Consulting Solutions
We offer a wide range of consulting solutions; from the development of appropriate total reward strategies to job evaluation and remuneration and benefits analysis and benchmarking.
We combine the strengths of our skilled in-house and associate consultants, helping our clients to align their reward strategies and practices with changing market needs, through a comprehensive database of remuneration, benefits, and incentive insights, trends, and practices.
We combine the strengths of our skilled in-house and associate consultants, helping our clients to align their reward strategies and practices with changing market needs, through a comprehensive database of remuneration, benefits, and incentive insights, trends, and practices.
- Utilising the Remchannel® remuneration benchmarking survey data, we provide market benchmarking for multinationals investing in South Africa, and local companies with less than 50 employees; market positioning analysis; annual salary reviews; and pay scale development.
- Job evaluation support using REMeasure®, with supporting workshops
- Job profiling support using REMprofile®, with supporting workshops
- Reward philosophy and strategy design
- Executive and senior management reward consulting and incentive design
- Remuneration governance, advice, and reporting
This document provides an overview of the implications of the now effective S30A and 30B of the Companies Amendment Act (effective 22 May 2026) and their impact on remuneration governance in South Africa. It is intended to support clients in understanding the regulatory shift, associated risks, and emerging requirements for appropriate action.
S30A and 30B of the Companies Amendment Act
Remchannel Consulting Solutions
Take a closer look at the solutions on offer.
- Are roles and responsibilities clear and documented?
- Can they be used as a basis for employment cycle process
- What is in a job grade?
- Will the pay of a job automatically increase when it is evaluated and will the grade increase when the job is re-evaluated?
- Logical, fair and equitable structure for pay and benefits
- External benchmarking
- Simplified pay review process
- Skills priced in market
- How do you know what to pay for a specific position?
- What source do you use to make an offer to a candidate?
- Internal equity is just as important as external equity.
- Which market to benchmark against?
- Are there different rates of pay for different geographical areas?
- Are you comparing jobs of similar nature and complexity (like with like)?
- Should employees doing the same work be paid the same
- How can we differentiate between good and excellent performers?
- Should we compare to the market midpoint or the 75th percentile?
- How do we manage pay within the challenging economic climate and stay competitive?
- Affordability vs increases in the market
- What does your organisation offer that makes it different from other organisations?
- Is your employee value proposition aligned with what your employees want?
- Do you have a defined reward strategy to support your long-term business strategy?
- Are your pay scales designed based on market best practice?
- How do you manage anomalies in your pay scales?
- Detailed analytics, incl. fair and responsible pay analysis
- Legal and governance aspects of reward
- Performance condition selection and target-setting
- Remuneration reporting and Stakeholder engagement
We assist with reward strategy and the design of incentives as well as holistic consulting on all aspects of reward including:
