A major restructuring is underway in the labour landscape of South Africa’s food service industry. A proposed amalgamated bargaining council aims to consolidate collective bargaining for fast food, restaurant, catering, and related trades across the country. The Department of Employment and Labour has issued a notice regarding the application to register the National Bargaining Council for the Restaurant, Catering and Allied Trades. If approved, this new council could significantly influence working conditions and employment standards across South Africa’s hospitality sector.

Who Falls Within the Council’s Scope?

The proposed council would cover a diverse group of establishments, including:

Fast food chains and independent outlets
Full-service restaurants and bistros
Catering providers (commercial, contract, industrial, and events-based)
Coffee shops, tearooms, pubs, snack bars, taverns, and roadhouses
Convenience stores and facilities supplying meals, beverages, or edibles

It’s important to note that casinos, hotels, and club-run catering facilities are specifically excluded from the proposed council’s reach.

National Coverage and Representativity

The council’s jurisdiction is set to extend across all nine provinces of South Africa, including Gauteng, Western Cape, KwaZulu-Natal, and others. Representation would include approximately 19,654 employees through trade unions and 4,190 employers via employer organisations. Altogether, the council is intended to cover over 123,000 employees and 8,400 employers operating in the targeted sectors.

Procedure for Objection and Submissions

Stakeholders who wish to object to the registration of the proposed council must do so in writing within 30 days from 22 July 2025. Objections may be raised on the basis of:

Non-compliance with Section 29 of the Labour Relations Act;
Inappropriateness of the proposed sector or geographic area; and/or
Lack of sufficient representation in the proposed coverage area

Objections can be submitted by post or email to the Department of Employment and Labour, with contact details provided in the official notice. Importantly, a copy must also be served on the applicant, and proof of service must be submitted to the Department. After the objection deadline, the applicant will have 14 days to respond to any objections and must likewise prove that responses have been sent to the objectors.

What This Means for Employers and Employees

The creation of a unified bargaining council could pave the way for nationally standardised employment conditions, including minimum wages, working hours, and grievance procedures. Employers should assess how participation in such a structure might affect their current practices and obligations. Likewise, employees may benefit from enhanced collective bargaining power, clearer dispute resolution channels, and more predictable working conditions. Now is a crucial time for stakeholders in the restaurant, fast food, and catering sectors to engage with the process, understand its potential impact, and submit any feedback or objections within the stipulated timeframe.

The official government communication can be viewed here – https://www.gov.za/sites/default/files/gcis_document/202507/53036gen6445.pdf

We encourage employers, IR/HR professionals, and legal practitioners to engage with these developments and share their insights.