified practitioners, especially those who are able and willing to engage in further studies, to utilise this opportunity for development.

'n Bietjie goeie nuus | A bit of good news

Wed, 22 Apr 2026 09:27:11 GMT

NN 11/2026

'N BIETJIE GOEIE NUUS

‘n Vier persent salarisverhoging vir opvoeders wat deur die Provinsiale Onderwysdepartement of deur die Departement van Basiese Onderwys aangestel is, is geïmplementeer en is reeds op 20 April 2026 deur PERSAL betaal. Hierdie verhoging sal teen 23 April 2026 op bankrekeninge reflekteer.

Klik op die relevante skakel om die onderskeie salarisskale af te laai:

Opvoeders ; en
Terapeute, Beraders en Sielkundiges .

Die SAOU is dankbaar dat die 2025 meerjarige kollektiewe ooreenkoms gestand gehou is en dat die vertroue tussen die werkgewer en werknemer weer herstel word.

2026/04/22

A BIT OF GOOD NEWS

A four percent salary increase for 2026 for educators employed by the Provincial Education Department or Department of Basic Education has been implemented on 20 April 2026 through PERSAL. This increase will reflect on your bank statements on 23 April 2026.

Click on the relevant link to download the respective salary scales.

Educators ; and
Therapists, Counsellors and Psychologists .

The SAOU can only express its appreciation that the 2025 multi-year collective agreement has been honoured and that the confidence between the employer and employees is slowly recovered.

Damesleierskapseminaar 2026

Dit is weer tyd vir die immergewilde damesleierskap-seminaar!

Datum: 28 - 29 Augustus 2026

Plek: Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier

WOMEN'S LEADERSHIP SEMINAR 2026

It's again time for the ever-popular women's leadership seminar!

Date : 28 - 29 August 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here

Hoofdesimposium 2026

Die SAOU Hoofdesimposium 2026 beloof om, weereens, alle verwagtinge te oortref!

Datum : 30 Augustus – 2 September 2026

Plek : Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registreer hier - daar is slegs beperkte plekke beskikbaar.

Principals' symposium 2026

The SAOU Principals’ Symposium 2026 promises to, once again, exceed all expectations!

Date : 30 August – 2 September 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Register here - there are only limited places available.

VAP fase 2 | ERP Phase 2

Thu, 16 Apr 2026 14:39:35 GMT

NN 10/2026

VERVROEGDE AFTREDE PROGRAM (VAP)

 FASE 2

SLAGGATE OM VAN KENNIS TE NEEM:

Verskeie provinsiale onderwysdepartemente is tans in die proses om fase 2 van die VAP uit te rol. Voordat u dit oorweeg wil ons die volgende onder u aandag bring.

Wat is die oogmerk van die Staat om die VAP in werking te stel?

Die werkgewer se doel is om die koste van die salarisrekening af te bestuur, deur die Staatsdiens as sektor te verklein.

Hierdie benadering is ‘n eensydige implementering van die Staat wat nie met vakbonde onderhandel is nie en daarom staan vakbonde dit ten sterkte tee.

Die grootste risiko van die VAP is u toekomstige verlies aan inkomste.

Die SAOU is ten sterkste teen die VAP gekant! Hierdie standpunt van die SAOU is deel van ‘n mandaat wat deur die Nasionale Uitvoerende Raad (NUR) op 19 Maart 2026 gegee is.

Die redes hiervoor is:

Hierdie program laat lede in ‘n swakker finansiële posisie, veral diegene tussen 55 en 59 jaar wat geen addisionele diensjare bykry nie;
Die Suid-Afrikaanse Onderwysstelsel verloor broodnodige kapasiteit, kundigheid en institusionele geheue; en
Die SAOU se kollektiewe onderhandelingsposisies word verswak vanweë die afname in ledegetalle.

1. DIE VAP LAAT LEDE IN ‘N SWAKKER FINANSIËLE POSISIE

Die program klink baie idillies, maar het baie slaggate. Uiteindelik laat dit lede oor die langtermyn in ‘n swakker finansiële posisie, aangesien geen addisionele diensjare tot u berekening gevoeg word nie. Die SAOU het ‘n plig teenoor ons lede om te verseker dat u regte beskerm word en dat u ‘n ingeligte besluit neem.

Hier is ‘n paar feite vir oorweging:

Pensioenverhogings is nie gewaarborg om met inflasie-verhogings tred te hou nie.

Die GEPF bepaal jaarliks wat die pensioenverhoging sal wees. Dit is gebaseer op die Verbruikersprysindeks (VPI) as basis; en
Die wet bepaal dat pensioenverhogings met nie minder nie as 75% van die VPI behoort te eskaleer, met die hoofoogmerk om die solvensie van die GEPF te beskerm.

Wat is die implikasies van vervroegde pensioen?

VPI word gebruik as bepalende faktor vir pensioenverhoging, maar u koopkrag is onder druk aangesien die inflasie van onder andere brandstof, mediese koste, elektrisiteit en water en lewenskoste aansienlik hoër as VPI is.

Indien u op 55 aftree:

Die gemiddelde lewensverwagting is 67 jaar maar kan strek tot 80. Dit beteken dat u huidige pensioen vir u selfversorgend moet wees vir die volgende 25 jaar.
Belangrik om te onthou: Hoe vroeër u aftree, hoe groter word die finansiële druk om met die stygende lewenskoste tred te hou.

U verbeur alle verdere salarisaanpassings en verhogings van die Staatsdiens

Belangrik om te onthou is dat u nie aftree met die voordele wat u op 65 sou ontvang het nie!

U pensioen word onder andere bereken op u gemiddelde bruto maandelikse inkomste van die laaste 24 maande van u dienstydperk.

Onthou dat die reeds onderhandelde kollektiewe ooreenkoms vir ‘n 4% tot 6% salarisververhoging vir 2026 en 2027 reeds in plek is.

Staatdienswerkers se pensioenbasis word hiermee verhoog wat vir u ‘n hoër pensioen tot gevolg het.
Addisionele voordele wat staatsdienswerkers kry:
QMS;
Verhogings in behuisingstoelaes; en
Verhogings in mediese fonds subsidies.

Wat is nodig om te verreken wanneer die VAP oorweeg word?

Wanneer u aansoek ingedien is, is dit nie moontlik om u aansoek terug te trek nie, aangesien u van besluit verander nie.
Indien u na aftrede weer in ‘n BL-pos aangestel word, neem die netto belastingimplikasie in ag weens die addisionele inkomste verdien.
U pensioenberekening word gekoppel aan aaneenlopende diensjare. U verloor hierdie voordeel.
Neem die netto belastingimplikasie van die finansiële voordeel in ag, wat as lokaas dien om aansoek te doen vir die VAP.

2. DIE Verlies aan broodnodige vaardighede, kennis en kundigheid

Persone bo 55, is veral die groepering wat oor ryke kennis, ervaring en oor waardevolle institusionele geheue beskik. Die onderwysstelsel kan nie bekostig om u kundigheid en ervaring op ‘n kritieke stadium van u loopbaan te verloor nie.

3. DIE SAOU SE KOLLEKTIEWE ONDERHANDELING POSISIE WORD VERSWAK VANWEË DIE VERMINDERDE GETALLE

Die VAP bring mee dat die SAOU se kollektiewe onderhandelingsposisie negatief geraak word, aangesien die SAOU se bedingingsmag in die onderhandelingskamers gebaseer is op die getal PERSAL-lede.

4. WAT STAAN U TE DOEN?

Dit is van absolute belang om ’n omvattende finansiële ontleding van u posisie te doen.
Neem die volgende in ag:
U moontlike lewensverwagting;
Inflasieverwagting;
Stygende mediese koste; en
Deurlopende verhoging van lewenskoste.

5. DIE SAOU STAAN GEREED OM U TE LEI IN U BESLUIT

Die periode van aansoek is vanaf 1 April 2026 tot 30 Junie 2026. Indien u oorweeg om aansoek te doen vir die VAP, kontak u plaaslike distrikskantoor vir verdere inligting.

2026/04/16

EARLY RETIREMENT PROGRAMME (ERP)

PHASE 2

PITFALLS TO TAKE

NOTE OF:

Various provincial education departments are currently in the process of rolling out phase 2 of the ERP. Before you consider it, we would like to bring the following to your attention.

What is the objective of the State in implementing the ERP?

The employer's goal is to lower the cost of the salary bill, by downsizing the Public Service as a sector.

This is a one-sided implementation by Government which was not negotiated with unions and therefore unions cannot support these programmes

The biggest risk of the ERP is your future loss of income.

The SAOU is strongly opposed to the ERP! This position of the SAOU is part of a mandate given by the National Executive Council (NEC) on 19 March 2026.

The reasons for this are:

This program leaves members in a weaker financial position, especially those between the ages of 55 and 59 who do not receive any additional years of service;
The South African Education System is losing much-needed capacity, expertise and institutional memory; and
The SAOU's collective bargaining positions are weakened because of the reduced member numbers.

1. THE ERP LEAVES MEMBERS IN A WEAKER FINANCIAL POSITION

The programme sounds very idyllic, but has a lot of pitfalls. Ultimately, this leaves members in a weaker financial position over the long term, as no additional years of service are added to your calculation. The SAOU has a duty to our members to ensure that your rights are protected and that you make an informed decision.

Here are some facts for consideration:

Pension increases are not guaranteed to keep up with inflation increases.

The GEPF determines annually what the pension increase will be. It is based on the Consumer Price Index (CPI) as basis; and
The law stipulates that pension increases should escalate by not less than 75% of the CPI, with the main objective to protect the solvency of the GEPF.

What are the implications of early retirement?

CPI is used as a determinant for pension increase, but your purchasing power is under pressure as the inflation of fuel, medical costs, electricity and water, and living costs, among others, is significantly higher than CPI.

If you retire at 55:

The average life expectancy is 67 years but can extend up to 80. This means that your current pension must be self-sufficient for you for the next 25 years.
Important to remember: The earlier you retire, the greater the financial pressure to keep up with the rising cost of living.

You forfeit all further salary adjustments and increases of the Public Service

Very important to remember is that you are thus not retiring with the benefits you would have received at 65!

Your pension is based on your average gross monthly income of the last 24 months of your period of service, among other things.

Remember that the already negotiated collective agreement for a 4% to 6% salary increase for 2026 and 2027, is already in place.

Public service workers' pension base is thereby increased, resulting in a higher pension.
Additional benefits that public service workers get:
QMS;
Increases in housing grants; and
Increases in medical aid subsidies.

What must be taken into account when considering the ERP?

Once your application has been submitted, it is not possible to withdraw the application as you changed your mind.
If you are reappointed to a SGB position after retirement, take into account the net tax implication due the additional income you earn.
Your pension calculation is linked to years of continuous service. You lose this advantage.
Consider the net tax implication of the financial benefit, which serves as bait to apply for the ERP.

2. THE LOSS OF MUCH-NEEDED SKILLS, KNOWLEDGE AND EXPERTISE

Persons over 55, in particular, are the grouping that possesses rich knowledge, experience and valuable institutional memory. The education system cannot afford to lose your expertise and experience at a critical stage of your career.

3. THE SAOU'S COLLECTIVE BARGAINING POSITION IS WEAKENED BECAUSE OF THE REDUCED NUMBERS

The ERP will negatively affect the SAOU's collective bargaining position, as the SAOU's bargaining power in the negotiating chambers is based on the number of PERSAL members.

4. WHAT DO YOU HAVE TO DO?

It is of absolute importance to conduct a comprehensive financial analysis of your position.
Consider the following:
Your potential life expectancy;
Inflation expectation;
Rising medical costs; and
Continuous increase in the cost of living.

5. THE SAOU STANDS READY TO GUIDE YOU IN YOUR DECISION

If you are considering applying for the ERP, contact your local district office for further information.

Aan die werk | At the chalkboard term 1/2026

Thu, 02 Apr 2026 09:39:35 GMT

2026/04/02

Staatsdienswerkers se pensioenfonds | Government employees pension fund (GEPF)

Thu, 02 Apr 2026 07:01:55 GMT

NN 9/2026

STAATSDIENSWERKERS SE

 PENSIOENFONDS (GEPF)

Is my pensioenvoordele veilig?

Mediaberigte oor die aktiwiteite wat die stabiliteit van die pensioenfonds raak, veroorsaak kommer onder SAOU-lede.

Die onlangse mediaberig in Citywire op 12 Maart 2026, oor ’n hofsaak tussen die Staatsdienswerkers Pensioenfonds (GEPF) en die Openbare Beleggingskorporasie (PIC), het betrekking.

Dit handel oor ’n regsgeding rakende ’n belegging wat deur die PIC namens die GEPF bestuur is. ’n Verstekvonnis van ongeveer R1,19 miljard is na bewering toegestaan nadat ’n skikkings-ooreenkoms nie nagekom is nie.

Dit het kommer laat ontstaan oor die sekuriteit en volhoubaarheid van die pensioenfonds.

Sleutelfeite oor die GEPF
Die GEPF is die grootste pensioenfonds in Afrika met die volgende finansiële posisie:

`n Uiters groot en finansieel robuuste fonds.

Wat is die finansiële implikasie van die hofsaak?
Selfs indien die bedrag wat in die saak ter sprake is uiteindelik betaalbaar sou wees, sal die finansiële impak relatief klein wees tot die grootte van die fonds.

Dit beteken die bedrag verteenwoordig ’n baie klein fraksie van die totale waarde van die fonds.

Sal dit pensioenbetalings beïnvloed?
Dit is ‘n onomwonde NEE.

Die GEPF is ’n gewaarborgdevoordeelpensioenfonds (defined benefit fund), wat beteken:

Pensioenvoordele word volgens ’n vaste formule bereken, nie volgens korttermyn beleggingsopbrengste nie.
Die Suid-Afrikaanse regering is die werkgewer en verskaf die uiteindelike waarborg van voordele.
Pensioenbetalings gaan voort volgens die reëls van die fonds.

Daar is dus geen aanduiding dat pensioenbetalings deur hierdie saak bedreig word nie.

Wat hierdie regsaak wel uitlig
Alhoewel die saak nie die volhoubaarheid van die fonds bedreig nie, wys dit wel op die afwesigheid van belangrike bestuurs- en beheerkwessies, onder andere:

Die afwesigheid van toesig oor die beleggings wat deur die PIC bestuur word. Hierdie verantwoordelikheid moet voor die deur van die GEPF se Raad van Trustees geplaas word.
Die onvermoë van die Raad om die tydige hantering van regsake en skikkingsooreenkomste te hanteer. Hierdie is ‘n administratiewe funksie wat nou onnodig geëskaleer het.
Die belangrikheid van goeie bestuur en aanspreeklikheid in die beheer en bestuur van openbare pensioenfondse.

Gevolgtrekking
Hoewel die regsgeding waarna Citywire verwys ’n ernstige saak is wat waarskynlik deur die regsproses verder hanteer sal word, is die finansiële blootstelling relatief klein tot die totale grootte van die GEPF.

Daar is geen aanduiding dat hierdie saak ’n risiko vir die volhoubaarheid van die fonds of die betaling van pensioene inhou nie.

Lede en pensioenarisse kan dus gerus wees dat hul pensioenvoordele veilig bly, maar hierdie situasie kan nie sonder meer aanvaar word nie.

Optrede deur die SAOU
Die SAOU het ‘n formele skrywe aan die GEPF se Raad van Trustees gerig met die klem op die volgende kernaspekte sodat dit op rekord geplaas kan word:

Die SAOU dring daarop aan dat die Raad van Trustees hulle fidusiêre verpligting nakom en seker maak dat beheermaatreëls en moniteringsmaatreëls in plek gestel word om soortgelyke gevalle te voorkom.
Dat lede proaktief ingelig word, eerder as om sulke inligting deur die media te hoor.
Hierdie tipe beriggewing maak lede onrustig. Die SAOU eis van die Raad van Trustees om alles in hul vermoë te doen om die uitvoerende gesag verantwoordbaar te hou.

2026/04/01

GOVERNMENT EMPLOYEES
PENSION FUND (GEPF)

Is my pensioenvoordele veilig?

Media reports on the activities which impacts the stability of the Government Employees Pension Fund (GEPF), caused grave concern among SAOU members.

The recent media report published in Citywire on 12 March 2026, on a court case between the GEPF and the Public Investment Corporation (PIC), has reference.

These legal proceedings concern an investment which was made on behalf of the GEPF. A default judgement of approximately R1,19 billion was allegedly granted after a settlement agreement could not be reached.

This caused serious concerns about the security and sustainability of the pension fund.

GEPF key facts

The GEPF is the biggest pension fund in Africa with the following financial position:

The fund is extremely vast and financially sound.

What is the financial implication of the court case?

Even if the amount applicable to the case is paid out eventually, the financial impact will be relatively small in relation to the extent of the fund.

This implies that the amount in question only forms a small fraction of the total value of the fund.

Will it affect pension payouts?

This is an unequivocal NO.

The GEPF is a defined benefit fund, which means that:

Pension benefits are calculated according to a fixed formula and not according to short term investment returns.
The South African government is the employer and is the guarantor of the investment.
Pension payouts will continue according to the rules of the fund.

Therefore, there are no indications that the pension payouts will be negatively impacted by this court case.

Issues highlighted by this court case

Although the court case will not threaten the sustainability of the fund, it does highlight the absence of pertinent management and governance measures, namely:

The absence of oversight on the investments which are managed by the PIC. This is a responsibility of the GEPF Board of Trustees
The Board’s inability to manage legal aspects and settlement agreements timeously is also troubling. This is an administrative function which has unnecessarily escalated in the interim.
The importance of good management and accountability in the governance and management of public pension funds are crucial.

Conclusions

Although the legal case referred to by Citywire is a serious matter that will likely be dealt with further through the legal process, the financial exposure is relatively small to the overall size of the GEPF.

There is no indication that this case will be a risk to the sustainability of the fund or the payouts of pensions.

While members and pensioners can rest assured that their benefits will remain secure, this oversight cannot go unchallenged.

Actions undertaken by the SAOU

The SAOU addressed a formal letter to the Board of Trustees of the GEPF, with the emphasis on the following key aspects to be placed on record:

The SAOU demands that the Board of Trustees fulfil their fiduciary obligations by ensuring that appropriate control and monitoring measures are implemented to prevent similar situations from occurring.
Members should be informed timeously, rather than learning of such matters through the media.
This type of reporting in the media, causes concern and uncertainty, therefor the SAOU demands that the Board of Trustees do everything in their power to hold the executive authority accountable.

Algemene salaris- en SAOU ledegeldaanpassing 2026 | General salary and SAOU membership fee adjustment 2026

Wed, 25 Mar 2026 14:07:13 GMT

NN 8/2026

ALGEMENE SALARIS- EN SAOU LEDEGELDAANPASSING 2026

Vanaf 1 April 2026 sal die algemene pensioendraende salaris van alle staatsdienswerkers (salarisvlakke 1 tot 12), vir die 2026/2027 finansiële jaar, soos deur SDKBR Kollektiewe Ooreenkoms nr 1 van 2025 aangekondig, met verwysing na paragrawe 3.1.2.1 en 3.2, met ‘n minimum van 4% verhoog word.

Hierdie sluit die 1.5% jaarlikse salarisprogressie uit, vir die wat daarvoor kwalifiseer.

Die Nasionale Uitvoerende Raad van die SAOU, die hoogste gesag tussen die driejaarlikse kongresse, het tydens ‘n vergadering gehou op 19 Maart 2026 goedgekeur dat die SAOU-ledegeld verhoog mag word ooreenkomstig die omvang van die algemene salarisaanpassing. Gevolglik sal die ledegeldverhoging met ingang van 1 April 2026, 4% beloop.

Die ledegeld styg met ingang van 1 April 2026 met R5.06 na R131.51. Die verhoging in 2025 was 5.5% teen R6.59 per maand.

2026/03/25

GENERAL SALARY AND SAOU MEMBERSHIP

 FEE ADJUSTMENT 2026

From 1 April 2026, the general pensionable salary of all public service workers (salary levels 1 to 12), for the 2026/2027 financial year, as announced by PSCBC Collective Agreement No. 1 of 2025 , with reference to paragraphs 3.1.2.1 and 3.2, will increase by a minimum of 4%.

This excludes the 1.5% annual salary progression, for those who qualify for it.

The National Executive Council of the SAOU, the highest authority between the triennial congresses, approved during its meeting held on 19 March 2026 that the SAOU membership fee may be increased in accordance with the extent of the general salary adjustment. Accordingly, the membership fee increase with effect from 1 April 2026 will be 4%.

The membership fee will increase by R5.06 to R131.51 with effect from 1 April 2026. The increase in 2025 was 5.5% at R6.59 per month.

Damesleiers & Hoofdesimposium | Women's Leadership & Principals' Symposium

Fri, 13 Mar 2026 13:24:57 GMT

NN 06/2026

2026/03/13

Damesleierskapseminaar 2026

Dit is weer tyd vir die immergewilde damesleierskap-seminaar!

Datum: 28 - 29 Augustus 2026

Plek: Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registrasie open binnekort

WOMEN'S LEADERSHIP SEMINAR 2026

It's again time for the ever-popular women's leadership seminar!

Date : 28 - 29 August 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Registration opens soon

Hoofdesimposium 2026

Die SAOU Hoofdesimposium 2026 beloof om, weereens, alle verwagtinge te oortref!

Datum : 30 Augustus – 2 September 2026

Plek : Boardwalk Hotel en Konferensiesentrum, Gqeberha

Registrasie open op 18 Maart 2026 - daar is slegs beperkte plekke beskikbaar.

Principals Symposium 2026

The SAOU Principals’ Symposium 2026 promises to, once again, exceed all expectations!

Date : 30 August – 2 September 2026

Venue : Boardwalk Hotel and Conference Centre, Gqeberha

Registration opens on 18 March 2026 - there are only limited places available.

Diensbeëindiging: wat nou? | Termination of service: what now?

Thu, 12 Mar 2026 13:25:17 GMT

NN 05/2026

DIENSBEËINDIGING:

 WAT NOU?

Wyses waarop diens beëindig kan word:

Vir die doeleindes van hierdie nuusbrief word gefokus op diensbeëindiging weens aftrede, bedanking en ontslag.

Watter opsies vir diensbeëindiging is op my van toepassing?

Bedanking en/of ontslag:
Hierdie voordeel geld vir GEPF lede wat bedank of ontslaan word weens wangedrag of 'n siekte of besering wat deur die lid se eie toedoen veroorsaak is. Hierdie lede het twee opsies: óf hulle kan 'n gratifikasie ontvang – 'n eenmalige kontantbedrag waarop hulle onmiddellik belas word, óf hul voordele kan na 'n goedgekeurde aftreefonds oorgedra word. Indien voordele oorgedra word, betaal die GEPF die lid se aktuariële waarde aan die lid se nuwe fonds. Die bedrag wat na 'n goedgekeurde aftreefonds oorgedra word, word eers belas wanneer die lid aftree of wanneer opbrengste vanuit die nuwe fonds onttrek word.
Aftrede:
Die normale aftree-ouderdom sonder penalisasie vir GEPF-lede is sestig (60) jaar. Onderwysers is geregtig om vanaf die ouderdom van vyf en vyftig (55) jaar af te tree, maar moet aftree wanneer hulle die ouderdom van vyf en sestig (65) jaar bereik.
Normale aftrede:
Lede met minder as tien (10) jaar pensioengewende diens ontvang 'n gratifikasie. Dit is 'n eenmalige kontantbedrag wat gelyk is aan hul aktuariële waarde in die Fonds.

Lede met tien (10) of meer jaar pensioengewende diens ontvang 'n gratifikasie en 'n maandelikse pensioenannuïteit.
Vervroegde aftrede:
Onder sekere omstandighede kan lede aftree voor die bereiking van die normale aftree-ouderdom van sestig (60). Weereens bepaal die lid se pensioengewende diensjare die voordele. Lede met tien (10) of meer diensjare ontvang annuïteite en gratifikasies. Hierdie word op dieselfde manier bereken as vir normale aftrede, maar met 'n vermindering van 'n derde van een persent (0,33%) vir elke maand tussen die datums van vroeë aftrede en normale aftrede.
Swak gesondheid en ander vorme van aftrede:
Verbeterde voordele word betaal wanneer lede om mediese redes aftree, wanneer hulle aan diens beseer word, of wanneer hul poste deur organisatoriese herstrukturering afgeskaf word. In hierdie omstandighede ontvang lede beide annuïteite en gratifikasies indien hulle meer as 10 jaar pensioengewende diens het. Vir lede met minder as tien (10) jaar pensioengewende diens, sal die voordeel in ooreenstemming wees met en nie minder as die bedankingsvoordeel nie. Lede met meer as tien (10) jaar diens ontvang ook ’n jaarlikse aanvullende bedrag.

Hoeveel tyd na diensbeëindiging moet ek my pensioendokumentasie indien?

Dit is altyd raadsaam vir lede om ten minste 4 (vier) maande voor uitdienstrede hul dokumentasie by hulle spesifieke Provinsiale Onderwysdepartement in te dien.

Die nodige pensioendokumentasie kan verkry word by die distrikskantoor of die betrokke SAOU provinsiale kantoor kan gekontak word vir bystand.

Hoeveel tyd neem die uitbetaling van my pensioenvoordeel?

Indien alles wat gepaard gaan met die verwerking van die pensioen dokumentasie goed verloop, neem dit min of meer 4 (vier) maande vir die algehele proses om afgehandel te word. Lede moet dus seker maak dat alle dokumentasie korrek en volledig voltooi is, aangesien dit baie langer kan duur indien die GEPF dokumente moet terugverwys na die Provinsiale Onderwysdepartement vir regstellings. Ons stel dus voor dat lede, indien moontlik, hul naaste distrikskantoor of instapsentrum besoek om die dokumentasie vooraf na te gaan voordat dit ingedien word.

Wie kan my bystaan in die berekening van my pensioenvoordeel asook belastingimplikasies?

Die SAOU kan lede bystaan met ‘n berekening wat slegs kan dien as ‘n aanduiding. Aangesien die Vakbond nie ‘n geakkrediteerde finansieringsmaatskappy is nie, doen ons nie belastingberekeninge nie. Lede kan egter ‘n finansiële makelaar hieroor kontak, asook die GEPF-webwerf se “Benefit Calculator” besoek.

Wat gebeur met my ander voordele soos my mediese voordeel asook behuisingsvoordeel?

In die geval van ‘n bedanking en/of ontslag, verbeur lede die volgende byvoordele: verlofkrediet, pro-rata diensbonus, begrafnisvoordele en mediese subsidie. Lede sal dus nie langer aan GEMS kan behoort nie. Met verwysing na behuisingsubsidie: vanaf 1 April 2025 kan lede wat ontslaan is of bedank het ‘n onttrekking vanuit die spaarrekening van die behuisingsubsidie maak.

In die geval van aftrede behou lede hul voordele. Die mediese bystand word ook voortgesit indien die opvoeder hooflid van GEMS was vir ten minste een (1) jaar voor aftrede en ten minste vyftien (15) jaar diens in die Staat (nie noodwendig aaneenlopend) verrig het. In die geval van mediese ontslag moet die lid minstens tien (10) jaar diens gelewer het.

Gaan registrasie by SARO voort?

Wanneer 'n opvoeder besluit om af te tree of die beroep permanent te verlaat, word vereis dat die opvoeder van SARO bedank om vrywillig lidmaatskap/registrasie te beëindig. Dit kan gedoen word deur 'n geskrewe kennisgewing aan SARO te stuur om te bedank of te deregistreer en om verdere fooie te vermy. Die volgende dokumente sal aan SARO gestuur moet word:

Gesertifiseerde afskrif van jou ID;
Gesertifiseerde afskrif van jou SARO-sertifikaat;
Bedankingsbrief.

Die bogenoemde dokumente kan aan ethics@sace.org.za gestuur word.

In die geval van onvrywillige/dissiplinêre beëindiging van diens, kan die Raad 'n opvoeder se naam van die register verwyder vir etiese oortredings of wangedrag.

GEPF se kontakbesonderhede

Tolvrye nommer:
0800 117 669
E-posadres:
enquiries@gepf.co.za
Posadres:
GEPF Private Bag X63, Pretoria, 0001
Webwerf:
https://www.gepf.co.za/contact-us/
GEPF-selfoontoepassing : Laai af en registreer

Die algemene kantoorure is Maandag tot Vrydag: 07:30 – 16:00.

Bovermelde inligting is verkry van die GEPF-webwerf asook die Wet op Indiensneming van Opvoeders, 76 van 1998 soos gewysig.

Indien jy twyfel of vrae het oor die onderwerp, moet asseblief nie huiwer om jou provinsiale SAOU-kantoor of die SAOU Regsafdeling te kontak nie.

2026/03/12

TERMINATION OF SERVICE:

 WHAT NOW?

Ways in which service can be terminated:

For the purposes of this newsletter, the focus will be on termination of service due to retirement, resignation and dismissal.

Which termination options are applicable to me?

Resignation and/or dismissal:
This benefit applies to GEPF members who resign or are dismissed due to misconduct or an illness or injury caused by the member’s own fault. These members have two options: they can either receive a gratuity – a once-off cash sum on which they are immediately taxed, or their benefits can be transferred to an approved retirement fund. If benefits are transferred, the GEPF pays the member’s actuarial value to the member’s new fund. The amount transferred to an approved retirement fund is only taxed when the member retires or proceeds to make withdrawals from the new fund.
Retirement:
The normal retirement age without penalties for GEPF members is sixty (60) years. Educators are entitled to retire from the age of fifty-five (55) years, but must retire on the day the member reaches the age of sixty-five (65) years.
Normal retirement:
Members with less than ten (10) years of pensionable service receive a gratuity. This is a once-off cash amount equal to their actuarial value in the Fund.

Members with ten (10) or more years of pensionable service receive a gratuity and a monthly pension annuity.
Early retirement:
Under certain circumstances members may retire before reaching the normal retirement age of sixty (60). Again, the member’s pensionable service years determine the benefits. Members with ten (10) or more years of service receive annuities and gratuities. These are calculated in the same way as for normal retirement, but with a reduction of one-third of one percent (0.33%) for each month between the dates of early retirement and normal retirement.
Ill-health and other retirement:
Enhanced benefits are paid when members retire for medical reasons, when they are injured while on duty, or when their positions are abolished through organizational restructuring. In these circumstances, members receive both annuities and gratuities if they have more than 10 years of pensionable service. For members with less than ten (10) years of pensionable service, the benefit will be in line with and not less than the resignation benefit. Members with more than ten (10) years of service are also paid an annual supplementary amount.

How long after termination of service do I have to submit my pension documentation?

It is always advisable for members to submit their documentation to the specific Provincial Education department at least 4 (four) months before termination of service.

The necessary documentation can be obtained at the district office or the relevant SAOU provincial offices can be contacted for assistance.

How long does it take for my pension benefit to be paid out?

If everything goes well with the processing of the pension documentation, it takes approximately 4 (four) months for the entire process to be completed. Members should therefore ensure that all documentation is completed correctly and completely, as it may take much longer if the GEPF has to refer documents back to the Provincial Education Department for corrections. We therefore suggest that, if possible, members should approach their nearest district office or walk-in centre to go through the documentation before submission.

Who can assist me in calculating my pension benefit and tax implications?

The SAOU can assist members with a calculation that can only serve as an indication. As the Union is not an accredited financial service provider, we do not do tax calculations. However, members can contact a financial broker or visit the GEPF website Benefit Calculator.

What happens to my other benefits such as my medical benefit and housing benefit?

In the event of a resignation and/or dismissal, members forfeit the following fringe benefits: capped leave, pro rata service bonus, funeral benefits and medical subsidy. Members will therefore no longer be able to remain with GEMS. With reference to housing benefits: As of 1 April 2025, dismissed members or members who have resigned can make a withdrawal from the savings account associated with their housing benefit.

In the event of retirement, members retain their benefits. The medical assistance is also continued if the educator was the main member of GEMS for at least one (1) year before retirement and has rendered at least fifteen (15) years of service in the State (not necessarily continuously). In the event of medical discharge, the member must have rendered at least ten (10) years of service.

Does registration with SACE continue?

When an educator decides to retire or to leave the profession permanently, it is required that the educator resigns from SACE to voluntarily terminate membership/registration. This can be done through sending a written notification to SACE to resign or de-register and to avoid further fees. The following documents will need to be sent to SACE:

Certified copy of your ID;
Certified copy of your SACE certificate; and
Resignation letter.

The abovementioned documents can be sent to ethics@sace.org.za

In the event of involuntary/disciplinary termination of service, the Council may remove an educator’s name from the register for ethical breaches or misconduct.

GEPF’s contact details

Toll-free number:
0800 117 669
Email address:
enquiries@gepf.co.za
Postal address:
GEPF Private Bag X63, Pretoria, 0001
Website:
https://www.gepf.co.za/contact-us/
GEPF mobile app: Download and register

The general office hours are Monday to Friday: 07:30 – 16:00.

The above information was obtained from the GEPF website as well as the Employment of Educators Act, 76 of 1998 as amended.

If you have doubts or questions regarding the matter, please do not hesitate to contact your provincial SAOU office or the SAOU Legal Department.

Aan die werk | At the chalkboard Feb 2026

Mon, 02 Mar 2026 09:27:09 GMT

2026/03/02

Onderwystoekennings | Education Awards

Fri, 27 Feb 2026 12:25:04 GMT

NN 04/2026

Onderwystoekennings

Jy verskyn elke dag in die klaskamer met moed, passie en `n unieke “patroon“ van uitnemendheid wat lewens verander. Nou is tyd dat jou uitnemende bydrae raakgesien en erken word.

Ons is opgewonde om die oproep vir inskrywings vir die SAOU se Nasionale Kongres Onderwys-toekennings amptelik te open. Dit is nie net 'n toekenning nie; dit is 'n viering van die vurige toewyding wat julle aan Suid-Afrikaanse onderwys bring.

Ons gee nie net trofeë weg nie. Om jou klaskamerinnovasie aan te wakker en jou harde werk te beloon, sal wenners in ons kategorieë die volgende ontvang:

R10 000 KONTANTPRYS

Plus, nasionale erkenning by ons gesogte Kongresgala.

2026/02/27

TEACHING AWARDS

Every day in the classroom, you show up with courage, passion, and a unique "pattern" of excellence that changes lives. Now, it’s time to step out of the shadows and let that brilliance be recognised!

We are thrilled to officially open the call for entries for the SAOU’s National Congress Teacher Awards. This isn’t just an award; it’s a celebration of the fierce dedication you bring to South African education.

We aren’t just giving away trophies. To help fuel your classroom innovation and reward your hard work, winners in our categories will receive:

R10 000 CASH PRIZE

Plus, national recognition at our prestigious Congress Gala.

VIND JOU KATEGORIE

Met 11 uiteenlopende kategorieë om van te kies, is daar 'n plek vir elke soort uitnemendheid. Of jy nou 'n digitale pionier, 'n gemeenskapsheld of 'n skool is wat deur voorbeeld lei, ons wil jou strepe sien.

1. Uitnemendheid in Ondersteuningsdienste

Terapeute, sielkundiges, maatskaplike werkers, verpleegpersoneel of ander

2. Uitnemendheid in Administratiewe Werk

Skoolgebaseerde lede

3. Uitnemendheid: Kantoorgebaseerde Dienste

Lede by departementele-, distriks- en streekskantore

4. Uitnemendheid in Klaskamerpraktyk:

LSOB-skole

5. Uitnemendheid in Klaskamerpraktyk :

Grondslagfase (Gr R – 3)

6. Uitnemendheid in Klaskamerpraktyk :

Intermediêre Fase (Gr 4 - 6)

7. Uitnemendheid in Klaskamerpraktyk:

Senior Fase (Gr 7 – 9)

8. Uitnemendheid in Klaskamerpraktyk:

VOO-Fase (Gr 10 – 12)

9. Uitnemendheid in Onderwysleierskap:

LSOB-skole (Enige lid van die skool se bestuurspan mag inskryf)

10. Uitnemendheid in Onderwysleierskap:

Primêre skole (Enige lid van die skool se bestuurspan mag inskryf)

11. Uitnemendheid in Onderwysleierskap :

Sekondêre skole (Enige lid van die skool se bestuurspan mag inskryf)

HOE OM IN TE SKRYF:

Om in te skryf is eenvoudig, maar die impak is enorm. Moenie jou harde werk ongemerk laat verbygaan nie – of 'n kollega se briljantheid 'n geheim laat bly nie.

1 . Kies jou kategorie: Kies die een wat die beste by jou "strepe" pas.

2. Vertel jou storie: Dien 'n aanbieding in van jou prestasies oor die afgelope jaar.

3. Dien in en staan 'n kans om te wen: Stuur jou inskrywing via ons portaal teen 21 April 2026

Bepalings en voorwaardes geld.

FIND YOUR CATEGORY

With 11 diverse categories to choose from, there is a place for every kind of excellence. Whether you are a digital pioneer, a community hero, or a school that leads by example, we want to see your stripes.

1. Excellence in Support Services

Therapists, psychologists, social workers, nursing staff or others

2. Excellence in Administrative Work

School-based members

3. Excellence: Office-based Services

Members at departmental, district and regional offices

4. Excellence in Classroom Practice:

LSEN schools

5. Excellence in Classroom Practice:

Foundation Phase (Gr R–3)

6. Excellence in Classroom Practice:

Intermediate Phase (Gr 4–6)

7. Excellence in Classroom Practice:

Senior Phase (Gr 7 – 9)

8. Excellence in Classroom Practice:

FET Phase (Gr 10 – 12)

9. Excellence in Educational Leadership:

LSEN schools (Any member of the school’s management team may enter)

10. Excellence in Educational Leadership:

Primary Schools (Any member of the school’s management team may enter)

11. Excellence in Educational Leadership :

Secondary Schools (Any member of th e school’s management team may enter)

HOW TO ENTER:

Entering is simple, but the impact is significant. Don't let your hard work go unnoticed—or let a colleague's brilliance stay a secret.

1. Select Your Category: Choose the one that best fits your "stripes."

2. Tell Your Story: Submit a presentation of your achievements over the past year.

3. Submit & stand a chance to win: Send your entry via our portal by 21 April 2026 .

Terms and conditions apply.

Verskeie Vorme van Arbeidsaksie | Various Forms of Labour Action

Thu, 12 Feb 2026 08:37:09 GMT

NN 03/2026

VERSKEIE VORME VAN ARBEIDSAKSIE

Die SAOU het berig dat daar gesamentlike arbeidsaksie deur die verskillende vakbonde oorweeg word. Dit is belangrik dat SAOU-lede ingelig is oor wat die verskillende vorme van arbeidsaksie kan aanneem.

Die Arbeidswet maak daarvoor voorsiening dat werknemers hulle arbeid kan weerhou, as daar sake is waarvoor daar nie ‘n gemeenskaplike oplossing gevind kan word nie.

Die mees algemene vorm van arbeidsaksie is ‘n staking. Dit is die weiering van die werknemer om enige werk te verrig, om werk stadiger te doen of om obstruktief op te tree sodat geen werk verrig kan word nie.

Stakings vind plaas wanneer daar ‘n dispuut ontstaan tussen die werkgewer en werknemer oor die werksomstandighede van die werknemer: dit kan wees oor vergoeding, werksure, verbetering van werksomstandighede of gemeenskaplike belang.

Die proses vir enige van hierdie aksies is dat ‘n dispuut in die werkplek na die CCMA of die Onderhandelingskamer (RAVO) verwys moet word. As daar nie ‘n oplossing gevind kan word nie, word daar ‘n Sertifikaat van Uitkomste uitgereik wat dit dan ‘n wettige staking maak, waartydens werknemers beskerm word. ( Labour Relations Act 66 of 1995 (LRA).

‘n BESKERMDE STAKING het die volgende implikasies:

Werknemers mag nie ontslaan word wanneer hulle aan die staking deelneem nie.
As jy egter tydens die staking skade aan die eiendom van die werkgewer aanrig, skade aan ‘n ander persoon of aan die eiendom van ‘n ander persoon aanrig, kan jy ontslaan word
Jy kan vir operasionele redes afgelê word, as gevolg van die staking
As jy ‘n kriminele oortreding tydens die staking uitvoer, mag jy gearresteer en vervolg word
Die reël: “No work – no pay” is van pas. Maar bydraes aan pensioen en mediese fonds kan nie gestaak word vir die periode van ‘n staking nie.

Daar word tussen 4 soorte stakings onderskei:

‘n Primêre staking (werknemers hou op om ‘n diens te lewer, omdat hulle ‘n direkte materiële belang by ‘n spesifieke dispuut het)
‘n Sekondêre staking (dit word ook ‘n simpatie staking genoem, omdat werknemers tot aksie toetree in ondersteuning van ‘n ander groep werkers wat teen hulle werknemer optree, alhoewel hulle nie by die primêre dispuut betrokke is nie)
Politiese / Sosio-ekonomiese staking (werknemers staak dienslewering vir politiese of sosio-ekonomiese redes wat aan die werksomstandighede gekoppel kan word). ‘n Voorbeeld hiervan sou wees as daar enige aksie teen ‘n entiteit soos GEMS geneem word.

Die werkgewer het die opsie om ‘n uitsluiting ( lock out) in te stel. Dit is die weiering van die werkgewer om werknemers toegang tot die werkplek te bied. Dit beteken dat die werknemers nie hulle dienste kan aanbied nie en kan daarom ook nie betaal word nie.

Metodes vir staking is die volgende:

Openbare byeenkomste
'n Openbare byeenkoms is die saamtrek van ŉ groep persone wat vir ŉ gesamentlike doel byeenkom. Die doel hiervan is om uitdrukking aan politiese of sosio-ekonomiese kwessies te gee.

Dit mag ŉ opmars insluit, dit sal gewoonlik die oorhandiging van ŉ memorandum insluit. Plakkate met die uitroepe van die persone wat geraak word, sal gebruik word.

Dit word deur wetgewing gereguleer en lede word steeds in hierdie proses beskerm.

Wegbly-aksies (stay-away) werknemers daag net nie vir werk op nie. In onderwys beteken dit dat onderwysers wat deur die Staat aangestel is, nie by die skool opdaag nie. Die negatiewe aspek hiervan is dat onderwysers wat deur die Beheerliggaam aangestel is, moontlik steeds moet opdaag – in so ‘n geval sou ‘n simpatie-staking uitgeroep kon word.

Demonstrasie of optogte (picketing) – dit is ‘n demonstrasie waar die werknemers aandui wat die redes vir hierdie optog is deur die gebruik van plakkate en slagspreuke.

Sloerstaking (go slow) – dit is ‘n vorm van arbeidsaksie waar werknemers steeds by die werk opdaag, maar alles net stadiger doen om op so ‘n wyse die werkgewer te frustreer:
In onderwys is daar ook aksies soos “chalk-down” – die implikasie is dat jy in jou klas is, agter jou lessenaar sit en net nie onderrig nie, die toesig en dissipline in jou klas is steeds jou verantwoordelikheid.
Stilsit –“sit-in” of “sit-down” dit is ‘n staking waar onderwysers in die personeelkamer sit, jy is nie verantwoordelik vir die sorg van leerders soos wat jy in jou klaskamer sou hê nie, jy is by die skool, maar jy lewer glad nie ‘n diens nie.

Work-to-rule : in hierdie vorm van staking doen jy net wat jou kontrak vereis dat jy doen, en niks ekstra nie. Dit beteken in onderwys dat jy steeds skool hou, maar dat jy byvoorbeeld nie in die namiddag, naweke of vakansies opleiding bywoon nie, jy woon nie departementele vergaderings by nie en sloer om die werkgewer te frustreer.

WAT STAAN MY TE DOEN?

Lede van ander unies by my skool staak, maar ek wil voortgaan met my werk?
In hierdie geval is dit nodig dat jy steeds by die skool aanmeld en seker maak dat jy die daaglikse bywoningsregister teken. Meld dit ook by jou Provinsiale Sekretaris aan. Verseker dat jy die perseel nie sonder toestemming verlaat nie.
Daar is ‘n staking by my skool, ek kan nie toegang tot die perseel verkry nie, of ek word geïntimideer om nie te werk nie
In hierdie geval is dit nodig om so gou moontlik by jou naaste Distrikskantoor of Polisiestasie aan te meld. Daar sal ‘n bywoningsregister wees wat jy kan onderteken. Daar sal moontlik van jou verwag word om vir die duur van die skooldag by die kantore aanwesig te wees.

In ‘n geval waar jy in jou persoon bedreig of geïntimideer voel, sou dit sinvol wees om dit by die polisie aan te meld. In die geval van skade aan jou of aan jou besittings sal dit goed wees om dit ook aan te meld.

Na afloop van die staking is dit nodig om jou betaalstrokies deeglik na te gaan om seker te maak dat daar nie bedrae van jou salaris afgetrek is nie. Skakel met jou Provinsiale Sekretaris.
Ouers het die skool gesluit en ek kan nie toegang tot die skool kry nie
Dit is ‘n vorm van uitsluiting (lock-out). In hierdie geval het jy die intensie om jou dienste aan te bied, maar word daarvan verhinder. Meld by die naaste Distrikskantoor of Polisiestasie aan.
As Beheerliggaam aanstellings wil ons in simpatie saam met die staatsdiens onderwysers staak
Die werkgewer van Beheerliggaamslede is die SBL en daar moet die nodige reëlings getref word, sodat dit nie as ‘n onwettige staking gesien word nie. Skakel met jou Provinsiale Sekretaris.

Die SAOU fokus daarop om jou regte te beskerm en dit sluit ‘n veilige en billike werksomgewing in. Stakings is die laaste uitweg nadat alle ander moontlikhede ondersoek is en daar nie ‘n bevredigende oplossing gevind kan word nie.

2026/02/12

VARIOUS FORMS OF LABOUR ACTION

The SAOU recently reported that joint labour action is being considered by the various unions. It is important that SAOU members are well informed on the various forms of labour action.

Labour law provides employees the opportunity to withhold their labour, if there are issues which cannot be amicably resolved.

The most common form of labour action is a strike. This implies that the employee refuse to perform any work, to work slower or to act obstructively so that no work can be performed.

Strikes take place when a dispute develops between the employer and employee, over the working conditions of the employee: this can include disputes on compensation, working hours, improvement of working conditions of common cause.

The process of any of these actions is that a dispute is referred to the CCMA or the Bargaining Chamber (ELRC). If no solution can be reached, a Certificate of Outcome is issued, which allows for a protected strike, which protects the rights of employees. Labour Relations Act 66 of 1995 (LRA).

A PROTECTED STRIKE has the following implications:

Employees may not be dismissed when they participate in the strike.
Should you participate in the strike and any damage is done to the property of the employer, any damage to another person or the property of another person, you could be dismissed
You could be dismissed based on operational reasons
If you commit any criminal act during the strike, you may be arrested and prosecuted
The rule: “No work – no pay” will be applied. But contributions to the pension fund and medical aid scheme cannot be withheld for the duration of the strike.

Four types of strikes can be distinguished:

A Primary strike (employers no longer provide a service, because they have a direct material concern with a specific dispute)
A secondary strike (this is also known as a sympathy strike , because employees partake in action in support of a group of workers who are taking action against their employer, although they are not directly involved in the primary dispute)
Political / Socio-economic strike (employees stop service delivery for political or socio-economic reasons, which are linked to the working conditions) An example of this type of strike would be if any action were to be taken against an entity like GEMS.

The employer could institute the option of a lock out. This refers to the employer who withholds the access of the employees to the workplace. This implies that the employee cannot offer their services, and therefore cannot be paid.

Methods of strikes are the following:

Public Gatherings
A Public Gathering is the assembly of a group of people who are assembling for a common purpose. The goal thereof is to express issues of either political or socio-economic nature.

It can take the form of a march, it will normally end with the handing over of a memorandum. Posters with slogans will often be used.

It is regulated by legislation and members are protected during the public gathering.

Stay-aways – employees do not show up for work. In education it implies that educators appointed by the State, do not show up at school. The negative aspect is that teachers appointed by the Governing Body, will still have to teach, unless a sympathy strike is implemented.
Demonstrations or picketing – this is a demonstration where the employees indicate the reasons for the strike through posters and slogans.

Go slow – this is a form of labour action where employees still show up to work, but all work is done at a very slow pace as to frustrate the employer:
In education, this could include actions such as “chalk down” which means that while you are in your class, you sit behind your desk, but you do not teach, but acts of supervision and discipline in your class is still your responsibility.
Sit in or sit down – this implies that all teachers stay in the staff room, and educators accept no responsibility for the care of learners in the classroom; you are at school, but you deliver no service.

Work-to-rule : in this form of strike you only do what your contract requires, but no extra activities. This implies that you teach, but no extramural activities are performed in the afternoon, over weekends or holidays, you do not attend any departmental meetings and perform a slow strike to frustrate the employer

WHAT SHOULD YOU DO?

Members of another union at my school strike, but I want to continue with my work?
In this instance it is necessary that you still report to your school and ensure that you sign the daily attendance register. Also report to your Provincial Secretary. Ensure that you do not leave the premises without permission.
There is a strike at my school, I cannot access the premises or I am being intimidated or threatened not to work
In this instance it is necessary to report as soon as possible to your nearest District Office or Police station. There should be an attendance register which you can sign. It could be expected of you to stay for the duration of the school day at these offices.

In the case where you feel threatened or intimidated, it would be advisable to report to your nearest police station. In the case where your personal possessions are damaged, this should also be reported.

After the completion of the strike it is necessary to review your pay slips thoroughly to ensure that your salary was not deducted due to the strike. Contact your Provincial Secretary.
Parents have locked the school and I cannot enter the premises
This is a form of lock-out. In this case you have clearly indicated the intention to offer your services, but you are being prohibited. Report to the closest District Office or Police Station.
As Governing Body employees, we would like to strike in support of our government appointed colleagues
The employer of Governing Body employees is the School Governing Body and the necessary arrangements must be made with the SGB, so that this will not be seen as an unprotected strike. Contact your Provincial Secretary for the necessary information.

The SAOU focuses on the protection of your rights which includes a safe and fair working environment. Strikes are the last resort, after all other possibilities were considered and no satisfactory solution could be reached

What is the SAOU planning for the next 5 years? | Wat beplan die SAOU vir die volgende 5 jaar?

Thu, 05 Feb 2026 12:58:43 GMT

NN 02/2026

WHAT IS THE SAOU PLANNING
FOR THE NEXT 5 YEARS?

Dear SAOU Members

In 2026, a new three-year term for our elected leadership commenced. Accordingly, renewed attention is being given to the strategic positioning of the SAOU for the next three to five years. Over the past thirty years, the SAOU has had a significant influence on the education landscape in South Africa and remains committed to ensuring that we will continue to add value to our members and the broader education community in the years ahead.

The SAOU Standing Committee has approved a research project aimed at the strategic positioning of our union. This project will be conducted by an independent consultant, Blue Horizon. The project will commence in February 2026 and is expected to be completed by 31 May 2026. The intention is to present the research findings at the triennial congress to be held on 24–25 June 2026.

The research will be twofold in nature. Firstly, a quantitative analysis will be conducted in which a sample of 700 members will be requested to complete a questionnaire. Secondly, a qualitative analysis will take place through focus group discussions involving a sample of 80 members.

The purpose of the research project is to ensure that the SAOU continues to meet the future needs of its members in a rapidly changing world, while also ensuring that the SAOU remains relevant as a trade union within the education sector and continues to be an active role player.

Should you, as a member, be approached to participate in the research project, whether by completing the questionnaire or by taking part in focus group discussions, it is of the utmost importance that you participate fully and with commitment. We rely on your cooperation in this regard.

2026/02/05

WAT BEPLAN DIE SAOU
VIR DIE VOLGENDE 5 JAAR?

Geagte SAOU-lede

In 2026 het ‘n nuwe driejaartermyn vir ons verskose leierskap ‘n aanvang geneem. Hiermee word daar dan opnuut aandag gegee aan die strategiese posisionering van die SAOU vir die volgende drie tot vyf jaar. Die SAOU het in die afgelope dertig jaar ‘n beduidende invloed op die onderwyslandskap in Suid-Afrika gehad en is daartoe verbind om te verseker dat ons ook in die nabye toekoms van waarde vir ons lede en die breë onderwysgemeenskap sal wees.

Die SAOU Dagbestuur het ‘n navorsingsprojek goedgekeur, vir die strategiese posisionering van ons vakbond, wat deur ‘n onafhanklike konsultant, Blue Horizon, uitgevoer word. Die projek skop in Februarie 2026 af wat teen 31 Mei 2026 afgehandel sal wees. Die beplanning is om die bevindinge van die navorsing tydens die driejaarlikse kongres op 24 -25 Junie 2026 bekend te maak.

Die aard van die navorsing is tweeledig. Eerstens ‘n kwantatiewe analise waar ‘n steekproef van 700 lede ‘n vraelys sal voltooi. Tweedens sal ‘n kwalitatiewe analise plaasvind waar fokusgroep besprekings met ‘n steekproef van 80 lede sal plaasvind.

Die doel van die navorsingsprojek is om seker te maak dat die SAOU steeds in ons lede se toekomstige behoeftes kan voorsien in ‘n snel veranderende wêreld, maar dat ons ook as die SAOU steeds relevant as vakbond binne die onderwyssektor, ‘n aktiewe rolspeler sal bly.

Indien u as lid genader word om aan die navorsingsprojek deel te neem, hetsy deur die vraelys of deur die fokusgroep besprekings, is dit van uiterste belang dat u met oorgawe aan die proses sal deelneem. Ons maak staat op u samewerking in hierdie verband.

Aan die werk | At the chalkboard Jan 2026

Wed, 04 Feb 2026 13:19:56 GMT

2026/02/04

Aanpassing van GEMS mediese toelaes | Adjustment of GEMS medical subsidy

Tue, 03 Feb 2026 07:45:23 GMT

NN 01/2026

AANPASSING VAN DIE MEDIESE TOELAES VIR WERKNEMERS OP DIE STAATSDIENS MEDIESE SKEMA (GEMS)

Die SAOU is aktief betrokke in hoë vlak besprekings rondom die huidige situasie met GEMS. ‘n Gesamentlike vergadering van die prinsipale (bestaande uit Cosatu, FEDUSA en SAPU) is op 29 Januarie 2026 gehou. Daar is ooreengekom dat ‘n gesamentlike aksieplan teen die huidige verhogings van GEMS geïmplementeer sal word. Die doel is nie net om die huidige verhogings aan te spreek nie, maar ook om groter aanspreeklikheid vir die toekoms te verseker.

Ons veg vir jou regte!

GEMS het in Januarie 2026 aangekondig dat die 9.8% verhoging slegs toegepas sal word vir Januarie 2026, en sal in Februarie 2026 verlaag word na 9.5%.

Die Minister van Openbare Diens en Administrasie het aangekondig dat die toelaag vir werknemers wat lede van die GEMS mediese skema is, sal aangepas word.

Aanpassing van die toelaag vir die periode 1 Januarie 2026 tot 31 Maart 2026 sal 4.5% vir die periode wees ( Omsendskrywe 54 van 2025 ).
Die aanpassing van die toelaag van Januarie 2026 kon nie vir Januarie 2026 geïmplementeer word nie, maar sal wel vanaf 1 Februarie 2026 op die salaris strokie gereflekteer word, terugwerkend tot Januarie 2026 ( Omsendskrywe dd 19/12/2025 ).
Vanaf 1 April 2026 tot 31 Maart 2027 sal ŉ addisionele 0.5% aan toelaes bygevoeg word.

Konsultasie met GEMS word steeds in die PSCBC gevoer. Die SAOU sal sy lede op hoogte van die proses hou.

2026/02/03

Adjustment of medical subsidy for Employees on the Government Employees Medical Scheme (GEMS)

The SAOU is actively involved in high level discussions on the current GEMS situation. A joint meeting of labour union principals (consisting of Cosatu, FEDUSA and SAPU) on the 29 ^th of January. It was agreed that a joint plan of action will be implemented against the increases of GEMS. The aim is to address the current increases, but also to ensure that there is greater accountability in the coming years.

We fight for your rights!

GEMS announced in January 2026 that the 9.8% increase is only applicable for January, and will be lowered to 9.5% from February 2026.

The Minister for Public Service and Administration announced that the subsidy for employees who are members of the GEMS medical scheme would subsequently be adjusted.

Subsidy adjustment for the period 1 January 2026 to 31 March 2026 will be 4.5% for the period ( Circular 54 of 2025 ).
The subsidy adjustment for January 2026 could not be implemented for January and it will only be implemented from 1 February 2026 (it will accordingly reflect in the February 2026 salary advise backdated to January 2026) ( Circular dd 19/12/2025 ).
From 1 April 2026 to 31 March 2027 an additional 0.5% will be implemented.

Consultation with GEMS in the Public Service Co-ordinating Bargaining Council (PSCBC) is ongoing. The SAOU will keep its members updated on the process.

Afsluitingsboodskap | Closing message

Tue, 09 Dec 2025 14:44:11 GMT

NN 31/2025

2025/12/09

Klik hier om na die video te kyk

2025 was ’n veeleisende jaar – een gevul met uitdagings en soms onverwagte situasies wat vinnig en doelgerig hanteer moes word. Tog staan die SAOU op ’n stewige fondament, gebou op ’n trotse geskiedenis van veerkragtigheid: die vermoë om, ongeag die aard van die uitdaging, met kundigheid, integriteit en styl op te tree – en dit suksesvol.

In hierdie videoboodskap beklemtoon dr Louis Swanepoel dat u, as SAOU-lid , ’n betekenisvolle rol in dié sukses gespeel het. Deur u betrokkenheid, vertroue en ondersteuning het u aktief bygedra tot die SAOU se volgehoue relevansie en impak binne die onderwyslandskap.

Dankie dat u deel is van die SAOU se krag, volgehoue groei en toekoms.

Click here to watch the video

2025 was a demanding and dynamic year, marked by challenges and, at times, unexpected issues that had to be addressed with care and resolve. The SAOU draws on a proud history of capacity – the capacity to respond to matters of any nature with expertise, integrity and professionalism and to do so successfully.

In this video message dr Louis Swanepoel highlights the vital role you, as a SAOU member , have played in that success. Through your continued support, involvement and trust, you have made a meaningful contribution to the organisation’s strength, impact and ongoing relevance within the education sector.

Thank you for being part of the SAOU’s strength, sustained growth and future

Aan die Werk 2025 | At the chalkboard 2025

Mon, 08 Dec 2025 14:03:55 GMT

WAT'S NUUT VIR 2026 | WHAT'S NEW FOR 2026

Thu, 04 Dec 2025 13:16:20 GMT

SAOU NN 31/2025

SAOU KOMMUNIKASIE KRY 'N OPGRADERING

'N PLATFORM EKSKLUSIEF VIR ONS LEDE

Die SAOU se nuwe selfoontoep is hier en dit word voortaan die primêre kommunikasieplatform vir lid-eksklusiewe inhoud . Die toep bied aan SAOU-lede vinniger, eenvoudiger en meer gerieflike toegang tot nuus, opdaterings en SAOU-inligting – alles op één sentrale plek op jou selfoon.

Hierdie nuwe platform verseker dat lede inligting direk en op ’n wyse ontvang wat hul daaglikse werk ondersteun. Dit is moderne kommunikasie wat aanpas, meer toeganklik is en saam met ons ledegemeenskap ontwikkel.

WhatsApp sal steeds gebruik word vir kort, tydsensitiewe kennisgewings en provinsie- spesifieke kommunikasie.

Registrasieproses

Ons toep word aangebied deur die d6 Communicator-platform en lede sal oor die volgende paar weke “onboard” word. Sodra jou besonderhede op die stelsel gelaai is, ontvang jy ’n e-posuitnodiging van noreply@d6.co.za met ’n skakel om die SAOU-toep af te laai.

Indien jy reeds die d6 Communicator-toep gebruik, volg asseblief hierdie stappe:

Navigeer na ‘Manage Communities’
Gebruik die soekfunksie en tik ‘SAOU’ in
Kies SAOU — jy sal outomaties toegang kry tot jou provinsiale groep

Indien jy hulp benodig, stuur ’n e-pos aan saouapp@saou.co.za .

Belangrik: Jy sal slegs kan registreer met die selfoonnommer en/of e-posadres wat jy oorspronklik aan die SAOU voorsien het toe jy aangesluit het. Indien hierdie besonderhede intussen verander het, moet dit eers opdateer word voordat jy op die toep kan registreer:

www.saou.co.za/change-membership-detail

Hou jou e-pos dop vir die amptelike uitnodiging.

Waarom dit belangrik is

Die SAOU is daartoe verbind om ons kommunikasie met lede te verbeter deur vinniger, meer toeganklike en beter georganiseerde kommunikasie moontlik te maak. Ons sien uit daarna om jou op hierdie nuwe platform te verwelkom.

Let wel: Die SAOU-toep is reeds aktief maar sal eers vanaf Januarie 2026 vir kommunikasie gebruik word. Volledige toegang vir lede sal begin sodra elke provinsie gelaai is, met die amptelike bekendstelling wat in Januarie 2026 plaasvind.

Hieronder is ’n voorbeeld van hoe die uitnodiging lyk sodat jy dit maklik kan herken wanneer dit jou e-pos bereik:

Ons sien daarna uit om jou op die eksklusiewe platform te verwelkom.

’n Nuwe era van SAOU-kommunikasie begin nou en jy is deel daarvan.

SAOU COMMUNICATION IS GETTING AN UPGRADE

A PLATFORM EXCLUSIVELY FOR MEMBERS

The SAOU’s new mobile app has arrived and it will soon become the primary communication platform for member-exclusive content . The app offers SAOU members faster, simpler and more convenient access to news, updates and SAOU information – all in one central place on your phone.

This new platform ensures that members receive information directly and in a way that supports their day-to-day work. It is modern communication that adapts, improves accessibility and evolves alongside our member community.

WhatsApp will continue to be used for short, time-sensitive updates and province-specific communication.

Registration process

Our app is hosted by the d6 Communicator and you will be onboarded within the next few weeks. Once your details have been loaded onto the system, you will receive an email invitation from noreply@d6.co.za with a link to download the SAOU app.

If you are already using the d6 Communicator app, follow these steps:

Navigate to ‘Manage Communities’
Use the search function to look for ‘SAOU’
Select SAOU — you will automatically gain access to your provincial group

If you need assistance, email saouapp@saou.co.za .

Important: You will only be able to register using the cell phone number and/or email address you originally provided when you joined the SAOU. If these details have changed, they must be updated before you can register on the app: www.saou.co.za/change-membership-detail

Keep an eye on your email for the official invitation.

Why this matters

The SAOU remains committed to improving how we communicate with our members by offering faster, more accessible and better-organised communication. We look forward to welcoming you to this new platform.

Note: The SAOU app is already active, but will only be used for communication from January 2026 . Full access for members will begin as each province is onboarded, followed by the official launch in January 2026 .

Below is an example of what the invitation email will look like, so you can easily recognise it when it arrives in your inbox:

We look forward to welcoming you to this new, exclusive platform.

A new era of SAOU communication starts now, and you are part of it.

SAOU sê NEE vir VAP | SAOU says NO to ERP

Thu, 20 Nov 2025 12:44:32 GMT

NN 30/2025

VERVROEGDE AFTREDE PROGRAM

DIE ONDERWYS HET

 JOU NODIG!

Dink voordat jy die onderwys verlaat. Uitbranding aan die einde van die jaar is 'n realiteit, maar moenie toelaat dat dit jou besluit om uit die onderwys af te tree, oorheers nie.

Jy voeg baie waarde toe tot onderwys in Suid-Afrika deur die kennis en vaardighede wat jy bied.

Die SAOU as vakbond is daartoe verbind om altyd in die beste belang van ons lede op te tree, daarom steun die SAOU nie hierdie program nie.

As jy oorweeg om aan die Vroeë Aftrede Program (VAP) deel te neem, is dit belangrik om die volgende te oorweeg:

1. Hoekom steun die SAOU nie die VAP nie?

Die langtermyn skade wat hierdie program aan lede sal aanrig, 'n inisiatief wat bewys is dat daar slegs ‘n eenmalige voordeel is, kan die SAOU nie toelaat dat ons lede verarm word nie.

2. Wat is die finansiële realiteite van die program?

Met hierdie program kan daar tot 40% belasting op die bedrag gehef word wat uitbetaal word.
U pensioenfonds (GEPF) het in 2025 met slegs 2.9% verhoog , baie minder as wat die normale verhoging op ‘n onderwyser se salaris is.
Hierteenoor groei jou salaris met ten minste 4% oor die volgende twee jaar , jy verwerf steeds jou jaarlikse QMS van 1,5% , jou GEMS-toelaag groei met MPI + 0.5% en die behuisingsubsidie sal ook weer in die komende jaar aangepas word. Hierdie verhogings is meer as wat die addisionele toelaag van die VAP sal wees.

3. Wat is die ander realiteite van die program?

As jy van die VAP-program gebruik maak, sal jy nie weer in diens geneem kan word nie, beide in permanente of tydelike kapasiteit nie.
As jy daarna deur die Beheerliggaam aangestel word, word belasting bereken op die pensioen wat jy maandeliks ontvang, saam met die BL-bedrag wat ontvang word. Die belasting implikasie is ontsaglik negatief.
As ‘n mens op 55 aftree moet jou salaris hou tot en met afsterwe. Die gemiddelde lewensverwagting in Suid-Afrika is 75 jaar. Sal jou pensioen kan hou vir die volgende 20 jaar?

4. Hoekom is hierdie program begin?

Die enigste rede vir hierdie program was om die huidige druk op die Staatsdiens se betaalstaat te verlig, ten koste van jou.
Dit is goedkoper om jonger, onervare persone in u posisie aan te stel.
Verskeie navorsers het bevind dat hierdie model nie volhoubaar is nie, maar vir nou is dit vir die Staat ‘n werkbare oplossing, TEN KOSTE van u finansiële sekerheid.

5. Waarom wil onderwysers aansoek doen vir hierdie program?

Die meerderheid van oproepe toon dat lede uitbranding ervaar.

In hierdie geval nooi ons graag SAOU-lede uit om gebruik te maak van die SAOU Help! – hierdie gratis diens is beskikbaar om jou te ondersteun met aspekte soos emosionele uitbranding, stres en ander uitdagings.

Die onderwysstelsel kan nie bekostig om jou nou te verloor nie!

2025/11/20

EARLY RETIREMENT PROGRAMME

EDUCATION

 NEEDS YOU!

Think before you leave teaching. Burnout at the end of the year is a reality, but don't let it dominate your decision to retire from teaching.

You add a lot of value to education in South Africa through the knowledge and skills you offer.

The SAOU as a trade union is committed to always acting in the best interests of our members, therefore the SAOU does not support this program.

If you are considering participating in the Early Retirement Program (ERP), it is important to consider the following:

1. Does the SAOU support this programme?

The long-term damage that this program will cause to members, an initiative that has been proven to have only a once-off benefit, the SAOU cannot allow our members to be impoverished.

2. What are the financial realities of the programme?

With this programme, up to 40% tax can be charged on the amount paid out.
Your pension fund (GEPF) only grew with 2.9% in 2025, significantly less than the expected increases of educator salaries.
Your salary on the other hand will increase with at least 4% over the next two years , you will still receive your annual QMS of 1.5% , your GEMS subsidy increases with MPI + 0.5% and the housing subsidy will also be amended in the coming year. These increases will exceed the additional allowance paid in the ERP.

3. What are the other realities of the programme

If you accept the ERP programme, you will not be re-appointed in education, not in a permanent or temporary capacity.
Should you be appointed by the Governing Body, the payment contribution will be considered with the pension contribution. The salary implication will be immensely negative.
If you retire at 55, your salary will have to last until your demise. The average life expectancy in South Africa is 75 years of age. Will your pension last for the next 20 years?

4. Why was this programme started?

The only reason for this programme was to alleviate the current pressure on Public Service payroll, at your expense.
It is more cost effective to appoint younger, less experienced educators in your position.
Several researchers have found that this model is not sustainable, but at the moment this is a workable solution for the Public Service, at the EXPENSE of your financial security.

5. Why would educators want to apply for this programme?

The majority of calls indicate that members are experiencing burnout.

In this case, we would like to invite SAOU members to make use of the SAOU Help! – this free service is available to support you with aspects such as emotional burnout, stress and other challenges.

The education system cannot afford to lose you now!

Arbeidsaangleenthede | Labour Matters

Tue, 18 Nov 2025 08:54:00 GMT

NN 29/2025

ARBEIDS-

 AANGELEENTHEDE

Vervroegde Aftrede Program (VAP)

Die SAOU het reeds hieroor pro-aktief opgetree en baie van u vrae is in ‘n Zoom aanbieding van 6 November 2025 aangespreek.

Kyk gerus weer:

Die Departement van Basiese Onderwys in die vorige week aangekondig dat alle provinsies opleiding ontvang het en gereed is om die Vervroegde Aftrede Program te implementeer.

Hiermee saam is die aankondiging gemaak dat die datum vir finale indiening van aansoeke 30 November 2025 is.

Die Departement van Basiese Onderwys het ook die uitsluitsel kriteria (‘n uitsluitsel beteken ‘n persoon wie se aansoek nie oorweeg sal word nie) bekendgestel, en dit sluit in:

Opvoeders wat die STEM-vakke aanbied (Wiskunde, Wetenskap, Tegnologie en Ingenieurswese vakke);
Opvoeders wat Kodering en Robotika aanbied;
Opvoeders wat Afrikaans as vak aanbied, maar ook opvoeders by skole waarvan die Taal van Onderrig en Leer Afrikaans is;
Opvoeders wat die Kunsvakke aanbied;
Opvoeders wat in die Grondslagfase skool hou; en
Skoolgebaseerde terapeute, sielkundiges of beraders.

Lede wat dus van hierdie geleentheid gebruik wil maak en wat nie in een van die bogenoemde kategorieë val nie, word versoek om dokumente te voltooi en na distrikskantore deur te stuur of om dit in persoon in te handig voor of op 30 November 2025 .

Hierdie program is van toepassing op werknemers tussen die ouderdom van 55 tot 59 (sonder penalisasie) .

Die VAP-aansporing (vir kandidate wat vir hierdie program kwalifiseer) word soos volg uiteengesit:

Twee (2) weke van basiese salaris per jaar vir die eerste twintig (20) jaar pensioendraende diens; en
Een (1) week se finansiële aansporing vir elke voltooide jaar van pensioendraende diens daarna.

Die Normale Aftree-aansporing (vir werknemers tussen die ouderdomme van 60 tot 63 ) wat kwalifiseer, word soos volg uiteengesit:

Twee (2) weke van basiese salaris per jaar vir die eerste tien (10) jaar pensioendraende diens; en.
Een (1) week se finansiële aansporing vir elke voltooide jaar van pensioendraende diens daarna.

Werknemers wat MINDER as tien (10) jaar van pensioendraende diens het, sal nie oorweeg word nie.

‘ n Voltooide aansoekvorm sal nie noodwendig goedkeuring verseker nie en eers nadat die Provinsiale Onderwysdepartement ‘n brief aan die werknemer gestuur het om die aansoek goed te keur, sal die drie maande kennisgewingperiode ‘n aanvang neem (verwys na Bylaag E).

Klik op die VAP-dokumente knoppie hieronder om die volgende dokumente af te laai:

2025/11/18

LABOUR MATTERS

Early Retirement Programme (ERP)

The SAOU has already been proactive about this and many of your questions have been answered in a Zoom presentation from November 6, 2025.
To view it again:

The Department of Basic Education announced in the previous week that all provinces have been trained on the implementation of the Early Retirement Programme.

It was also announced that the final date of submission of applications will be 30 November 2025.

The Department of Basic Education also announced the criteria of exclusions (an exclusion refers to a category of person whose application will not be considered) this includes:

Educators who offer the STEM subjects (Mathematics, Sciences, Technology and Engineering subjects);
Educators who offer Coding and Robotics;
Educators who offer Afrikaans as subject, but also educators at schools where the Language of Learning and Teaching is Afrikaans;
Educators who offer Art subjects;
Educators who teach in the Foundation Phase; and
School based therapists, psychologists or counsellors

Members who would like to make use of the opportunity and who are not included in the exclusion list, are requested to complete the relevant documentation and to submit it to the district offices before or on 30 November 2025 .

This programme is applicable to employees aged 55 to 59 (without penalisation) .

The ERP incentive (for candidates who qualify in this programme) is explained as follows:

Two (2) weeks of basic salary per year for the first twenty (20) years of pensionable service;
One (1) week financial incentive for each completed year of pensionable service thereafter.

The Normal Retirement Incentive (for employees aged 60 to 63 , who qualify) is explained as follows:

Two (2) weeks of basic salary per year for the first ten (10) years of pensionable service;
One (1) week financial incentive for each completed year of pensionable service thereafter

Employees with FEWER than ten (10) years of pensionable service are not eligible.

A completed application form does not ensure approval, and only after the Provincial Education Department has sent a letter to inform employees that the application has been approved, the three months’ notice period will start (refer to Annexure E).

Click on the ERP Documents button below to download the following documents:

Staatsdiens Mediese Fonds-verhoging (GEMS)

In 2024 is die GEMS mediese fonds lede bydrae met ‘n ondenkbare bedrag verhoog. Die SAOU saam met ander unies, het baie sterk daarteen te velde getrek en aangedui dat verhogings sonder konsultasie nie weer in 2025 geduld sal word nie.

GEMS het in 2025 ‘n dag voor die verhogings die unies in kennis gestel dat daar weer ‘n verhoging van 9.8% geïmplementeer sal word.

Die SAOU, saam met ander unies, het ‘n amptelike beswaar teen die benadering van GEMS deur die PSCBC ingedien.

Die SAOU kan nie hierdie 9.8% verhoging ondersteun nie! Hierdie verhoging is meer as dubbel wat as die huidige VPI aangedui word.

GEMS voer (soos in 2024) die volgende redes aan vir hierdie ekstreme verhoging:

Die verhoogde koste van eisgeskiedenis;
Sekere korrupte aktiwiteite deur lede om verhoogde eise in te dien; en
Die verpligte reserwekoers van 25% moet gehandhaaf word.

DIE SIENING VAN DIE SAOU:

In 2024 is die standpunt reeds geformuleer dat dit in die belang van lede is dat staatsdiensamptenare hulle eie mediese fonds behoort te kies.
Dat lede gelyke subsidie moet ontvang vir die keuse van hulle eie mediese fonds.
Dat GEMS staatsdienswerkers “gyselaar” hou omdat daar geen alternatiewe keuse as GEMS is nie.
Die SAOU het groter verantwoordbaarheid van die GEMS Raad vereis en dit getoon deur verskillende aksies om die verkiesing van Raadslede te ondersteun.
Die SAOU kan nie die rede van verhoogde eise ondersteun nie.

Die SAOU beskou hierdie nie as die einde van die geveg nie, maar net die begin, en dring op die volgende aan:

Duidelike en deursigtige kommunikasie deur GEMS voordat verhogings geïmplementeer word;
Bekostigbare produkte vir lede en verbetering van lede voordele; en
Dat unies nie net “ingelig” kan word van verhogings nie, maar dat duidelike konsultasie betyds sal plaasvind.

Government Employees Medical Scheme increase (GEMS)

In 2024 the GEMS medical aid member contributions were increased by an unrealistic amount. The SAOU, in collaboration with other unions, reacted strongly against the increase and indicated that increases without consultation would not be tolerated in 2025.

In 2025 GEMS informed unions a day before the increases were announced that a 9.8% increase would be implemented.

The SAOU, along with other unions, submitted a formal objection to the procedure of GEMS through the PSCBC.

The SAOU cannot support this increase of 9.8%. This increase is more than double the amount currently indicated as the CPI.

As in 2024 GEMS cited the following reasons for the extreme increase:

The increased costs arising from the claim’s history;
Certain corrupt activities by members in the submission of inflated claims; and
That the 25% reserve ratio must be maintained.

THE PERSPECTIVE OF THE SAOU:

In 2024 the perspective was formulated that it is in the best interest of members that public service employees should be able to choose their own medical aid.
That members should be able to receive an equal subsidy for the medical aid of choice.
That GEMS is currently holding public service employees “hostage” as they have no other alternative than GEMS.
The SAOU requested more accountability by the GEMS Council and showed their commitment by supporting the election of GEMS Council members.
The SAOU cannot support the reasons for the increase in member contributions.

The SAOU regards this not as the end of the confrontation, but as the beginning and is insisting on:

Clear and transparent communication by GEMS before they are implemented;
Cost-effective products for members and improvement of their member benefits; and
That labour cannot only be “informed” of increases but that clear consultation be concluded timeously.

Onduidelike en ongemagtigde aftrekkings

Tydens ‘n vergadering van die RAVO is daar kennis geneem dat lede regoor die land, opgemerk het dat daar aftrekkings op betaalstrokies is wat nie deur hulle goedgekeur is nie. Dit is baie belangrik dat lede hulle maandelikse betaalstrokie goed moet bestudeer en verseker dat alle aftrekkings goedgekeur is.

Toegelate aftrekkings:

GEMS;
GEPF (pensioen);
Belasting;
ELRC (RAVO);
Die Unie van jou keuse (as die SAOU nie duidelik aangedui is nie, kontak u provinsiale kantoor);
PSCBC;
SARO (SACE);
Versekering (deur jouself goedgekeur); en
Goedgekeurde huislenings.

Unclear and unauthorised

deductions

During a meeting of the ELRC it was noted that members nationwide are noticing deductions on their payslips which they did not authorise. Some members have reported double deductions for existing institutions. It is of utmost importance that members scrutinise their monthly payslip and ensure that all deductions are authorised.

Permissible deductions:

GEMS;
GEPF (pension);
Tax;
ELRC;
Union of choice (If SAOU is not indicated, contact your provincial office);
PSCBC;
SACE;
Insurance policies (approved by yourself); en
Approved home loans.

SAOU Aan die werk Okt | At the chalkboard Oct 2025

Mon, 03 Nov 2025 08:52:37 GMT

2025 Verkiesing van Presidente-in-Raad | Election of Presidents in Council

Wed, 29 Oct 2025 11:29:21 GMT

NN 28/2025

2025 VERKIESING VAN PRESIDENTE-IN-RAAD

2025 ELECTION OF PRESIDENTS IN COUNCIl

Die Nasionale Uitvoerende Raad (NUR) het op 29 Oktober 2025 gekonstitueer vir die volgende termyn van drie jaar. Tydens dié geleentheid het die NUR onder andere aandag verleen aan die verkiesing van die Presidente-in-Raad.

Dit is aangenaam om aan te kondig dat die volgende SAOU-lede as nasionale ampsdraers verkies is:

President: Dr Louis Swanepoel
Adjunk-President: Mnr Sas du Plessis
Vise-President: Me Anne-Marie Klink

Die verkiesingsproses het plaasgevind onder die toesighouding van onafhanklike ouditeure. Dié ouditeure het na afloop van die verkiesing formeel verklaar dat die verkiesingsprosesse vanaf kringvlak na provinsiale vlak na nasionale vlak vry en regverdig, asook in ooreenstemming met die SAOU Grondwet was.

Hierdie uitgepresteerde SAOU-lede het hulle leierskap reeds in die verlede bewys en die NUR het sy volle vertroue weer in hulle wysheid en leierskap bevestig.

‘n Opregte woord van gelukwensing en sterkte word hulle toegewens met die eise en uitdagings wat in die volgende drie jaar te wagte kan wees.

The National Executive Council (NEC) constituted on 29 October 2025 for the next three-year term. During this meeting, attention was also given to the election of the Presidents in Council.

We take pleasure to announce that the following SAOU members were elected as national office bearers:

President: Dr Louis Swanepoel
Deputy President: Mr Sas du Plessis
Vice President: Ms Anne-Marie Klink

The election process was supervised by independent auditors. The auditors formally declared after completion of the elections that the election processes from circuit level to provincial level to national level were free and fair, as well as in compliance with the SAOU Constitution.

These respected SAOU members have proven their leadership in the past and the NEC reconfirmed its full confidence in their wisdom and leadership.

They are sincerely congratulated and the wish is expressed that they will be able to deal with the various demands and challenges that will be posed during the next three years.

Nuutverkose Voorsitters en Ondervoorsitters | Newly elected Chairpersons and Deputy Chairpersons

Mon, 27 Oct 2025 14:44:51 GMT

NN 02/2025

SAOU VERKIESING
Nuutverkose Voorsitters en Ondervoorsitters

SAOU ELECTION
Newly elected Chairpersons and

 Deputy Chairpersons

Dit is aangenaam om aan te kondig dat die volgende SAOU-lede onderskeidelik verkies is as Voorsitter en Ondervoorsitter van die nege provinsies tydens die pas afgelope konstitueringsvergaderings van die onderskeie Provinsiale Uitvoerende Rade wat tussen 14 en 27 Oktober 2025 plaasgevind het. Die SAOU-webblad sal binnekort dienooreenkomstig opgedateer word.

Dit is belangrik om ook kennis te neem dat die Nasionale Dagbestuur (NDB) saamgestel word uit die President, die nege provinsiale Voorsitters en die Uitvoerende Beampte.

Die Nasionale Uitvoerende Raad (NUR) word saamgestel uit die President, Adjunkpresident, Vise-President, Voorsitters, Ondervoorsitters, Uitvoerende Beampte en die nege Provinsiale Sekretarisse.

Die NUR, die hoogste gesag tussen die 3-jaarlikse kongresse, vergader op 29 Oktober 2025 waartydens die President, Adjunkpresident en Vise-President verkies sal word.

We are pleased to announce that the following SAOU members have been elected as the Chairperson and Deputy Chairperson of the nine provinces during the recent constituting meetings of the respective Provincial Executive Councils that took place between 14 and 27 October 2025. The SAOU webpage will soon be updated accordingly.

It is important to note that the National Standing Committee (NSC) comprises the President, the nine provincial Chairpersons and the Executive Officer.

The National Executive Council (NEC) comprises the President, Deputy President, Vice President, the Chairpersons, Deputy chairpersons, Executive Officer and the nine Provincial Secretaries.

The NEC, the highest authority between the triennial congresses will meet on 29 October 2025 to elect the President, Deputy President and Vice President.

Gauteng

VOORSITTER | CHAIRPERSON

Adele van der Merwe, Adele - Hoërskool Drie Riviere