As a leading recruitment agency in Gauteng specialising in financial services, marketing, sales and technology roles, Decusatio Human Capital Solutions works closely with SMEs to help them attract the right talent while implementing practical, outsourced HR solutions for small businesses. By staying embedded in the local market, we monitor labour trends, regulatory shifts and workforce dynamics that directly affect how Gauteng businesses build and manage their teams.
As 2025 draws to a close, many Gauteng-based business owners are reflecting on the year’s pressures while planning for 2026. From navigating ongoing skills shortages to implementing cost-effective HR solutions, understanding the human capital trends shaping SMEs in South Africa is becoming a leadership imperative. Below, we highlight the key workforce and HR themes emerging from our data and market observations.
Human Capital Trends Emerging from Digital Search Data
Each month, we analyse insights from our digital channels, including Google Search Console, to identify HR and recruitment topics gaining traction among South African SMEs.
Over the past 30 days, the following human capital-related search terms have shown increased activity:
- “TES employees”, “TES registration”, “Temporary Employment Service”
- “Benefits of workforce planning”
- “Delinquent directors”
The sustained interest in Temporary Employment Services (TES) reflects growing concern around Employment Equity (EE) legislation, particularly for businesses approaching the 50-employee threshold. Many SMEs are reassessing workforce structures to remain compliant while maintaining operational flexibility.
At the same time, heightened searches around workforce planning signal a broader shift. As legal challenges and regulatory uncertainty persist, companies are being forced to think more deliberately about future organisational design, headcount planning and succession.
Search interest in delinquent directors has also accelerated in the second half of the year. As we noted in September, increased accountability, particularly in the public sector, is filtering into the private sector, reinforcing the importance of governance, compliance and director conduct.
Fair Pay and Pay Gaps: A Growing Human Capital Risk in 2026
Remuneration and pay transparency are set to become one of the most significant human capital challenges in 2026, driven by two key legislative developments.
Proposed amendments to the Companies Act will require organisations to disclose the pay gap between the lowest-paid employees and top executives. For many businesses, this introduces not only governance considerations but also reputational and communication risks, particularly as shareholder activism in South Africa continues to grow.
Here is a useful overview of these proposed changes by Moneyweb.
Alongside this, the proposed Fair Pay Bill, tabled by BOSA, would extend remuneration disclosure requirements to a wider group of businesses. While listed and public entities may be accustomed to this level of transparency, many private companies argue that their ownership structures warrant different treatment.
An insightful analysis of the Fair Pay debate is available on EBnet.
In both cases, internal and external communication strategies will need to adapt, as remuneration transparency increasingly intersects with employee engagement, investor relations and public perception.
Executive Perks, Non-Executives and Fringe Benefits Under Scrutiny
One of the most widely discussed human capital and governance stories in recent weeks has involved the Bidvest Group and a trip for key staff and non-executive directors to the Olympic Games.
Following shareholder pressure, directors were asked to repay more than R1 million in costs. While the company cited its role as a sponsor, the situation raised broader questions around non-executive director independence, executive perks and appropriate governance boundaries.
There are also important tax considerations. With SARS tightening its approach to fringe benefit tax, both employers and recipients should seek informed tax advice to ensure compliance and avoid unintended exposure.
Off-Duty Social Media and Employee Conduct
As the festive season approaches, employers are once again reminded that employee behaviour outside of working hours can still carry workplace consequences. Increased social media activity during December and January often blurs the line between private conduct and professional responsibility.
As labour law experts continue to caution, what feels “off-duty” is not always legally private. Clear social media policies and employee awareness remain essential components of modern HR management.
Jonathan Goldberg provides a timely warning on this issue.
Preparing for Recruitment and Human Capital Challenges in 2026
For SMEs in Gauteng, building resilient teams and implementing effective HR processes is no longer optional. It is central to growth, compliance and long-term sustainability.
Decusatio Human Capital Solutions provides specialised recruitment services in Gauteng alongside outsourced HR solutions for small businesses, supporting clients across financial services, marketing, sales and technology. Our technology-driven recruitment platform gives access to a database of over 150,000 pre-screened candidates, enabling faster, more informed hiring decisions.
If your business is preparing for growth in 2026 and needs support navigating recruitment, workforce planning or HR compliance, we invite you to connect with our team to explore solutions tailored to your needs.