# AllWage > Modern labour management software for South African businesses > https://www.allwage.com This is a compact public-content export for AI agents and search assistants. It focuses on important AllWage pages and evergreen guides rather than every archive item. ## Core Pages ### Home URL: https://www.allwage.com/ AllWage is a South African workforce management platform designed to centralize operations for field-based industries like construction, agriculture, and manufacturing. The system replaces manual administrative processes with a digital ecosystem that integrates facial recognition and WhatsApp-based clocking, document compliance management, and automated payroll processing including PAYE and UIF submissions. By providing real-time visibility into labour costs and attendance, AllWage helps businesses eliminate "ghost workers," ensure legislative compliance, and significantly reduce payroll processing time. Time & attendance and payroll for South African teams. RFID, biometric, facial and WhatsApp clocking flow straight into an accurate, payroll-ready pay run. One Live Workforce System From Chaos to Total Control. Businesses with teams in the field are trapped by a broken mix of paper and spreadsheets. Replace that chaos with a single, complete platform that gives you the freedom to scale. Request a demo Every way to clock Clock in on WhatsApp WhatsApp clock-in Live site visibility Every site, live One employee record The full picture Confident payroll Ready without rework Solutions for the Waged Workforce Built for the Work You Do. We go deep on construction, agriculture and manufacturing - but AllWage works for any South African business with a waged workforce of 25 or more. Don't see your industry? Tell us - if your teams clock in, we can help. Not seeing your industry? Construction Manage BIBC reporting, site attendance, and project costing. See Construction Solutions Agriculture Handle seasonal workers, piece rates, and complex pay rules. See Agriculture Solutions Manufacturing Track shifts, production bonuses, and factory floor attendance. See Manufacturing Solutions Establish Foundational Control. It all starts with the truth. Our ecosystem creates a single, reliable record of who is on-site, what they're doing, and whether their documents are compliant. This is your foundation for a profitable, audit-proof business. Flexible Clocking For Any Site Stop chasing paper timesheets. Employees clock in via rugged Biometric Devices , RFID wristbands. our facial clocking app, or a simple WhatsApp message on their own phone. You get a live, verifiable dashboard of your entire team—eliminating the "big schlep" and the risk of ghost workers. View All Options Streamline Team Communication with WhatsApp Connect your entire team on the app they already use every day. Employees can clock in, view their upcoming shift schedules and request leave —drastically reducing admin queries and ending pay disputes before they start. Explore Our WhatsApp Integration Your Central HR Hub Our digital hub links time data directly to each employee's profile. Securely store and manage every contract, safety certificate, and medical record in one place. Get automated expiry alerts before a critical document lapses, ensuring your site is always compliant. Learn More Run a Fast & Accurate Payroll. Once you have foundational control of your time data, the next step is to eliminate the financial risks and headaches of manual work. Our ecosystem takes your verified hours and automates the entire financial workflow—from payslip calculation to final SARS submission—in a fraction of the time. We automatically and accurately handle all South African labour law requirements, including PAYE, UIF, SDL, and complex overtime tiers. Complete Confidence View Integrated Payroll Filing & Reporting. Stop the filing stress. Our single platform gives you the 100% verifiable data you need to flexibly build and export all your reports—from EMP201s, UIF and IRP5's to custom industry data. Save Hours On Manual Work See More Reporting Features Streamlined Efficiency for Every Role Making Work Easier for Everyone in Your Business. Our solution is tailored to solve the unique problems of each role within your organisation, enhancing efficiency and job satisfaction across the board. Start Saving Time Today Owners Get a real-time, consolidated view of labour costs across all your sites. Proactively manage your biggest expense, eliminate financial leaks, and focus on strategic growth instead of putting out fires. Managers Know exactly who is working and on what task with live dashboards. Eliminate the back-and-forth with admins and make immediate operational decisions based on accurate, real-time data. Payroll Admins Cut up to 90% of your payroll processing time. Stop chasing paper and correcting manual errors. Automate wage calculations, compliance reporting, and statutory filings so you can focus on high-value tasks. Employees Get paid correctly and on time, every time. Verifiable clocking and transparent payslips delivered via WhatsApp build trust and ensure every worker is fairly compensated for every hour worked. See how AllWage works in practice. Explore customer-reported outcomes and a clearly labelled example of how connected workforce data can support payroll and labour costing. View all case studies FAQs Have any questions? We're here to help! Find answers to common questions about our products and services. If you don't see what you're looking for, feel free to reach out to us directly. What industries is the platform best suited for? We're built for any South African business with a waged, field-based workforce. We have a deep specialisation in Construction, helping companies manage compliance, multi-site labour costs, and safety documentation. What are the next steps? Fill in the form to book an online demo with our team. We'll guide you through the setup process, confirm your requirements, and provide the necessary hardware. Our experts will ensure a smooth transition, allowing you to start optimising your operations immediately. Do I have to buy special hardware? No. Our WhatsApp clocking works with any employee's smartphone at no extra hardware cost. For sites requiring more robust solutions, we offer a range of hardware including rugged mobile devices for foremen, and fixed or mobile biometric scanners for access control. These can be purchased once-off or managed through a monthly device fee. Which clocking methods can we use? Whatever suits each site - RFID wristbands, fixed or mobile biometric readers, a facial-recognition app, or clocking straight from WhatsApp. You can mix methods across different sites and teams, and every clock-in feeds one verified attendance record. How much faster is payroll with AllWage? Verified hours flow straight from clocking into the pay run, so what used to take hours of manual capture takes minutes. PAYE, UIF, SDL and overtime are calculated for you and payslips are generated automatically - you go from clock-in to a payroll-ready run without re-capturing anything. What happens if a site loses internet or power? Clocking keeps working. Our rugged RFID and biometric devices store clock records offline and sync automatically once the connection returns, so you never lose an hour. ### Solutions URL: https://www.allwage.com/solutions Stop the administrative drag. We provide solutions to cut unproductive labour costs, master payroll workflows, automate admin, and connect your workforce WHAT'S HOLDING YOU BACK? A Solution for Every Operational Bottleneck. We help you solve the biggest challenges in managing a waged workforce. Select a solution below to see exactly how it works. Cut Unproductive Labour Costs Stop labour leaks and turn your time data into profit. Start Saving Connect Your Team Run complex, accurate payroll in minutes, not days. Start Connecting Automate Your Admin & Operations Eliminate paper, spreadsheets, and manual data entry. Start Automating Master Payroll & Reporting Learn How Seamless Transition Let's Solve Your Biggest Problem, Together. Book a personalised demo, and we'll show you exactly how our platform can automate your admin, streamline your payroll, and transform your operations. SEE IT IN ACTION ### About us URL: https://www.allwage.com/about-us AllWage is a South African technology company founded by Luke Kroon, Johan Ferreira, and Cilliers Geldenhuys dedicated to simplifying workforce management for labour-intensive industries. The company combines local expertise with a cloud-based platform to deliver accurate time tracking, payroll automation, and compliance solutions, driven by core values of simplicity, accuracy, and innovation. We're here to simplify your work life. Our all-in-one system handles clocking, activity tracking, and payroll effortlessly. Built for tough South African industries, we help you save time, cut costs, and run a smoother operation. Join us and see how easy managing your workforce can be. Changing The Clocking & Payroll Game. At AllWage, we're here to simplify your work life. Our all-in-one system handles clocking, activity tracking, and payroll effortlessly. Built for tough South African industries, we help you save time, cut costs, and run a smoother operation. Join us and see how easy managing your workforce can be. Our Story How We Started. In the heart of South Africa, our company began with three founders – two computer engineers and an industrial engineer – who created a custom system for the mining industry. A local farmer saw its potential, leading to an adapted solution for agriculture. As neighbouring farms saw its efficiency, demand grew, and AllWage was born. Today, we serve various labour-intensive industries, continually evolving to improve labour management. Mission Our mission is to simplify labour management for South Africa's industries. We provide easy-to-use, accurate tools that help businesses track work hours, streamline payroll, and boost productivity. Our goal is to make managing labour efficient and stress-free. Vision Our vision is to be the leading solution for South Africa's labour-intensive industries. We aim to ensure every team member benefits from our system, eliminating wasted time and making labour management seamless and efficient for all. Built for South Africans by South Africans, we strive to continuously innovate and provide dedicated support to our clients. Core values What We Believe In. At AllWage, our core values reflect not just our commitment to providing exceptional solutions but also how each team member is aligned with these principles. These values guide our actions and decision-making, ensuring we stay true to our mission and vision. Simplicity We believe in making things simple and easy to use. Our tools are designed to streamline labour management, making it accessible and stress-free for everyone involved. Accuracy Precision is at the heart of what we do. We ensure our solutions provide accurate tracking and reporting, giving businesses reliable data to manage their operations effectively. Innovation We are dedicated to continuous improvement. By embracing innovation, we keep our solutions cutting-edge, ensuring our clients benefit from the latest advancements in technology and efficiency. Support Our commitment to our clients goes beyond providing tools. We offer dedicated support to help businesses make the most of our solutions, ensuring their success and satisfaction. Our Clients See who is using AllWage. Our Expert Team Meet the AllWage Team. AllWage is built and supported by a local team that understands South African labour operations. Product, payroll, implementation, sales, and support work closely together so customers get practical answers from people who know the detail. Join the team Luke Kroon Luke leads product development and financial discipline, keeping AllWage focused on reliable tools that solve real operating problems. Johan Ferreira Johan works across product, growth, and operations, helping shape AllWage around customer pain and practical execution. Cilliers Geldenhuys Cilliers brings operational focus to the platform and support model, making sure customer workflows are understood and improved. Niki Pretorius Niki works closely with customers to keep their setup running smoothly and their operational questions moving to resolution. Erné Ankiewicz Erné helps communicate AllWage clearly to businesses that need practical labour management, payroll, and clocking support. Nicole Joubert Nicole keeps financial and administrative work organised, supporting the operational detail customers depend on. Catharina van der Mescht Catharina helps prospective customers understand where AllWage fits their current payroll, clocking, and workforce challenges. Daurayne van Wyk Daurayne brings payroll experience and a practical support approach to help customers keep wage runs accurate. Marnus Venter Marnus designs clear product experiences for complex labour workflows, from daily clocking to payroll review. Johnnie Pieterse Johnnie works with potential customers to understand their operating environment and connect them with the right next step. Christelle Swanepoel Christelle supports payroll accuracy and customer confidence across the details that make wage processing work. Vian du Plessis Vian builds frontend experiences that keep AllWage fast, usable, and clear for busy operational teams. Aniel van Deventer Aniel helps customers implement time and attendance workflows so teams can move from setup to daily use with confidence. Ilané du Plessis Ilané helps new customers get set up and running on AllWage, turning their clocking and payroll requirements into a working configuration. Juan Kotze Juan develops and improves the AllWage platform, shipping features that keep labour management simple and dependable. Wilmar van Stade Wilmar works with prospective customers to understand their operations and connect them with the right AllWage solution. Annelie Maré Annelie supports AllWage customers, helping keep their day-to-day clocking and payroll running smoothly. ### Support URL: https://www.allwage.com/support AllWage offers a comprehensive support ecosystem for its workforce management platform, featuring a centralized digital help portal, extensive knowledge base documentation, and direct access to certified payroll specialists. The support structure assists South African businesses with technical implementation, complex legislative compliance queries, and ongoing system training through multi-channel communication including email, web chat, and telephonic assistance. Expert guidance every step of the way, from seamless onboarding to ongoing assistance. Our dedicated specialists ensure your success. Experience Unmatched Support. Expert Support Across Every Stage. AllWage provides expert support from onboarding to daily operations. Our specialists ensure smooth transitions, accurate payroll processing, and optimised time management, so you always have help when you need it. Seamless Onboarding Switching to a new system can be daunting, but with AllWage, it’s effortless. Our onboarding consultants handle everything from accurate data migration to setup, ensuring you’re fully operational in no time. We work side-by-side with your team, guaranteeing a smooth and fast transition that minimises disruption to your business. Payroll Expertise on Demand Managing payroll doesn’t have to be stressful. Our certified payroll consultants help you streamline payroll processing and ensure compliance with local regulations. Whether you’re facing complex pay structures, overtime calculations, or variable wages, our experts are here to assist, making payroll management a hassle-free experience. Time & Attendance Experts Optimise your workforce management with the help of our Time & Attendance specialists. We help you maximise productivity by offering hands-on guidance for tracking labour hours accurately. Our experts ensure that every scan and record is reflected in real-time, allowing you to manage employee shifts, attendance, and activities with ease. The Benefits Why Our Support Stands Out. AllWage offers continuous access to expert resources, 24/7 help documentation, and industry-specific advice. Our tailored training and support keep your payroll and time tracking efficient and compliant as your business grows. 24/7 Access to Comprehensive Help Resources You’re never alone. Our extensive online help documentation is available 24/7 and continuously updated, giving you instant access to answers and troubleshooting tips at any time. Say goodbye to complicated manual systems—our platform is designed to be intuitive, and our resources help you get the most out of it, whenever you need it. Ongoing Tailored Training & Tutorials Our commitment doesn’t end after onboarding. We provide continuous, tailored training through video tutorials, one-on-one coaching, and webinars that cover advanced features and best practices. With AllWage, your team always stays informed, mastering the platform with ease. Plus, our system is built to be user-friendly, eliminating the need for manual system health checks. Industry-Specific Expertise for Your Business Our system was built by South Africans for South African businesses, especially those in labour-intensive sectors like agriculture, construction, and manufacturing. Our team offers specialised support tailored to your industry’s unique challenges. From complex pay structures to multi-location management, we provide insights and solutions that save you time and ensure operational accuracy. Genuine Support from Real People While our technology enables quick, effective solutions, we know there are times when only a real person will do. Our team is dedicated to providing support that’s responsive, thoughtful, and tailored to your needs. From sales to support and product development, AllWage is powered by people who genuinely care about your success, ensuring you feel valued and supported at every step. ## Solutions ### Payroll URL: https://www.allwage.com/feature/payroll AllWage payroll is built for waged and hourly teams and wired straight to your Time & Attendance. Verified clock-in data flows into the pay run automatically, with PAYE, UIF and SDL calculated for you, bank payment files generated, and payslips delivered on WhatsApp. Payroll built for waged and hourly workers and wired to your Time & Attendance. Verified hours flow straight into the pay run - PAYE, UIF and SDL calculated, payslips on WhatsApp. The Payroll Engine Built for Waged Teams. Turn verified clock-in data into an accurate pay run for your hourly and waged workers - overtime and allowances handled, with no re-capture. Request a Demo It Starts With Your Verified Hours. Payroll built on the clock data you already trust - no Excel transfers, no re-typing, no month-end scramble. Verified Hours Auto-Fill the Pay Run Your Time & Attendance hours drop straight into the pay run - normal time, overtime, allowances and short time - with nothing re-captured between systems. Built for Waged & Hourly Teams Hourly rates, variable hours, overtime and allowances are calculated automatically - the waged-workforce pay that salaried-first tools handle badly. Run It With Confidence. From setup to finalise, the controls that keep every pay run accurate and accountable. A Pay Run for Every Team Casual and permanent staff rarely share a cycle, so run as many pay runs as you need - each with its own structure and schedule, weekly, fortnightly or monthly. Health Checks Before You Finalise The system flags errors and warnings to resolve before a run is locked, so mistakes never make it onto a payslip. Complete Audit Log A transparent history of every change to clocks, employee data and pay runs - who made it, and when. Payslips & Self-Service. Accurate payslips, delivered straight to your team - and the everyday admin handled in the same place. Adaptive, Accurate Payslips Detailed payslips with all earnings, deductions and leave balances are generated automatically - then delivered to each employee as a password-protected PDF on WhatsApp. Leave, Loans & Savings Automate leave balances and manage employee loans and savings, with deductions that flow straight onto the payslip. Pay Them and File With Ease. From the finalised pay run straight to the bank and SARS - the maths and the paperwork, done for you to send. Pay Straight From the System Generate batch bank-payment files for major South African banks - pay your whole team without re-keying a single amount. Statutory Maths, Reports Ready to File PAYE, UIF and SDL are calculated for you, with monthly (EMP201), bi-annual and year-end reports generated for you to submit to SARS. You stay in control of filing. Built for South African Workforces. Beyond the pay run, the details that matter for waged and multi-entity employers are built in - so the awkward parts of South African payroll are handled, not bolted on. Multi-Company Run payroll for multiple companies or branches from one login - each with its own pay runs, employees and reports, no separate systems to reconcile. Public Holidays, Handled AllWage knows every South African public holiday and calculates the public-holiday hours and overtime automatically, so they flow into the pay run correctly - no manual tracking. Switch Mid-Year With Take-On Balances Moving from another payroll system part-way through the tax year? Bring each employee's year-to-date earnings and deductions across, so your SARS figures stay accurate and continuous. FAQs Have any questions? We're here to help. Here are the answers we get asked most about payroll - if your question isn't covered, reach out and our team will help. How does AllWage reduce payroll processing time? Verified hours flow straight from Time & Attendance into the pay run, and the system handles the calculations and payslip generation - so there's no manual data entry or re-capture, and a run that took days takes a fraction of the time. Does AllWage handle PAYE, UIF and SARS reporting? AllWage calculates PAYE, UIF and SDL for you and generates the monthly (EMP201), bi-annual and year-end (IRP5) reports you need. You stay in control of filing with SARS - the system does the maths and produces the paperwork. Can I use it with my current payroll software? Our payroll is built into the same system as your Time & Attendance, so there's no transfer step. If you'd rather keep your existing payroll tool, you can export a clean, configurable Excel file of the validated data. Can it handle waged and variable-hour workers? Yes - it's built for exactly that. Hourly rates, overtime and allowances are calculated automatically from your Time & Attendance data. It All Connects to Time & Attendance. Payroll is at its strongest when it runs on hours you can trust. See how verified clock-in data flows straight into the pay run - and book a demo to walk through it on your own operation. Explore Time & Attendance ### Time & Attendance URL: https://www.allwage.com/feature/time-and-attendance Accurate time and attendance for South Africa's labour-intensive teams — clock in by WhatsApp, facial recognition, RFID or biometric, with clean, payroll-ready data. Accurate time & attendance for labour-intensive South African teams — clock in by WhatsApp, facial recognition, RFID or biometric, with clean, payroll-ready data. Accurate Time & Attendance, Every Hour. Clock employees in by WhatsApp, facial recognition, RFID or biometric — and turn every hour into accurate, payroll-ready data, built for South Africa's labour-intensive teams. Book a demo Absent Employees Present Employees Normal Hours Overtime Hours One System One System, Multiple Ways to Clock. Every team and every site is different. Match the right clocking method to each environment — all feeding the same accurate attendance data. See all clocking options WhatsApp Clocking Employees clock in from their own phones with a WhatsApp message that captures GPS location. No app, no hardware. Facial Recognition App A smartphone app verifies each worker's face and location at clock-in, and works offline where signal is poor. RFID Wristbands Tap-and-go wristbands on rugged devices clock whole crews in seconds, even off-grid. Fixed Biometrics Wall-mounted face, fingerprint or palm readers for fixed entrances and turnstiles. Accurate Attendance Data, Every Day. Every clock-in is captured automatically — see who's present, who's absent, plus overtime and total hours at a glance. No paper to chase, no guesswork at month-end. Detailed Employee Timelines. See each worker's daily hours — normal, overtime and short time. Drill into individual days, and add overrides or notes where you need to. Shifts, Breaks & Clock Templates. Set shift times, breaks, overtime rules and night-shift windows once as a template, then apply them across teams — including cyclical shifts and bulk Excel import. Built For Your Pay Rules Complex Pay Rules, Handled For You. Every business pays people a little differently. AllWage learns your rules and works the numbers out for you — so everyone gets paid right, without the manual maths. Your rules, set up once Overtime, night shifts, breaks, even bargaining-council rules — set them once and AllWage applies them automatically, every pay run. No more Excel by hand Stop working out tricky pay calculations yourself. The system does the maths for you. Right pay, no disputes Everyone is paid accurately and on the right terms — so you stay compliant and avoid pay arguments. Leave Made Simple Leave Management, Built In. Employees request leave straight from WhatsApp — choosing the leave type and dates, and attaching documents like sick notes. Admins approve in the portal, and leave totals can be exported at month-end. Ready For More From Clocking to Payroll, When You're Ready. Time & Attendance is your Launchpad — everything you need to capture and manage hours accurately. When you're ready to pay from that same data, the Full Suite adds a complete South African payroll engine: PAYE, UIF, SDL and ETI, bank payment files, payslips and SARS filing — no re-capturing, no exports. Explore Payroll FAQs Time & Attendance, Answered. We're here to help! Find answers to common questions about our products and services. If you don't see what you're looking for, feel free to reach out to us directly. Can workers clock in using WhatsApp? Yes. Workers send a WhatsApp message from their own phone to clock in and out, and it captures their GPS location — no app or hardware needed. Does AllWage work offline or with poor signal? Yes. The facial-recognition app and rugged RFID devices capture clock-ins offline and sync automatically once they are back online. How does AllWage stop buddy clocking and time theft? Facial recognition and biometric readers verify each worker's identity at clock-in, and WhatsApp and app clocks record GPS location — so you know who clocked and where. Can employees request leave through AllWage? Yes. Employees request leave on WhatsApp with attachments like sick notes, admins approve in the portal, and leave totals can be exported at month-end. Does Time & Attendance include payroll? Time & Attendance is AllWage's Launchpad package and covers clocking, attendance and shifts. Full payroll — PAYE, UIF, SDL, ETI, bank files, payslips and SARS filing — is part of the Full Suite. Can AllWage handle bargaining-council or custom overtime rules? Yes. Custom metrics let you build rules such as weekly overtime thresholds or the Building Industry Bargaining Council (BIBC) requirement for days worked over seven hours, and link them straight to your pay run. Trusted by 330+ South African Businesses See AllWage on Your Site. Join 330+ South African businesses already clocking, scheduling and reporting with AllWage. Book a demo and we'll show you it running on your operation. ### Job Costing URL: https://www.allwage.com/feature/job-costing Gain comprehensive insights into labour costs across all operations with real-time job costing and site-specific data. Accurate Job Costing & Cost Per Site. By integrating timekeeping and payroll, AllWage bridges the gap, providing you with real-time job costing and site-specific cost insights. Gain a comprehensive understanding of your labour costs across all operations. Request a demo Pretoria Site Mooinooi Site Harvesting Weeding Clock and Monitor Employee Activities. AllWage simplifies managing and overseeing employee activities with flexible integration into our attendance and payroll systems. This ensures accurate job costing and streamlined payroll processes, all tailored for labour-intensive industries. Seamless Integration with Clocking Data Clocking data collected through our rugged devices, silicone wristbands, and biometric scanners integrates seamlessly into our system, providing real-time updates and accurate information on hours worked and associated costs. Detailed Reporting for Cost Management Generate comprehensive reports that provide insights into employee productivity and costs per site. Simplify cost management with real-time data on labour expenses, allowing for quick, informed decisions. Our integrated system ensures accurate cost information at your fingertips, helping you manage expenses effectively. Customisable Job Units for Operational Efficiency Create and manage custom job units to suit your specific operational needs. Whether managing piecework or job sites, our system allows precise allocation of units, ensuring all costs are accurately accounted for. This flexibility is crucial for adapting to various project demands in labour-intensive industries, optimizing operations, and improving productivity. Boosted Efficiency Real-time data syncing eliminates manual input, reducing administrative burden and allowing management to focus on higher-priority tasks. Error-Free Wage Calculations Automated payroll processing ensures employees are paid correctly, minimising disputes and enhancing workforce satisfaction. Improved Resource Allocation Custom job units help you allocate labour more effectively, ensuring optimal use of resources across different projects and tasks. Actionable Insights Detailed reporting provides clear, data-driven insights into labour performance and expenses, enabling faster, more informed business decisions. Follow a job-costing workflow. This illustrative example shows how daily activities, payroll checks, and cost reporting can connect. It is based on documented AllWage capabilities and does not promise a specific saving. Explore all case studies Simplify, Save, and Succeed Our clients experience real results, and our team is eagerly waiting to discuss how our solution can add value to your current labour management processes. Get In Touch Learn More About Time & Attendance FAQs Have any questions? We're here to help! Find answers to common questions about our products and services. If you don't see what you're looking for, feel free to reach out to us directly. Can I customise job units within the system? Yes, our system allows you to create and manage custom job units, ensuring that all costs are accurately accounted for according to your specific operational needs. This includes the ability to manage piecework effectively, providing precise cost tracking for different tasks and projects. How does AllWage assist with job costing? AllWage integrates clocking and payroll data to provide real-time job costing insights. You can track employee activities by task, area, and project, ensuring precise allocation of labour costs. ### Employee Document Management Software URL: https://www.allwage.com/feature/document-management AllWage Employee Document Management centrally secures workforce compliance records by linking digital files—including contracts, identification, and safety certificates—directly to individual time and attendance profiles. The system mitigates regulatory risk through automated expiry alerts that proactively flag renewing documentation, ensuring continuous readiness for Department of Labour and BIBC audits. Replace paper chaos with our digital filing—securely store contracts, IDs, and certifications. Manage expiry dates and automate your HR admin. Document Management. A centralised digital filing system built directly into your payroll platform, designed to replace paper chaos and give you complete control. The Problems You Face Your Biggest HR Admin Headaches, Solved. Go from scattered paper files to a single source of truth with a system built for the realities of a field-based workforce in South Africa. Scattered Employee Files You're losing hours to chasing paper, hunting for expired documents in filing cabinets, and managing risk on outdated spreadsheets. Constant Audit Anxiety Without a central system, you live with the constant fear of a surprise BIBC or Department of Labour inspection, knowing a single missing document can lead to fines. Site Shutdown Risks You're risking costly project delays and penalties because one worker’s medical certificate or training permit has expired without you knowing. Disconnected Information You can't make smart safety or staffing decisions because employee records are in one office, while time and attendance data is somewhere else entirely. Features for total control. We provide a central HR Administration hub to store, track, and manage all your employee documents. Central Employee Profiles Empower your HR admin by linking every critical document—contracts, IDs, safety files, warnings—directly to the employee's time and attendance profile, creating a single source of truth. Automated Expiry Alerts Use our proactive alert system to solve the headache of tracking renewals. The system automatically notifies you before any document expires, eliminating the risk of non-compliant workers on-site. Complete Operational Clarity Stop switching between systems. See every piece of critical employee data—from their safety files and contracts to their live hours worked—on one central platform. Explore Our Other Features. Our entire platform is built on core principles that work together to eliminate errors, save time, and build a more connected, efficient, and trusted workplace. Flexible & Verifiable Clocking Mix and match our clocking options across different sites—all within the same system. See Clocking Options Automated Payroll Calculations Our powerful payroll engine takes verified time data and automatically applies your unique pay policies, guaranteeing accuracy. Explore Payroll TIme & Attendance Monitor live clocking data in real-time with our user-friendly platform, making it easier than ever to keep track of all hours, overtime and leave. View our Time & Attendance ### Filing & Reporting URL: https://www.allwage.com/feature/reporting AllWage Reporting empowers South African businesses with real-time workforce analytics, offering granular visibility into labour costs, overtime trends, and productivity metrics per site or activity. The module automates the compilation of essential statutory documents, including SARS EMP201 returns, UIF declarations, and Department of Labour reports, ensuring audit-ready compliance without manual data manipulation. Stop the filing stress. Our single platform gives you the 100% verifiable data you need to flexibly build and export all your reports—from EMP201s to custom industry data. Get the Reports You Need. Instantly. Stop the stress of bad data. Our single platform unifies your Time, Payroll, and HR data, giving you the flexible tools to build and export the accurate reports you need for SARS, DoL, and industry bodies. Accurate & Efficient The Power of a Unified System. Your reports are only as good as the data they're built on. Our platform provides the verifiable data from our T&A and Payroll engines, giving you the flexible tools to create all your reports. Use Real-Time Clocking Data Get real-time clarity on labour costs. Our T&A tools give you the accurate data you need to build reports for hours, overtime, and project productivity. See Time & Attendance Payroll & Statutory Data End the filing stress. Our unified payroll engine provides all the verifiable data you need to accurately build and export your statutory and financial reports . See Integrated Payroll The System In Action Accurate Reports Start with Accurate Data. Every clock-in and pay rule is part of a single source of truth. This gives you the power to build reports with 100% verifiable data, configured to your unique business rules. EMP201 Summary Data Generate the accurate, line-by-line data you need for your monthly PAYE, UIF, and SDL liabilities, ready for your eFiling submission. UIF Declaration File Data Easily export the formatted data file required by the Department of Labour for your monthly UIF declarations, all built from live, accurate payroll data. IRP5 / IT3(a) Data Prepare for the bi-annual filing season with all the accurate data required for your employee tax certificates, straight from the system. Custom & Industry Reports Our flexible engine is built to be configured for complex, industry-specific requirements. If you have the data in our system, you can build the report. Mariaan, Barko Developments Go From Weeks To One Days. "Switching to this system during our busiest harvest season was effortless. Payroll that previously took two weeks now takes just one day..." Book A Demo ### Business Integrations & API Connectors URL: https://www.allwage.com/feature/api-integrations Connect AllWage workforce data to the systems that need it. Supported API connectors give approved partners access to employee records, daily attendance, clock events, and approved clock imports with controlled, business-specific API access. Connect AllWage workforce data to payroll, attendance, reporting, and operational systems with supported API connectors for employees, attendance, clock records, and clock imports. Business Integrations and API Connectors. Connect AllWage workforce data to the systems that need it. Use supported API connectors for employee records, daily attendance, clock events, and clock records imported from other systems, with controlled partner access for each business. Discuss an integration View API documentation Connected Workforce Data Move the Right Data Between the Right Systems. AllWage's API connectors focus on workforce data that other business systems actually need: employee identities, attendance status, clock records, and approved clock imports. Employee roster sync Keep connected systems aligned with the people, teams, and employment status already managed in AllWage. Daily attendance views Read attendance status, shift information, clock-in and clock-out times, hours worked, overtime, short time, leave, and public holiday context. Clocking record access Share clocking records with the systems that need trusted attendance history, activity context, and work-location context. External clock imports Bring approved clock records from another capture system into AllWage for review, reporting, and payroll-ready processing. API Access With Control Share Workforce Data Without Opening Everything Up. AllWage gives approved connectors access to the right business data, with permissions limited to the workflow being connected. A payroll partner, reporting tool, or clocking device gets only the access it needs. Limited permissions Choose what each connector can do, such as reading attendance, reading clock records, importing clocks, or reading employee records. Connected to the right business Each connector is linked to the correct AllWage account behind the scenes, so partners do not need broad access to internal account details. Clear API documentation Review public API documentation for currently supported integration capabilities. Access to customer data still requires an approved API key with the permissions approved for that integration. Common Workflows Built Around Practical Business Connectors. The integrations surface is most useful where workforce data needs to move cleanly between clocking, payroll, reporting, and operational systems. Payroll and bureau handoff Give payroll or payroll-service workflows structured attendance, hours, overtime, and employee context instead of spreadsheets and manual re-entry. Clocking device imports Bring clocking records from supported terminals, kiosks, apps, or other capture methods into AllWage for review and payroll-ready processing. Operational reporting Feed clean employee, attendance, and clocking data into reporting tools or operational dashboards for labour visibility. Controlled partner access Issue approved API access with limited permissions, expiry options, partner labels, and usage controls for external systems. API Keywords, Real Workforce Functionality. This is not a generic marketplace claim. AllWage supports specific API connector workflows for workforce systems that need trusted employee, attendance, and clocking data. Import clock records from external systems. Send approved clock-in and clock-out records from another system into AllWage, while keeping the record traceable back to its source. Read attendance data for reporting and operations. Query daily attendance with present, pending, absent, leave, public holiday, shift, overtime, short-time, and total-hours context for each employee. Stable API versions Structured API data Usage controls FAQs API and Integration Questions. A few practical answers for teams evaluating API-supported AllWage integrations. Is the API publicly accessible? The API documentation is public, but API access is controlled. Each integration requires an approved API key with the permissions approved for that integration. Can AllWage import clock records from another system? Yes. Supported integrations can import approved clock-in and clock-out records from another system, while preserving enough source detail for review and troubleshooting. Can another system read employee and attendance data? Yes, where approved. AllWage supports employee list reads, daily attendance reads, and clocking record reads using limited API access. Can we build a custom connector? Often, yes. The right approach depends on the target system, required data flow, security requirements, and whether the integration needs to read data, import clocks, or both. Need Data To Flow? Talk To Us About Your Integration. Tell us which system you need to connect, what data needs to move, and whether AllWage should read, write, or validate the workflow. Book a demo Read API documentation ### BIBC Submissions URL: https://www.allwage.com/feature/bibc-submissions AllWage turns clocking data into a ready-to-submit BIBC monthly return for Western Cape construction employers. Enrol employees once, keep clocking as normal, then generate, review, copy, paste, and submit through the BIBC Easy Platform. Generate BIBC monthly returns from AllWage clocking data. Enrol employees once, review the return, copy it into the BIBC Easy Platform, and submit. One-click BIBC Submissions, Without the Spreadsheet. Turn your clocking data into a ready-to-submit BIBC monthly return. Enrol your employees once, keep clocking as normal, then generate the return, review it, copy it into the BIBC Easy Platform, and submit. Book a demo See time & attendance BIBC Returns The Monthly BIBC Return, Without the Manual Admin. For Western Cape construction employers who fall under the BIBC, the monthly return can mean hours of manual spreadsheet capture. AllWage handles the shift counting and week mapping from the clocking data you already have. Built from clocking data Employee shifts are counted from the time and attendance records your team already captures. Mapped to BIBC weeks AllWage groups shifts into the BIBC calendar week numbers required for the monthly return. Employee details carried through Holiday Fund Numbers and benefit codes are stored on the employee profile and pulled into the return. Ready for the Easy Platform Generate the return in the format expected by the BIBC Easy Platform, then copy, paste, review, and submit. How It Works How BIBC Returns Work in AllWage. The setup is simple, and the monthly workflow stays in your hands. 1. Enrol employees once Capture each employee's BIBC Holiday Fund Number and benefit code on AllWage. Update it only when something changes. 2. Clock as normal Your team keeps clocking in and out. AllWage counts the shifts automatically from the attendance records. 3. Generate and submit Pick the month, generate the return, review it, copy it into the BIBC Easy Platform, and submit it yourself. Important Clarity Your Data Stays Yours. AllWage generates the return from your records. The BIBC does not get access to your portal, your account, or your business data. We do not connect the council into your system, and nothing is submitted automatically. You review the return, you choose what to paste into the BIBC Easy Platform, and you press submit. Before and After From Manual Capture to Copy and Paste. AllWage does the repetitive shift counting and formatting work, while you keep control of the final submission. Week mapping Before: manually match shifts to BIBC week numbers. With AllWage: shifts are grouped into the required BIBC weeks for you. Shift counts Before: type every employee's shifts into the spreadsheet. With AllWage: shift totals come from clocking records already captured. Employee details Before: re-key benefit codes and employee details each month. With AllWage: those details are carried from the employee profile. Portal-ready output Before: check and format the spreadsheet line by line. With AllWage: review the generated return, copy it into the Easy Platform, and submit. Return Scope What AllWage Prepares for You. AllWage helps compile the monthly return itself. It does not change your levy, contributions, payroll deductions, or relationship with the council. Monthly return generation Generate the BIBC return for the month you need, using the employee enrolment data and clocking history already in AllWage. No payroll required The return is built from time and attendance data, so T&A-only customers can use it without running payroll on AllWage. Submitted return record Keep a locked record of the return you reviewed and submitted, so your team has a clear reference later. One-directional workflow AllWage prepares the return from your records. The BIBC only sees what you choose to paste and submit. FAQs BIBC Submission Questions, Answered. The common questions are mostly about control, privacy, and scope. The short version: AllWage prepares the return, and you stay in control of the submission. Talk to us about BIBC Does the BIBC get access to my AllWage account or data? No. AllWage builds the return from your records. The BIBC never sees your AllWage account, and it only receives what you choose to paste into the BIBC Easy Platform. Is this an official BIBC integration? No. The BIBC does not provide an official integration or API for this workflow. AllWage generates the return in the required format so you can use the Easy Platform's existing copy-paste import process. What do I need to set up? Capture each registered employee's Holiday Fund Number and benefit code once on AllWage. After that, normal clocking data powers the monthly return. What if an employee's benefit code changes? Update the benefit code on the employee profile with the date it takes effect. Future returns use the updated code automatically. Does AllWage submit the return automatically? No. You review the return, copy it into the BIBC Easy Platform, and submit it yourself. Nothing is sent without your action. Does this change levies, contributions, or payroll deductions? No. This feature helps compile the monthly return only. It does not change your levy, your contributions, payroll deductions, or your relationship with the council. Can T&A-only customers use it? Yes. The BIBC return is built from clocking and shift data, so payroll is not required. Should I still check the return before submitting? Yes. AllWage prepares the return from your data, but your team should review it before pasting it into the BIBC Easy Platform and submitting. BIBC Returns Without the Spreadsheet Ready to See the BIBC Workflow? Book a demo and we will show you how employee enrolment, normal clocking data, and month-end return generation fit together. Explore construction ### Manage Your Workforce on WhatsApp URL: https://www.allwage.com/feature/whatsapp-integration AllWage transforms WhatsApp into a secure employee self-service portal that enables GPS-verified clocking, digital payslip delivery, and automated leave management without requiring specialized hardware. The integration drastically reduces administrative overhead by allowing staff to view shift rosters, access password-protected PDF payslips, and submit inquiries directly through the familiar messaging interface. This solution authenticates users via South African ID numbers to ensure data privacy while providing a verifiable audit trail for remote and field-based teams. Managing South Africa's hourly workers shouldn't be a constant paper chase. We automate your timesheets, leave, and payroll using the one tool your entire team already trusts: WhatsApp. Manage Your Workforce on WhatsApp. Get a Demo Manage Your Workforce On WhatsApp It's Time to Move Beyond Manual Admin. Ditch clumsy apps and paper forms. Use the platform your team uses every day to manage time, leave, and communication with unparalleled ease. Inconvenient Clocking Systems Forcing employees to queue at a single clocking point or use unreliable hardware is slow, frustrating, and creates a bottleneck at the start and end of every day. Clumsy Leave Requests Managing leave requests via paper forms or verbal agreements is messy. It leads to lost requests, incorrect leave balances, and payroll mistakes. Constant Employee Queries Answering the same questions about hours, pay, and leave balances ties up your admin team and frustrates employees who just want quick answers. Disconnected Communication When you can't easily get roster updates and important notices to your team, it creates confusion, erodes trust, and impacts productivity. One Platform, Total Convenience. We've integrated essential workforce tasks directly into WhatsApp to create a seamless experience for your employees and supervisors. GPS-Verified Clocking Give your team the easiest clocking method possible by using the app they already have open all day. This convenience is backed by powerful verification, as every clock-in is instantly stamped with GPS coordinates, providing a clear record of where the clock-in occurred for business-critical accuracy. Explore All Clocking Options Instant Payslip Delivery Stop wasting time and money printing and distributing paper payslips. The moment you finalise a pay run, our system automatically sends each employee their payslip as a secure, password-protected PDF directly to their WhatsApp, ensuring complete privacy and instant access. Timesheets, Rosters & Leave on Demand Empower your employees with instant access to the information they need most. Through a simple WhatsApp menu, employees can view their previous timesheets, check upcoming rosters, and submit leave requests in seconds. This transparency reduces endless back-and-forth queries, builds trust, and ensures everyone is on the same page. Self-Service On WhatsApp More Than Just Clocking. The same WhatsApp menu your team already uses puts everyday admin in their own hands. Shift Confirmations Send the week's roster and let employees confirm their shifts with a tap, so everyone knows where to be and you know they've seen it. Leave Balances on Demand Employees check their remaining leave and submit requests straight from the WhatsApp menu, ending the endless "how many days do I have left?" queries. Built for Your Whole Team. Build trust and simplify communication with the tool your team already uses. For the Employee Use the app you already know to clock in, request leave, and view payslips. Simple, secure, and in your own hands. For the Supervisor Get roster changes and updates to your whole team instantly, on a platform you know they'll actually open. For the Payroll & Admin Team Slash time on queries and manual admin; leave requests and payslip delivery handle themselves, so you focus on your people. Simplify, Save, and Succeed Explore Our Other Features. Our entire platform is built on core principles that work together to eliminate errors, save time, and build a more connected, efficient, and trusted workplace. See Clocking See Our HR Hub See Our Payroll Accurate Time & Attendance Mix and match our clocking options across different sites—all within the same system. Automated Payroll Calculations Our powerful payroll engine takes verified time data and automatically applies your unique pay policies and all relevant South African labour laws, guaranteeing accuracy. Document Management We provide a central HR Administration hub to store, track, and manage all your employee documents, all linked to your time and attendance data. ### Flexible Clocking URL: https://www.allwage.com/feature/flexible-clocking AllWage Flexible Clocking consolidates diverse workforce data through a multi-channel collection system that includes rugged RFID scanners for field teams, fixed biometric terminals for access control, and a GPS-verified WhatsApp interface for remote staff. This agnostic hardware approach ensures that all attendance records—whether captured via facial recognition, fingerprint, or mobile interaction—sync instantly to a central dashboard , maintaining a unified "single source of truth" for payroll processing across scattered operational sites. Ditch paper. Manage your field team with our software's flexible clocking solutions: WhatsApp, facial, RFID, and biometric. Accurate time tracking, simplified. Flexible & Accurate Clocking. Stop forcing your team into one-size-fits-all clocking. Give them the flexibility of WhatsApp, facial, RFID, and biometric clocking—all feeding one accurate, central system. Flexible Solutions Choose Your Clocking Method. AllWage supports multiple clocking technologies to match your operational needs. Each method is designed for different environments and team sizes. RFID Wristbands Durable wristbands paired with rugged Android devices for quick group clocking in the field. Perfect for teams that need fast, reliable time tracking. Group Clocking Clock entire teams in seconds Fast Scanning Sub-second RFID reads Rugged Hardware Built for field conditions Offline Mode Works without connectivity Construction Sites Agriculture Mining Operations Large Crews Facial Recognition App Advanced facial clocking app that works on standard smartphones with no additional hardware. Uses AI to verify identity and prevent buddy punching. Any Smartphone Works on existing devices Identity Verified Prevents buddy punching Location-tagged Location captured at clock-in Works Offline Captures offline, syncs later Remote Workers Field Sales Teams Security Services Delivery Drivers Fixed Biometrics Wall-mounted face, fingerprint and palm scanners for high-security entry points. Tamper-proof devices ideal for gates, packhouses, and warehouses. High Security Tamper-proof biometrics Fixed Location Gate/entrance mounted Central Database Unified employee records Analytics Detailed attendance reports Warehouses Packhouses Manufacturing Office Buildings WhatsApp Clocking Employees clock in and out from their own phones by sending a simple WhatsApp message. AllWage validates the phone number, captures GPS location, and syncs the record into the same attendance feed. Familiar Channel Workers use WhatsApp GPS Captured Location attached to every clock Number Verified Matches the employee record Low Setup No dedicated hardware needed Remote Teams Small Sites Field Workers No-hardware Rollouts See It In Action. See all four clocking methods working together on your own operation. Book a demo and we'll show you exactly how AllWage captures every hour—accurately and automatically. Book A Demo Explore Time & Attendance ### Automate Your Admin & Operations URL: https://www.allwage.com/solutions/automate-admin AllWage Automate Your Admin digitizes manual workforce operations by consolidating time tracking, document management, and payroll into a single, cloud-based platform. The solution replaces error-prone paper trails with automated workflows that sync real-time field data directly to the central dashboard, significantly reducing administrative overhead and ensuring audit-ready compliance. By eliminating data re-entry and centralizing employee records, businesses achieve a "single source of truth" that streamlines legislative reporting and operational oversigh Stop managing your team with paper forms, notice boards, and disconnected apps. We automate your timesheets, leave, and communication using the one tool your entire team already trusts: WhatsApp. Automate Your Admin. Our robust processing engine automates your most complex work—from intricate pay rules to statutory reporting—so you can scale your operations, not your admin team. Book A Demo Your Unique Rules. Automated. Ditch the spreadsheets for a system that actually understands your business. From complex overtime tiers to shift allowances, our engine automates every unique rule you have in real-time, giving you error-free payroll without the administrative headache. Taking Your Business to the Next Level The Engine That Drives Your Business. Our platform connects your entire operation, creating a single source of truth that automates your most time-consuming administrative tasks. Automated Pay Rule Engine The core of our system. Systematically configure and apply your unique pay policies, allowances, and deductions, ensuring 100% accuracy. Automated Leave Management Employees request leave via WhatsApp; managers approve on their phone. The system handles all accruals and balance calculations automatically. Automated Timesheet Calculations Data flows in real-time from our clocking tools. Our engine automatically calculates all hours, overtime, and allowances, ready for your payroll run. Full Digital Audit Trail Gain total visibility. Every change, approval, and calculation is logged, giving you an indisputable record for any audit or query. Automated Statutory Reporting Generate submission-ready reports for SARS (EMP201, UIF) and the Department of Labour with a single click, eliminating manual report building. Flexible Configuration Our engine is built to automate complex levies, deductions, and reporting formats needed for your internal and external reports. For A Seamless Workflow See Our Other Solutions. Explore how our clients have transformed their entire workflows and reduced disputes and queries by up to 80%. Master Payroll & Reporting Empower and Connect Your Team Cut Unproductive Labour Costs ### Connect & Empower Your Field Team with WhatsApp URL: https://www.allwage.com/solutions/connect-workforce AllWage Connect Your Team is an employee self-service solution that leverages WhatsApp to bridge the communication gap between office management and field staff. This feature empowers employees to perform administrative tasks directly from their mobile phones, such as viewing shift rosters, checking real-time clocking data to dispute hours before payroll, and submitting digital leave requests. By securely delivering password-protected payslips and official notices via a familiar platform, AllWage significantly reduces HR queries, eliminates paper-based delays, and fosters trust through transparency. Stop managing your team with paper forms, notice boards, and disconnected apps. We automate your timesheets, leave, and communication using the one tool your entire team already trusts: WhatsApp. Connect Your Team with WhatsApp. Stop managing your team with paper forms, notice boards, and disconnected apps. Book A Demo Communication is Key. Answering constant questions about pay and leave ties up your admin team, and when you can't easily get roster updates to your team, it creates confusion and erodes trust. Simple & Familiar Your team doesn't need to learn a new, clumsy app. They already know how to use WhatsApp. This means 100% adoption from day one. Trusted & Secure Employees get a private, secure channel for sensitive information like payslips (via password-protected PDF) and leave, building trust that their data is safe. Accessible Anywhere Perfect for remote personnel and individuals. It connects every employee directly to the business, ensuring even staff not at a central site get payslips and updates. For A Seamless Workflow See Our Other Solutions. Explore how our clients have transformed their entire workflows and reduced disputes and queries by up to 80%. Master Payroll & Reporting Automate Your Admin & Operations Cut Unproductive Labour Costs ### Track Labour Cost by Job URL: https://www.allwage.com/solutions/cut-labour-costs See how AllWage turns clocked hours and pay rules into accurate labour cost per job. This worked example follows normal time, overtime, and Sunday premiums from the site and activity where the work happened into a balanced accounting journal. See how AllWage turns clocked hours and pay rules into accurate labour cost per job, including overtime and Sunday premiums. Labour job costing Where did the money go? See every hour of direct labour — including overtime, Saturday and Sunday premiums — costed to the site and activity where it was worked. Automatically, every pay run. Book a demo Clock in AllWage portal Pay rules Payroll Job costing Journal Step 1 — On site One employee. Many jobs. Meet John. On Thursday he pours concrete at The Grove Mall, then lays bricks at Lintons Corner. Later that week he clears rubble at Irene — three sites and three activities on one employee record. Explore flexible clocking The Grove Mall Lintons Corner Irene Thu · The Grove Mall Thu · Lintons Corner 8 more clock records Scale that across a distributed workforce. Every clock record still keeps its employee, site, and activity. Step 2 — Capture Different ways to clock. One employee record. Clock with a biometric device, a mobile clock-in inside a geofence, or facial recognition at different sites. Every record flows into the same AllWage portal, already tagged with its site and activity. Hours 70 Clock records 10 Sites 3 Activities Ten clock records become one 70-hour week, ready for time and attendance. Step 3 — Time and attendance An hour isn’t just an hour. What an hour costs depends on when it was worked. In this example, weekdays have eight normal hours, Saturday has five, and Sunday pays double. Explore time & attendance Normal Overtime Sunday Thu 07 Fri 08 Sat 09 Sun 10 10h Sunday Mon 11 Tue 12 Wed 13 Daily or weekly, AllWage applies the configured pay rules before costing the work. Step 4 — The hard part Whose overtime is it? John worked 11 hours across two sites on Thursday. Three are overtime. Which job should carry the premium? Explore job costing Step 5 — The payoff True labour cost per job. Every one of John’s 70 hours lands on the site where it was worked, with its share of overtime and Sunday premiums. This is labour cost per job, not an hours report dressed up as one. Read the worked example If a record has no site, it stays Unallocated. AllWage never spreads it across jobs. Step 6 — Into the books The pay run becomes a balanced journal. Once payroll is finalised, AllWage exports what the week cost as debits and who is owed as credits. Both sides balance to the cent. Explore payroll & reporting Normal hours Sunday hours SDL — employer UIF — employer Net pay to bank PAYE to SARS UIF total to SARS SDL to SARS Costing detail One overtime line. Every job behind it. Most payroll exports stop at R 680.18 of overtime. AllWage lets you trace that same total by activity and by site. Split by activity Masonry Concrete Rubble removal Split by site Every split adds back to R 680.18. More detail, same balanced journal. Job costing FAQ Labour job costing, answered. Common questions about turning clocked time and payroll rules into labour cost per job. Read the full worked example Why isn’t time and attendance enough for job costing? Time and attendance confirms the hours, but not their final cost. Overtime, weekend rates, and weekly thresholds are decided in payroll, so job costing must use payroll’s answer. How does AllWage split overtime across jobs? AllWage splits normal and premium hours across every site-and-activity record in proportion to time worked. The same rule runs every pay period. Does cost per job include premiums? Yes. Each job carries its share of overtime, Saturday, Sunday, and public-holiday premiums — not only base hours. What happens when a clock record has no site? It stays on an explicit Unallocated line. AllWage does not invent a site or spread the cost across other jobs. From clock-in to accounts One rule. Every rand accounted for. Payroll works out what each hour costs and splits premiums by time worked. Job reports and journals use the same answer, every pay run. ### Automated Payroll & Reporting Software for Field Teams URL: https://www.allwage.com/solutions/payroll-reporting AllWage Master Payroll & Reporting is a comprehensive financial management module designed to streamline compliance and accuracy for South African businesses. The solution eliminates manual administrative errors by integrating real-time time and attendance data directly into the payroll engine . This seamless connection automates the generation of essential statutory reports, including EMP201, UIF declarations, and IRP5 certificates, ensuring full adherence to SARS and Department of Labour regulations. Additionally, the platform provides customizable reporting dashboards for immediate insight into labour costs and facilitates rapid, error-free bank file exports for efficient wage distribution. Our software helps you track true labour costs against projects to stop profit drain & boost profitability.Stop letting complex pay rules, union reports, and SARS submissions create bottlenecks. Our robust processing engine is built to automate the most intricate administrative work, breaking the rule that your admin must grow with your business. Master Payroll & Reporting. Stop letting complex pay rules, union reports, and SARS submissions create bottlenecks. Book A Demo Accurate Reporting. Our Payroll and Time & Attendance are directly linked, ensuring all hours flow automatically into the pay run. Automate Statutory Reports Remove human error from your most critical reports. Generate submission-ready files for SARS (EMP201, UIF) and the Department of Labour with one click. Flexible Configuration Our engine is built to configure and automate complex levies, deductions, and reporting formats that your business requires for internal and external reporting. Ensure Pay Rule Accuracy We help you set up your system from day 1 to automatically apply your unique rules—from flex-time and piece rates to complex overtime—ensuring everyone is paid correctly, every time. See Our Other Solutions. You could be saving days of your time spent on payroll by using our system to optimise your entire workflow. Connect & Empower Your Workforce Automate Your Admin & Operations Cut Unproductive Labour Costs ## Industries ### Industries URL: https://www.allwage.com/industries AllWage provides specialized workforce management and payroll software tailored for South Africa's labour-intensive industries, specifically agriculture, construction, and manufacturing. The platform automates complex administrative tasks including time and attendance tracking, seasonal worker management, piece-rate calculations, and BIBC compliance to streamline operations for businesses with waged employees. Enhance efficiency and accuracy in your business operations with our integrated clocking and payroll system, designed for various labour-intensive industries. Empowering all Waged Workforces. Paper, spreadsheets, and endless WhatsApps weren't built for the grit and reality of your world. Request a demo Tailored for Your Industry. Find your industry to see how we solve your specific challenges, from complex pay rules to site-based attendance. Agriculture Handle seasonal workers, piece rates, and complex pay rules. How We Help Agriculture Construction Manage BIBC, site attendance, and project costing. See Construction Solutions Manufacturing Track shifts, production bonuses, and factory floor attendance. See Manufacturing Solutions Not seeing your Industry? Every industry has unique needs, and we’re here to help. If you have more than 25 waged employees and need a clocking system, let's talk. We've worked with many different businesses and would love to see how our solutions can benefit you. Get in Touch FAQs Have any questions? We're here to help! Find answers to common questions about our products and services. If you don't see what you're looking for, feel free to reach out to us directly. What are the next steps? Fill in the form to book an online demo with our team. We'll guide you through the setup process, confirm your requirements, and provide the necessary hardware. Our experts will ensure a smooth transition, allowing you to start optimising your operations immediately. You could be completing your next pay run with us in no time—all from the convenience of your own office. Does AllWage Support Companies Outside South Africa? No, AllWage is specifically designed to support South African companies, ensuring full compliance with local regulations and optimising operations for labour-intensive industries in South Africa. ### Agriculture URL: https://www.allwage.com/industries/agriculture Stop using spreadsheets for farm payroll. We have a single platform built for agriculture that handles complex piece-rates, seasonal workers, job costing, and T&A. Automate your admin and get accurate data. Use RFID and Biometric Technology to clock farm workers, manage payroll, and gain actionable insights with our platform. Manage Your Farm With Confidence. Stop managing your teams on paper and your payroll on spreadsheets. Our system's roots lie in agriculture. We automate the admin, from piece-rate calculations to payroll, so you can manage your workforce efficiently. Normal Hours Overtime Hours Harvesting Team Permanent Team Customisable Setup Built for the Reality of Your Farm. Office software doesn't understand your world. We solve the three biggest admin headaches in agriculture. Complex Piece-Rates Calculating pay based on bags, bins, or kg? Our system links clocking directly to payroll, handling any piece-rate rule you have, error-free. Seasonal & Casual Teams Onboard, manage, and pay your seasonal or temporary workers with ease, ensuring 100% compliance without the admin nightmare. Manual Data & Spreadsheets Turning hours of manual data capture from paper into minutes. Get accurate, real-time data for attendance, job costing, and payroll. Clock Farm Workers With Ease. Easily clock employees with RFID, fingerprint and facial-recognition technology. Access real-time data on leave, overtime, hours worked, and employee timelines to resolve queries easily. Manage your workforce with simplicity and accuracy. Time & Attendance Learn More Identify Top Harvesters. Clock employee activities by task, area, and block, and attach supervisor info for accountability. Customisable units let you tailor the system to your needs. Because clocking data and payroll are linked, our portal provides detailed costs per unit and per hour. Job Costing Get In Touch Seamless Management. Easily manage payroll for multiple farms and teams. Track resignations and turnover, and access live information on earnings and deductions. Automate payroll calculations, generate bulk payment files, and offer loans, savings, and custom deductions. Our flexible system supports multiple payroll inputs like UIF, SDL, Provident Fund, Unions, and Medical Aid, ensuring accurate and timely payments. Integrated Live Payroll Learn More About Payroll Request A Demo Why AllWage? AllWage seamlessly integrates clocking and payroll, delivering precise time management, simplified processing, real-time data, improved compliance, and unmatched efficiency—all on a platform we built ourselves. No other system can offer this level of performance and support. Built For South African Farms Our flexible tool adjusts to various payment methods, fitting perfectly into any labour-intensive environment. Minimise overtime costs with our adaptable system. Support You Can Count On Get immediate, tailored support without extra fees. We ensure you get real value from our product, with expert help always available. Flawless Simplicity with Live Data Our system turns hours of payroll tasks into minutes. Real-time updates provide instant, accurate clocking and payroll data, reducing errors and manual work. Our Clients See who is using AllWage. Get Started FAQs Have any questions? If you can't find the answer you're looking for, we're here to help! Our system was built from the ground up with a deep understanding of the unique challenges each farm faces. That's why we offer personalised online demonstrations to show how AllWage can meet your specific needs. Reach out to us, and we'll be happy to answer any questions you have! Request More Information How can AllWage help reduce payroll processing time? Our system automates many of the manual processes involved in payroll management, such as data entry, overtime calculations, and payslip generation. This significantly reduces the time spent on payroll tasks, allowing administrators to focus on other important duties. Can I use just your time & attendance or payroll solution? Yes, we have different package options to meet your unique needs. Does AllWage Support Companies Outside South Africa? No, AllWage is specifically designed to support South African companies, ensuring full compliance with local regulations and optimising operations for labour-intensive industries in South Africa. ### Construction URL: https://www.allwage.com/industries/construction Stop using paper timesheets to run your construction payroll. Our system is a single platform built for South African construction that handles multi-site T&A, complex pay rules, and statutory reporting. Automate your admin and get accurate site-level data. Simplify operations, save time, and ensure accurate wages with our cloud-based platform time & attendance and payroll solution. Construction Workforce Management. Present Employees Absent Employees Costs Per Site Overtime Hours The Future Of HR Is Here A Simple & Effective Solution That Delivers Concrete Results! Office software wasn't built for the site. We solve your biggest admin headaches in construction. Multi-Site Chaos Get a live view of your entire workforce, no matter how many sites you're running. Our rugged devices send real-time data, ending the chase for paper timesheets. Manual Data & Paper Timesheets Stop wasting hours capturing data from paper and spreadsheets. We automate your admin, eliminating costly errors and giving you back days of your time. Complex Pay Rules We built our payroll to handle complex industry rules. Automate calculations for Unions, Provident Funds, and other statutory deductions, ensuring 100% reporting accuracy. Disconnected Teams Your site managers use WhatsApp, payroll uses spreadsheets, and workers have no access to their info. Our system connects everyone on one platform, ending the confusion. Clock Workers With Ease. Easily clock employees with RFID, fingerprint, and facial-recognition technology. Get real-time data on leave, overtime, and hours worked to resolve queries quickly. Time & Attendance Learn More View Clocking Options Track Site-Level Activity. Clock employee activities per site or project, like bricklaying on Site C. Our portal links everything, helping you spot top performers and keep project tracking accurate. Activity Monitoring Get In Touch Seamless Management. Manage payroll effortlessly for multiple companies and teams. Automate calculations and generate bulk payment files for all benefits, including UIF, Provident Funds, and Union deductions. Integrated Live Payroll Learn More About Payroll Get A Demo Why AllWage? Our system is a true all-in-one platform. It connects your flexible clocking options—from rugged biometrics to mobile devices—directly to our powerful payroll and people management tools. Everything works together, in one place. WhatsApp Payslips & Leave Empower your workers. They can check leave balances and receive secure, digital payslips directly via WhatsApp. This cuts admin queries dramatically. Worker Document Management Keep critical worker documents in one place. Get reports before an ID, driver's license, or forklift certification expires. Connect Your Site Team Communicate with your entire workforce, or just one site, using our platform. Send important announcements and ensure everyone is connected. Get Started Our Clients See who is using our system. Our solution has enabled businesses to cut costs by eliminating unnecessary overtime and significantly reducing the time spent on payroll paperwork. Our team is ready to show you exactly how. FAQs Have any questions? Our system was built from the ground up with a deep understanding of the unique challenges labour-intensive operations experience.. That's why we offer personalised online demonstrations to show how AllWage can meet your specific needs. Reach out to us, and we'll be happy to answer any questions you have! Can I use just your time & attendance or payroll solution? Yes, our system has different package to meet your company needs. What are the next steps? Fill in the form to book an online demo with our team. We'll guide you through the setup process, confirm your requirements, and provide the necessary hardware. Our experts will ensure a smooth transition, allowing you to start optimising your operations immediately. You could be completing your next pay run with us in no time—all from the convenience of your own office. Does AllWage Support Companies Outside South Africa? No, AllWage is specifically designed to support South African companies, ensuring full compliance with local regulations and optimising operations for labour-intensive industries in South Africa. ### Manufacturing URL: https://www.allwage.com/industries/manufacturing AllWage Manufacturing optimizes workforce operations for factory environments by automating shift management, production bonus calculations, and real-time attendance tracking. The platform integrates biometric access control with a cloud-based payroll system to ensure accurate wage processing and compliance with complex labour regulations relevant to the manufacturing sector. Simplify operations, save time, and ensure accurate wages with our cloud-based platform time & attendance and payroll solution. AllWage for Manufacturing Management. Simplify your operations, save time, and ensure accurate wages with our cloud-based platform – integrated with RFID, fingerprint, and facial recognition technology. Present Employees Absent Employees Costs Per Site Overtime Hours A Simple & Effective Solution. Transform hours of payroll and data management into minutes with real-time updates. Enjoy instant, error-free payroll and attendance data, and easily track costs per site. Discover how effortless clocking and payroll can be for your manufacturing teams. Clock Workers With Ease. Easily clock employees with RFID, fingerprint, and facial-recognition technology. Get real-time data on leave, overtime, hours worked, and employee timelines to resolve queries quickly. Manage your workforce with simplicity and precision. Time & Attendance Learn More View Clocking Options Seamless Management. Manage payroll effortlessly for multiple companies and teams. Track resignations and turnover, and access live info on earnings, deductions, and UIF. Automate payroll calculations, generate bulk payment files, and offer loans, savings, and custom deductions. Our flexible system supports benefits like UIF, SDL, Provident Fund, Unions, and Medical Aid, ensuring accurate and timely payments. Integrated Live Payroll Learn More About Payroll Get A Demo Why AllWage? AllWage seamlessly integrates clocking and payroll, delivering precise time management, simplified processing, real-time data, improved compliance, and unmatched efficiency—all on a platform we built ourselves. No other system can offer this level of performance and support. Built For South African Companies With Hourly Wages Our flexible tool adjusts to various payment methods, fitting perfectly into any labour-intensive environment. Minimise overtime costs with our adaptable system. Support You Can Count On Get immediate, tailored support without extra fees. We ensure you get real value from our product, with expert help always available. Flawless Simplicity with Live Data Our system turns hours of payroll tasks into minutes. Real-time updates provide instant, accurate clocking and payroll data, reducing errors and manual work. Get Started Our Clients See who is using AllWage. Our solution has enabled businesses to cut costs by eliminating unnecessary overtime and significantly reducing the time spent on payroll paperwork. Our team is ready to show you exactly how. FAQs Have any questions? Our system was built from the ground up with a deep understanding of the unique challenges labour-intensive operations experience.. That's why we offer personalised online demonstrations to show how we can meet your specific needs. Reach out to us, and we'll be happy to answer any questions you have! Get In Touch Can I use just your time & attendance or payroll solution? Yes, absolutely. Our system is modular, giving you the flexibility to choose the components that solve your most immediate problems. You can subscribe to our powerful Time & Attendance and WhatsApp tools independently and add our fully integrated Payroll service later as your business needs evolve. What are the next steps? Fill in the form to book an online demo with our team. We'll guide you through the setup process, confirm your requirements, and provide the necessary hardware. Our experts will ensure a smooth transition, allowing you to start optimising your operations immediately. You could be completing your next pay run with us in no time—all from the convenience of your own office. Does AllWage Support Companies Outside South Africa? No, the platform is specifically designed to support South African companies, ensuring full compliance with local regulations and optimising operations for labour-intensive industries in South Africa. ## Pricing and Contact ### Pricing URL: https://www.allwage.com/pricing The AllWage pricing structure operates on a tiered subscription model based on workforce size (e.g., R1,800/month for 50 employees), covering the full suite of Time & Attendance, Payroll, and WhatsApp features without modular hidden costs. Hardware is sold separately as one-off purchases, including Rugged Android Devices (R4,400), Facial Recognition units (R7,200), and RFID wristbands (R35), allowing businesses to customize their clocking setup while maintaining a predictable monthly software fee. Save time and boost productivity with our integrated system, providing efficient management for labour-intensive operations. Pricing That Scales With You. Simple, transparent pricing for South African businesses. Whether you manage a small team or a large workforce, our plans provide exactly what you need with no hidden fees—just powerful tools that grow with you. Scalable pricing Pricing that matches your company size and needs. Select your preferred plan and use the slider to see your estimated cost. No hidden fees, ever. All-in-One Solution Magic Happens When You Combine Clocking and Payroll. Your journey with us begins at a base cost, empowering you to manage up to 50 employees. With our rolling 12-month average count, you can anticipate a stable, predictable monthly cost. Get A Demo Flexible Setup Our flexible system adjusts to various payment methods, from hourly to piecework, fitting perfectly into any labour-intensive environment. We help you minimise additional costs, such as overtime, and ensure efficient management of low-cost employees. Immediate and Tailored Support Get immediate, tailored support without extra fees, ensuring you're never left struggling with payroll complexities or system issues on your own. Our experts provide continuous assistance to help you get tangible value from our product, tailored specifically to your operations. Simple and Accurate Data Management Our system turns hours of payroll and data management into minutes, streamlining administrative tasks so your team can focus on accuracy and minimising errors. Fix mistakes daily within 5 minutes, and ensure all data gathering and consolidation is efficient and error-free. Real-Time Updates for Informed Decisions Eliminate clocking errors and cut down on manual work with our real-time updates. Our system provides instant, accurate payroll and clocking data, ensuring you’re always up to date without the hassle. Make real-time decisions on managing and compensating your employees, and keep tabs daily on wage bills, even with seasonal workers or remote sites. Once-off Costs Hardware Costs. Our hardware costs are a one-time investment designed to provide long-term value. Each device comes pre-installed with our proprietary software, ensuring seamless integration and immediate usability. This means no recurring hardware fees, just reliable, durable devices that keep your operations running smoothly. Employee RFID Wristbands R 35 Used To Clock Employees On Rugged Devices Links Clocking To Employee Number and Payslip Durable Material, Field-tested Adjustable & comfortable NO GPS TRACKING Rugged Android Device R 5, 500 Provisioned Android devices pre-installed with our proprietary software Used with RFID wristbands for clocking and activity monitoring Real-time data transmission to our software Stores clocking data without needing an internet connection Designed for tough environments with durable and reliable construction Fingerprint & Facial Recognition R 7, 200 Uses fingerprint and facial recognition for accurate clocking Advanced biometric technology for precise attendance monitoring Ideal for central clocking points with reliable and efficient performance Seamlessly integrates data with our system Enhances security and accountability without GPS tracking WhatsApp Clocking & Self-service Free Included in package Clock-in and out using WhatsApp with GPS locations Request leave with supporting documents Download encrypted historical payslips View rosters and worked hours ### Sales URL: https://www.allwage.com/sales The AllWage Sales page serves as the primary gateway for prospective clients to book personalized, no-obligation demos of the workforce management platform. It allows businesses in agriculture, construction, and manufacturing to schedule consultations with sales specialists to discuss specific operational needs, hardware requirements (such as biometric or RFID devices), and custom system implementation. Fill in the quick questionnaire to receive more information about our product, including an interactive demo. Get In Touch. Stop drowning in timesheets, leave forms, and payroll admin. Whether your team clocks in via WhatsApp or rugged biometric devices, AllWage brings all your data into one simple, powerful platform so you can focus on growing your business. Let's get started! See Our System In Action. Ready to see how it works? Fill in your details to book a personalised, no-obligation demo. We'll show you how you can save hours, reduce costs, and build a more connected team. ### Contact us URL: https://www.allwage.com/contact-us The AllWage Contact Us page provides direct communication channels for current and prospective clients to reach the South African support and sales teams. It lists key contact details including the general enquiry phone line (+27 87 330 7585) and email support, alongside a digital inquiry form for requesting product demos or technical assistance with the workforce management platform. Connect with us to transform your approach to workforce management. Our innovative strategies and expert team has been crafted to boost efficiency and productivity in all labour-intensive operations. Get in Touch. Looking to revolutionise your workforce management? Reach out to us and discover how our innovative solutions can boost efficiency and productivity in your labour-intensive operations. Contact details Want to know more? Phone +27 87 330 7585 Email info@agrigistics.co.za Service area South Africa ## Legal ### Privacy Policy URL: https://www.allwage.com/privacy-policy # ALLWAGE PROPRIETARY LIMITED \- PRIVACY NOTICE Date: 02/09/2026 Version: 1.0 ## 1. INTRODUCTION **1.1** This Privacy Policy explains how AllWage Proprietary Limited ("**AllWage**") collects, uses, discloses, safeguards, and retains personal information when you use our platform, websites, products, and services in South Africa. **1.2** AllWage is a field‑workforce and payroll platform that replaces paper and spreadsheet processes with a single, integrated system that covers time and attendance, WhatsApp communications, document management, and payroll with South African statutory reporting. **1.3** References in this policy to “AllWage” include our operation previously known as Agrigistics and reflect our ongoing South African focus. **1.4** Under South Africa’s Protection of Personal Information Act 4 of 2013 (“POPIA”), AllWage acts as the responsible party for personal information it processes for its own purposes, such as managing customer relationships and accounts, responding to enquiries and operating its websites. When we process workers’ attendance, employment, documents or payroll information on a client’s behalf, that client is the responsible party and AllWage acts as its operator under the Data Processing Addendum. The applicable role depends on the purpose for which the information is processed. AllWage’s contact details are set out below \- **Company**: AllWage Proprietary Limited, 5th Floor, Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081, South Africa **Information Officer**: Cilliers Geldenhuys **Email**: [cilliers@allwage.com](mailto:cilliers@allwage.com) **Telephone**: \+27 84 299 6791 **1.5** Our Information Officer is appointed under section 55 of POPIA and is registered with the Information Regulator. Please use the contact details above for privacy requests. ## 2. WHAT THIS POLICY COVERS AND WHO IT APPLIES TO This policy applies to personal information we process about client representatives and users of our administrative portals, wage earners whose time, attendance, activities, documents, and payroll are managed on our platform, and visitors to our websites and support resources. It covers processing that occurs through our clocking options such as rugged biometric devices, RFID wristbands, a facial clocking app, and WhatsApp clock‑ins, our central HR hub for storing worker documents, and our integrated payroll engine that generates payslips, bank files, and statutory submissions. It does not cover personal processing by our clients outside of our platform or any third‑party websites you may access via links. ## 3. THE PERSONAL INFORMATION WE COLLECT **3.1** We collect identity and contact details such as \- * Names; * employee numbers; * South African ID or passport numbers; * mobile numbers; * email addresses; and * SARS tax numbers for payroll, where relevant. **3.2** We collect employment and attendance data, including \- * worksite, * clock‑in and clock‑out timestamps, * tasks performed, * shift and overtime details, * leave requests and approvals; and * activity logs linked to supervisors and projects. **3.3** We collect payroll and financial information such as \- * pay rates; * piece‑rates, * earnings and deductions, * union and provident fund contributions, * bank account details for salary disbursement; and * generated payslips. **3.4** We process documents and compliance records including \- * employment contracts, * safety certificates, * training records, licences, and * medical records or fit‑for‑work notes maintained in our central HR hub. **3.5** We process biometric data for attendance and access control where our fingerprint or facial recognition clocking options are enabled, and we process RFID wristband identifiers and facial images where the facial clocking app is used. **3.6** Where WhatsApp clock‑ins or self‑service are enabled, we process WhatsApp identifiers, messages necessary for the service. Where enabled, we process location information recorded when employees clock using AllWage hardware devices or WhatsApp clocking, to verify presence at the worksite. **3.7** We also collect device, usage, and website information such as IP addresses, browser types, interaction logs, and cookies or similar technologies on our public sites as explained in the Cookies section of this policy. ## 4. HOW WE COLLECT PERSONAL INFORMATION We collect information directly from clients and their representatives when they register, administer their workforce, sign contracts, or communicate with us through our support channels. On a client’s behalf, we also collect information directly from employees and workers when they clock in or out, request leave, view or receive payslips, or communicate through the enabled WhatsApp or support channels, and from the client or site managers who administer worker profiles, define pay rules, upload documents, and manage attendance and payroll within our platform. We receive clocking and operational data from devices you use, including rugged biometric scanners, RFID devices, and WhatsApp or mobile applications. We may receive information from third‑party service providers that support functions such as identity verification, communications, secure payslip delivery, or hosting, subject to operator agreements and POPIA. ## 5. WHY WE COLLECT AND USE PERSONAL INFORMATION **5.1** We use personal information to \- * provide and improve our time and attendance, activity tracking, WhatsApp communications, document management, and payroll services; this includes \- * verifying attendance, * calculating earnings, * generating payslips, * preparing bank files, and * producing SARS and Department of Labour submissions. * administer your profile, support HR compliance by tracking expiry of documents and certifications, and maintain a complete audit trail of changes for dispute resolution; and * secure our services, monitor performance, prevent ghost workers and fraud, and improve accuracy and efficiency for wage‑intensive operations. **5.2** We use contact details to send operational communications including shift schedules, leave decisions, and payslips via WhatsApp where enabled, and to respond to queries and support tickets. **5.3** We use cookies and analytics to operate our websites, remember preferences, improve performance, and, where you consent, understand usage for product improvement and marketing consistent with POPIA. ## 6. OUR LAWFUL BASES FOR PROCESSING UNDER POPIA **6.1** AllWage contracts with its clients, who are employers, to deliver time, attendance and payroll services, including calculating pay and issuing payslips. AllWage does not contract with those clients’ employees or workers for these services. We process their personal information on the client’s behalf and on its documented instructions under the Data Processing Addendum. The client is responsible for determining the lawful basis for processing its employees’ and workers’ personal information under POPIA. **6.2** We process personal information to comply with legal obligations applicable to AllWage or, on a client’s documented instructions, to assist that client in complying with its legal obligations, such as South African tax and labour law requirements, including PAYE, UIF, SDL, and statutory reporting. **6.3** We process personal information to pursue our legitimate interests where AllWage acts as responsible party or, on a client’s documented instructions, that client’s legitimate interests, including ensuring accurate attendance, preventing ghost workers, maintaining audit trails, and improving operational efficiency, balanced against the rights of the people concerned. **6.4** Where we process special personal information on a client’s behalf, such as biometric templates and facial images for attendance, health-related records in the HR hub, or union membership for deductions, the client must obtain any required consent from the employees or workers concerned, unless another authorisation under sections 27–33 of POPIA applies. Where consent is relied on, it may be withdrawn by contacting the client, but this will not affect lawful processing based on other grounds or prior to withdrawal. AllWage assists the client in giving effect to the withdrawal in accordance with the Data Processing Addendum and applicable law. ## 7. SPECIAL PERSONAL INFORMATION AND CHILDREN’S INFORMATION **7.1** Where we process biometric information for fingerprint or facial recognition clocking, health information in medical records, or union membership data, we will do so on the client’s documented instructions, subject to the client establishing explicit consent or another lawful authorisation under POPIA, and with enhanced safeguards, and the client is responsible for explaining the implications to the employees or workers concerned at the point of collection. **7.2** We do not target or knowingly process the personal information of children under 18 in our services; if a client intends to process children’s information on the platform, the client is responsible for ensuring a lawful basis and compliance with sections 34 \- 35, and we will support such processing only where authorised by law and with appropriate safeguards. ## 8. WHETHER PROVISION IS MANDATORY OR VOLUNTARY AND CONSEQUENCES OF NON‑PROVISION **8.1** Depending on the applicable service and legal requirements, certain information is mandatory to provide our services or to comply with law, including identity and tax identifiers, bank details for salary disbursement, attendance data, and documents required for labour, safety, or site access compliance. Without this information, we may be unable to deliver services or you may be unable to work on specific sites. **8.2** The client must establish the applicable authorisation under POPIA for processing biometric and health information; site safety rules alone do not establish that authorisation. Where the client relies on consent for biometric attendance and an employee or worker declines or withdraws it, the client is responsible for considering and explaining any available alternatives. AllWage supports the client through the available platform options, but some features or efficiencies may be limited. ## 9. SHARING PERSONAL INFORMATION WITH OPERATORS AND RECIPIENTS **9.1** We share personal information with service providers who act as our operators for information processed on our behalf, or as sub-operators for information we process on a client’s behalf, including hosting providers, secure messaging or payslip delivery services, device and communications providers, and support partners, under written contracts that require confidentiality and appropriate security measures under sections 20 and 21 of POPIA. **9.2** We share information with banks and payment channels through generated bank files to pay wages and with SARS and other authorities through statutory reporting outputs, as required by law and client configuration. **9.3** We share information within the client organisation according to role‑based access, providing managers with attendance, payroll, and documentation necessary for operational and compliance purposes, subject to audit logs and least‑privilege principles. We do not sell personal information and we do not permit operators to process it for their own unrelated purposes. ## 10. CROSS‑BORDER TRANSFERS **10.1** Our platform is designed for South African clients, but some operators or communications channels such as WhatsApp may process personal information on servers outside South Africa, which constitutes a cross‑border transfer under section 72\. Where transfers occur, we will ensure an adequate level of protection through a law, binding corporate rules, or a binding agreement that upholds POPIA‑equivalent principles, or we will rely on the consent of the relevant data subject or contractual necessity when appropriate and lawful. Where AllWage processes employee or worker information on a client’s behalf, transfers are made on that client’s documented instructions and in accordance with the Data Processing Addendum and applicable law. **10.2** Where we intend to transfer special personal information or children’s information to a third party in a foreign country without adequate protection, the relevant responsible party must assess whether prior authorisation is required and obtain it from the Information Regulator before the processing proceeds where required by POPIA. AllWage handles this obligation where it is the responsible party; where the client is the responsible party, AllWage assists the client under the Data Processing Addendum. ## 11. SECURITY SAFEGUARDS We implement appropriate, reasonable technical and organisational measures to prevent loss, damage, unauthorised destruction, and unlawful access or processing, including encryption in transit and at rest for client information processed through our platform where feasible, role‑based access controls, complete audit logs of changes, and secure delivery of payslips, and we regularly review safeguards in light of new risks. We require our operators to implement equivalent measures under written contracts and to notify us without delay if they suspect any unauthorised access or acquisition of personal information. ## 12. DATA BREACHES AND HOW WE WILL NOTIFY YOU Where AllWage acts as the responsible party, if there are reasonable grounds to believe that personal information has been accessed or acquired by an unauthorised person, we will notify the Information Regulator and affected data subjects as soon as reasonably possible, taking into account law enforcement needs and restoration of system integrity, and we will provide the information that enables you to take protective measures. Notifications may be sent to your last known email or physical address, placed prominently on our website, published in news media, or made by another method directed by the Regulator. Where AllWage processes employee or worker information on a client’s behalf, AllWage notifies the client and assists it in accordance with POPIA and the Data Processing Addendum. The client is responsible for notifying the Information Regulator and affected employees or workers as required of it as responsible party. ## 13. RETENTION AND DELETION We retain personal information only for as long as is necessary to fulfil the purposes described in this policy or to comply with legal, regulatory, tax, accounting, or reporting requirements, after which we will destroy, delete, or de‑identify records in accordance with section 14\. Payroll, tax and employment records are typically subject to multi-year statutory retention periods in South Africa. For employee and worker information processed on a client’s behalf, the client determines the applicable retention requirements and AllWage handles retention, return and deletion in accordance with the client’s documented instructions, the Data Processing Addendum and applicable law. AllWage’s own records are retained under its applicable retention schedules and legal obligations. ## 14. YOUR POPIA RIGHTS AND HOW TO EXERCISE THEM **14.1** You have the right to \- **14.1.1** be notified of collection; **14.1.2** know whether we hold personal information about you; **14.1.3** request access to your personal information; **14.1.4** request correction, deletion, or destruction where it is inaccurate, excessive; out of date, incomplete, misleading, or unlawfully obtained; **14.1.5** object on reasonable grounds to processing including direct marketing; **14.1.6** object to direct marketing by unsolicited electronic communications; **14.1.7** not be subject to certain automated decisions; **14.1.8** lodge a complaint with the Information Regulator; and **14.1.9** institute civil proceedings. 15\. To exercise your rights, please contact our Information Officer with sufficient detail to identify you and the information you request; we will respond within a reasonable period and may charge a prescribed fee for access as permitted by law, using the contact details below: **Responsible party**: AllWage Proprietary Limited, 5th Floor, Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081, South Africa **Information Officer**: Cilliers Geldenhuys **Email:** [cilliers@allwage.com](mailto:cilliers@allwage.com) **Telephone**: \+27 84 299 6791 **15.1** You may lodge complaints with the Information Regulator, which details are as follows \- **Address**: Woodmead North Office Park, 54 Maxwell Drive, Woodmead, Johannesburg, 2191 **Email**: [enquiries@inforegulator.org.za](mailto:enquiries@inforegulator.org.za) ; or [POPIAComplaints@inforegulator.org.za](mailto:POPIAComplaints@inforegulator.org.za) for POPIA complaints **Telephone**: 010 023 5200 or Toll free 0800 017 160\. ## 16. COOKIES AND SIMILAR TECHNOLOGIES Our websites use cookies and similar technologies to operate, secure, and improve the user experience, to remember preferences, and, where you consent, to measure usage and support marketing; because cookies can collect personal information, we will present a consent banner to obtain your opt‑in for non‑essential cookies and provide a cookie policy explaining each category. You can change your preferences at any time via the cookie settings link on our site or through your browser settings, though disabling certain cookies may affect site functionality. ## 17. OPERATORS (PROCESSORS) AND CONFIDENTIALITY We only engage operators under contracts that require them to process personal information on our documented instructions, implement appropriate security measures, keep information confidential, and notify us of security compromises; we remain responsible for our applicable obligations under sections 20 and 21 of POPIA and, for sub-operators processing client information, under the Data Processing Addendum. ## 18. AUTOMATED DECISION‑MAKING We do not make decisions with legal or similarly significant effects for you based solely on automated processing; where we use automation to calculate payroll or flag anomalies, such processing supports human decision‑making and oversight, and you may request an explanation and contest outcomes. ## 19. UPDATES TO THIS POLICY We may update this policy to reflect changes in law, technology, or our operations and will take reasonably practicable steps to inform you, including by posting a prominent notice on our website; the “last updated” date will appear at the top. ## 20. INFORMATION OFFICER CONTACT DETAILS | The Information Officer: | Cilliers Geldenhuys | | :---- | :---- | | **Principal Place of Business** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria, Gauteng, 0081 | | **Postal Address:** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria, Gauteng, 0081 | | **Tel:** | \+27 84 299 6791 | | **e-mail:** | [cilliers@allwage.com](mailto:cilliers@allwage.com) | ### Terms & Conditions URL: https://www.allwage.com/terms-and-conditions # PLATFORM AND PRODUCT USAGE TERMS AND END-USER LICENSE AGREEMENT Date: 02/09/2026 Version: 1.0 Your agreement with AllWage consists of the Master Agreement you sign and the documents it incorporates. The Master Agreement records your selected package and commercial arrangements. These Terms explain the general rules for using the platform; the accompanying data-processing terms explain how employee information is processed and protected. **Clauses 4, 10, 11 and 12 address customer responsibilities, suspension, liability and indemnities and may affect your remedies.** ## 1\. Parties and agreement documents 1.1 **AllWage** means AllWage Proprietary Limited, registration number **2018/531527/07**, a company incorporated in South Africa. Agrigistics was its former name; the company and registration number remain the same. 1.2 **Client** means the customer identified in the AllWage Master Agreement. **Master Agreement** means that customer agreement, including its addenda and any amendments agreed by the parties. **Terms** means this document. **Agreement** means the Master Agreement together with the documents it expressly incorporates. 1.3 These Terms form part of the Agreement when incorporated into the Master Agreement. The applicable version is the version identified there or subsequently agreed under clause 14\. Publishing a new version on a website does not, by itself, replace an existing customer's agreed terms. 1.4 Read the documents together: | Document | What it covers | | :---- | :---- | | **Master Agreement** | The Client's details, selected services, pricing, billing, onboarding, ordinary cancellation and service exclusions. This is the customer-specific document the Client signs. | | **These Terms** | The platform licence, permitted use, service responsibilities and general remedies. | | [**Data Processing Addendum**](https://allwage.com/data-processing-addendum) | Processing and protection of personal information on the Client's behalf, including the parties' responsibilities and the security measures. Its full title is [**Operator Schedule and Data Processing Addendum**](https://allwage.com/data-processing-addendum), and it includes Annexures A and B. | | [**Privacy Notice**](https://www.allwage.com/privacy-policy) | How AllWage handles personal information. Its inclusion in the Agreement is determined by the Master Agreement. It does not replace the processing obligations described in clause 8\. | 1.5 If the documents conflict, the [Data Processing Addendum](https://allwage.com/data-processing-addendum) takes priority on the protection and processing of personal information, as provided in its clause 15.1. Subject to that priority, the Master Agreement prevails over these Terms. References to the Addendum mean the version incorporated into the Client's Agreement, including validly agreed amendments. Where these Terms expressly apply one of its provisions to another subject, that provision also applies for the stated purpose; its application within the Addendum remains unchanged. 1.6 No provision excludes a right or obligation that applicable law does not permit the parties to exclude. Where the Consumer Protection Act or Electronic Communications and Transactions Act applies, its mandatory protections remain available. ## 2\. Services and authorised users 2.1 **Platform** means the AllWage applications and interfaces supplied to the Client under the Agreement. **Services** means the subscribed platform functionality and associated services agreed with the Client. Descriptions of processing activities in the agreement documents do not add services to the Client’s selected subscription. 2.2 **Authorised Users** are individuals the Client authorises to use its account, including its employees and appointed advisers. The Client must authorise access only for its agreed business purposes and within the subscribed scope. Access for an adviser does not extend the subscription to that adviser's other clients. 2.3 Subject to the Agreement, AllWage grants the Client a non-exclusive, non-transferable licence to use the Services and related documentation for its business during the agreed service term. Authorised Users may exercise that licence on the Client's behalf. Resale, sublicensing or provision of a service to unrelated customers requires AllWage's written agreement. 2.4 **Hardware** means equipment supplied by AllWage under an agreed order, which may include clocking devices, readers and associated accessories. Supply, pricing, delivery and any sale, rental or return arrangements are governed by the applicable written commercial terms. These Terms do not convert hardware supplied by an independent vendor into hardware supplied by AllWage. ## 3\. Accounts and permitted use 3.1 The Client must appoint appropriate account administrators. Users must protect their authentication credentials and must not share personal login credentials. The rules for access to personal information are addressed in clause 8\. 3.2 The Client must notify AllWage promptly if it becomes aware of unauthorised account access or compromised credentials and cooperate in securing the account. The Client is responsible for its instructions and Authorised Users' authorised actions, but this does not transfer responsibility for AllWage's own breach to the Client. 3.3 The Client and its Authorised Users must not: - access information, accounts or systems without authority; - upload malicious software, interfere with the Services or bypass access controls; - use the Services unlawfully, fraudulently or to infringe another person's rights; - copy, sell or redistribute the Platform or remove proprietary notices, except as permitted by the Agreement or applicable law; - reverse engineer the Platform except to the extent applicable law permits; or - conduct intrusive security testing without prior written authorisation from AllWage. 3.4 A separately issued Acceptable Use Policy applies contractually only if expressly incorporated into the Agreement. Operational guidance may explain permitted use but does not silently change the licence or the agreed commercial terms. ## 4\. Payroll and operational responsibilities 4.1 As part of operating payroll, the Client must check imported information, payroll settings and exceptions before relying on the resulting outputs. 4.2 Before approving payroll, releasing a payment instruction or making a statutory submission, the Client must review the relevant calculations, pay-run totals, recipient and bank details, deductions and reports. It must retain the records and approvals required for its business and applicable law. Generating an output does not establish that a bank, authority or other recipient has accepted or acted on it. 4.3 The Client remains responsible for its employer decisions, authorisations, registrations, payments and submissions. Agreed limitations on the services, including payroll outsourcing and professional advice, are set out in Addendum B — AllWage \- What We Don’t Do — to the Master Agreement. 4.4 The Client must promptly report a suspected calculation or processing error and provide reasonably available information needed to investigate it. AllWage must investigate errors within its Services and take reasonable steps to correct confirmed defects and assist with affected outputs. These responsibilities do not excuse either party's own breach or remove mandatory remedies. 4.5 The Client must manage its own deadlines and check acknowledgements from external systems. AllWage will provide reasonable cooperation within the agreed service scope when an issue in the Platform affects those processes. Any separately agreed undertaking to perform a particular submission or other task must be recorded in writing. ## 5\. Service operation, changes and support 5.1 AllWage will provide the Services with reasonable care and skill and take reasonable steps to maintain their operation. Any specific support hours, response commitments or service levels must be expressly agreed. These Terms do not promise uninterrupted or error-free availability. 5.2 AllWage may maintain and update the Platform, including changes needed for security, reliability and supported functionality. It will give reasonable advance notice of planned changes likely to materially disrupt the Client's use where practicable. Urgent protective action may be taken without advance notice, with notice as soon as reasonably practicable afterwards. 5.3 AllWage will not materially reduce the core functionality of a subscribed service during its agreed term without the Client's written agreement, except where a change is required by law or urgently necessary to address a security risk. In those circumstances, AllWage will explain the impact and discuss a reasonable alternative. If none is available and the service is materially impaired, the Client may terminate the affected service without an early-termination penalty. The separate process for objecting to changes in suppliers that process personal information is addressed in clause 8\. 5.4 The Client must maintain suitable connectivity and compatible equipment and install necessary supported updates on devices it controls. AllWage will communicate material compatibility requirements. The Client must use hardware in accordance with the supplied instructions. Hardware warranties and remedies are those expressly agreed together with any mandatory statutory rights. 5.5 Support and onboarding arrangements are governed by the Master Agreement. The Client must provide reasonable cooperation and authorise any requested support access. ## 6\. Integrations and third parties 6.1 Services may connect with systems operated by banks, payment providers, messaging providers, hardware vendors or other suppliers. The Client must hold any permissions and third-party accounts needed for the integrations it chooses and comply with the applicable terms of services it contracts for directly. 6.2 AllWage is responsible for performing its own agreed integration obligations. It does not control the independent provider's systems, decisions or availability, and does not guarantee that an external transaction or submission will succeed. The Client must check the external provider's confirmation and reconcile the resulting records. 6.3 Where an external provider changes or withdraws a connection, AllWage will notify the Client of a material effect on the Services when reasonably practicable and take reasonable steps to address the effect within the agreed scope. Clause 5.3 governs material loss of subscribed functionality, subject to the specific data-protection remedies described in clause 8\. 6.4 A supplier engaged by AllWage is not treated as the Client's independent supplier merely because it is a third party. AllWage's responsibilities for suppliers that process personal information on its behalf remain as described in clause 8\. 6.5 Any applicable open-source licence governs the relevant open-source component to the extent its terms must prevail. It does not give the Client rights over unrelated AllWage software. ## 7\. Data, intellectual property and confidentiality 7.1 **Client Data** means information, documents and other content supplied by or for the Client or generated specifically from its use of the Services, including its payroll and attendance outputs. As between the parties, the Client retains its rights in Client Data. This does not override data subjects' rights or third-party intellectual property rights. 7.2 AllWage retains its rights in the Platform, software, documentation and underlying technology. The Client receives the licence in clause 2, not ownership of that technology. Embedding Client Data in a report or compilation does not transfer ownership of that data to AllWage. 7.3 For Client Data that is not personal information, the Client authorises AllWage to handle it only as needed to provide the agreed Services and fulfil the Agreement or as required by law. Personal-information processing and any permitted de-identified analytics remain subject to clause 8\. 7.4 For confidential business information that is not personal information, each party must protect the other’s information, use it only for the Agreement and disclose it only to persons who need it for that purpose and are subject to appropriate confidentiality obligations. This does not restrict information lawfully public, independently developed or lawfully received without confidentiality restrictions. Legally compelled disclosure is permitted, with advance notice where lawful and practicable. ## 8\. Privacy and data protection 8.1 When AllWage processes personal information on the Client's behalf, such as employee records, the Client is the responsible party and AllWage is the operator under the Protection of Personal Information Act (POPIA). The Client is responsible for the lawful collection and use of that information and for its processing instructions. AllWage processes the information on the Client's behalf and must protect it in accordance with the [Data Processing Addendum](https://allwage.com/data-processing-addendum). The Addendum governs this processing throughout the Services, including during support and after a service ends. It sets out: - the Client's responsibilities for accurate and lawful information, processing instructions and access permissions; - AllWage's confidentiality and security obligations; - the use of suppliers that process personal information, called **Sub-Operators**, and objections to changes in those suppliers; - cross-border transfers, security-compromise notification and assistance with data-subject requests; - export, return, deletion and any continued retention of personal information; and - any permitted de-identified analytics. These processing obligations and remedies apply throughout these Terms to personal information processed on the Client's behalf. No provision of these Terms reduces them or adds a separate security standard, processing permission or timetable. Liability and indemnities are addressed in clause 11\. 8.2 The [Privacy Notice](https://www.allwage.com/privacy-policy) explains AllWage's processing in its own capacity, including customer relationship and account administration. It does not authorise AllWage to use Client-controlled personal information beyond the processing terms in clause 8.1. 8.3 Information about website cookies and related choices is provided through the website's Cookie Policy and cookie controls. Those disclosures do not amend the Agreement or substitute for a lawful basis for processing. ## 9\. Commercial arrangements 9.1 Fees, billing commencement, payment arrangements, invoice queries, onboarding charges, subscription duration and ordinary cancellation are governed by the Master Agreement and expressly agreed amendments. These Terms introduce no additional tariff, included-user allowance, billing date or ordinary cancellation period. 9.2 Refunds or credits follow any express commercial agreement and applicable law. There is no blanket exclusion of mandatory refund or service-remedy rights. Publication of a price list does not by itself change the Client's agreed fees. ## 10\. Breach, suspension and ending access 10.1 If either party materially breaches the Agreement, the other may give written notice describing the breach and requiring it to be remedied within 10 business days of receipt. If it is not remedied within that period, or cannot reasonably be remedied, the other party may terminate the affected service by written notice. Any mandatory notice or remedy period takes precedence. 10.2 If an invoice remains unpaid after its due date under the Master Agreement, AllWage may suspend the Client’s and its Authorised Users’ access to the Services until the overdue amount is paid. This suspension does not require the 10-business-day remedy period in clause 10.1, subject to any notice or other requirement imposed by applicable law. Invoice disputes must be raised through the process in the Master Agreement; raising a dispute does not automatically defer payment or prevent suspension unless AllWage agrees otherwise in writing or applicable law requires otherwise. 10.3 AllWage may also suspend the access reasonably necessary to address unlawful use, a material security threat or a material breach. Where practicable, it will first explain the issue and allow a reasonable opportunity to remedy it. Immediate suspension is permitted where needed to prevent harm or comply with law, followed by prompt notice where legally permitted. AllWage must restore suspended access promptly when the grounds for suspension have been resolved. Suspension does not itself terminate the Agreement or remove the Client’s data-protection rights described in clause 8\. 10.4 The Master Agreement governs ordinary cancellation. The specific data-protection rights described in clause 8 remain available and take precedence for matters they govern. 10.5 When a service ends, the licence to use that service ends. The Client must stop using the related software and remove installed copies where applicable. This does not require deletion of the Client's own exported records or prevent access expressly needed to exercise agreed export rights. 10.6 The handling of personal information when a service ends is addressed in clause 8\. For other Client Data, AllWage will provide a reasonable opportunity to obtain a copy before deletion. Accrued rights and obligations, and provisions intended to continue, including confidentiality, intellectual property and applicable liability provisions, survive termination. ## 11\. Liability **This clause limits the financial remedies available against AllWage.** 11.1 The exceptions in clause 13.6 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum) apply to every limitation, exclusion and indemnity in these Terms. These exceptions cover fraud, wilful misconduct, gross negligence and liability that cannot legally be excluded or limited. 11.2 Liability arising under or in connection with the [Data Processing Addendum](https://allwage.com/data-processing-addendum) is governed by that Addendum, including its exceptions and indemnities. The limitations in this clause do not replace or further restrict those provisions. 11.3 Subject to clauses 11.1 and 11.2, AllWage's total aggregate liability under or in connection with these Terms is subject to the cap and calculation set out in clause 13.1 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum) incorporated into the Agreement. That cap and calculation apply to claims under these Terms as if set out here. 11.4 Subject to clauses 11.1 and 11.2, the exclusions in clause 13.2 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum), other than its exclusion concerning loss of data, also apply to claims under these Terms. The exclusion concerning loss of data remains confined to claims governed by that Addendum. 11.5 Neither party may recover more than once for the same loss by bringing claims under different documents in the Agreement. Each party must take reasonable steps to mitigate its losses. These provisions do not make the Client responsible for an error or breach attributable to AllWage. ## 12\. Third-party claims **This clause may require the Client to reimburse AllWage for specified third-party claims.** 12.1 Subject to clause 11.1, the Client indemnifies AllWage against damages finally awarded by a competent court and reasonable defence costs arising from a third-party claim to the extent caused by the Client's unlawful use of the Services or its infringement of that third party's intellectual property rights. This excludes loss caused by AllWage's own breach, negligence or misconduct. The separate indemnity provisions for data-processing claims remain applicable as explained in clause 11.2. 12.2 AllWage must promptly notify the Client of the claim and provide reasonable cooperation. The Client may conduct the defence using suitably qualified advisers. Neither party may agree a settlement imposing liability, an admission or a non-monetary obligation on the other without that party's prior written consent, not unreasonably withheld. Failure to notify limits the indemnity only to the extent it prejudices the defence. ## 13\. Disputes and notices 13.1 The parties should first try to resolve a dispute through their nominated representatives. Either party may nevertheless seek urgent relief or exercise a statutory remedy without waiting for those discussions. 13.2 South African law applies to these Terms, and the parties submit to the non-exclusive jurisdiction of the High Court of South Africa, Gauteng Division, Pretoria, under the governing-law and jurisdiction provisions in clause 14 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum). These Terms impose no separate compulsory arbitration requirement and do not restrict any forum or remedy available under mandatory law. 13.3 Contractual notices must be in writing and delivered to the relevant party at its designated physical or email address, under the notice provisions in clause 15.6 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum). AllWage’s current details are shown in clause 16; the Client’s designated details are in the Master Agreement. Either party may update its details by written notice. Service of court process remains subject to applicable procedural law. ## 14\. Changes to the Agreement 14.1 Amendments to these Terms or the Client’s commercial arrangements must be recorded in writing and signed by or on behalf of both parties, as required by clause 15.3 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum). An agreed electronic signature or other legally valid signed electronic acceptance may be used. Merely publishing revised terms, issuing an invoice or continuing to use the Platform does not by itself establish agreement to a change. 14.2 Operational updates permitted by clause 5 are distinct from amendments to the Agreement. The processing terms described in clause 8 remain subject to their own variation requirements. ## 15\. General 15.1 The documents that make up the Agreement are identified in clause 1\. The entire-agreement provision in clause 15.2 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum) concerns its own subject matter; these Terms remain part of the wider Agreement. 15.2 Neither party may transfer the Agreement or its obligations to another person without the other's prior written consent, not unreasonably withheld. Engaging a supplier to perform work does not release the contracting party from its obligations. The appointment of suppliers that process personal information is addressed in clause 8\. 15.3 If a court or competent authority finds a provision invalid, unlawful or unenforceable, the affected part is separated and the remaining provisions continue to apply to the extent permitted by law. The parties must negotiate in good faith to agree a valid replacement that comes as close as possible to the intended commercial result. Failing or delaying to exercise a right does not waive it, and exercising a right once or in part does not prevent its further exercise or the exercise of other rights. These matters are governed by the severability and no-waiver provisions in clauses 15.4 and 15.5 of the [Data Processing Addendum](https://allwage.com/data-processing-addendum), which also apply to these Terms. ## 16\. Contact information **AllWage Proprietary Limited** Registration number: **2018/531527/07** **Physical address:** 5th Floor Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081\. **Email:** [info@allwage.com](mailto:info@allwage.com) / [cilliers@allwage.com](mailto:cilliers@allwage.com) **Website:** [www.allwage.com](https://www.allwage.com) Use these designated details for contractual notices under clause 13, unless updated by written notice. Use the Master Agreement's specified channels for billing or cancellation requests. ### Data Processing Addendum URL: https://www.allwage.com/data-processing-addendum # OPERATOR SCHEDULE AND DATA PROCESSING ADDENDUM Date: 02/09/2026 Version: 1.0 ## 1. PARTIES **1.1** **AllWage (Pty) Ltd** (Registration Number: 2018/531527/07), a private company duly incorporated in accordance with the laws of the Republic of South Africa, having its registered address at 5th Floor Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081 (**"AllWage"**); and **1.2** The person or entity identified as the customer in the Master Agreement (the “**Client**” or the “**Responsible Party**”), whose identifying particulars and address are recorded in the Master Agreement. **1.3** AllWage and the Responsible Party are individually referred to as a "**Party**" and collectively as the "**Parties**". ## 2. INTRODUCTION This Operator Schedule and Data Processing Addendum (the "**Addendum**") forms part of, and is incorporated by reference into, the master service agreement or other written agreement between AllWage and the Responsible Party pursuant to which the Responsible Party accesses and uses the AllWage platform for payroll processing and related human-resources and remuneration administration services including time, attendance and payroll management, generating payslips, bank files and statutory reporting (the "**Master Agreement**") with effect from the **Effective Date**. It sets out the terms on which AllWage processes Personal Information as an Operator under the Protection of Personal Information Act 4 of 2013 ("**POPIA**") in connection with the Responsible Party's access to and use of the AllWage platform. The parties agree that this Addendum prevails in the event of any conflict with the Master Agreement on matters relating to POPIA processing. **NOW THEREFORE THE PARTIES AGREE AS FOLLOWS:** ## 3. Definitions and interpretation **3.1** In this Addendum, unless the context indicates otherwise, the following expressions shall have the meanings set out below: **3.1.1** "**Applicable Law**" means the Protection of Personal Information Act 4 of 2013 ("**POPIA**"), any regulations promulgated thereunder, any applicable codes of conduct issued by the Information Regulator, and any other legislation of the Republic of South Africa applicable to the Processing of Personal Information, in each case as amended, re-enacted or replaced from time to time; **3.1.2** "**Data Subject**" means the person to whom Personal Information relates, as defined in section 1 of POPIA; **3.1.3** "**Effective Date**" means the effective date of the Master Agreement into which this Addendum is incorporated, unless the Parties agree a different commencement date for this Addendum in writing; **3.1.4** "**Information Regulator**" means the Information Regulator established in terms of section 39 of POPIA; **3.1.5** "**Operator**" means a person who processes Personal Information for a Responsible Party in terms of a contract or mandate, without coming under the direct authority of that party, as defined in section 1 of POPIA. For the purposes of this Addendum, the Operator is AllWage; **3.1.6** "**Personal Information**" means information relating to an identifiable, living, natural person, and where it is applicable, an identifiable, existing juristic person, as defined in section 1 of POPIA and for the purposes of this Addendum refers to any information Processed by AllWage and/or its sub-processors on behalf of the Responsible Party relating to an identified or identifiable natural person or juristic person, where required; **3.1.7** "**POPIA**" means the Protection of Personal Information Act 4 of 2013, as amended from time to time, including any regulations promulgated and codes of conduct issued thereunder; **3.1.8** "**Master Agreement**" means the agreement between the Parties in terms of which the Responsible Party utilises the AllWage platform for payroll processing and related human-resources and remuneration administration services including time, attendance and payroll management, generating payslips, bank files and statutory reporting; **3.1.9** "**Processing**" means any operation or activity or any set of operations, whether or not by automatic means, concerning Personal Information, including the collection, receipt, recording, organisation, collation, storage, updating or modification, retrieval, alteration, consultation, use, dissemination by means of transmission, distribution or making available in any other form, merging, linking, as well as restriction, degradation, erasure or destruction of information, as defined in section 1 of POPIA; and "Process", "Processes" and "Processed" shall be construed accordingly; **3.1.10** "**Responsible Party**" means a public or private body or any other person which, alone or in conjunction with others, determines the purpose of and means for processing Personal Information, as defined in section 1 of POPIA. For the purposes of this Addendum, the Responsible Party is identified in the preamble above; **3.1.11** "**Security Compromise**" means any instance where there are reasonable grounds to believe that the Personal Information of a Data Subject has been accessed or acquired by any unauthorised person, as contemplated in sections 21 and 22 of POPIA; **3.1.12** "**Special Personal Information**" means Personal Information concerning a Data Subject's religious or philosophical beliefs, race or ethnic origin, trade union membership, political persuasion, health or sex life, biometric information, or criminal behaviour, as contemplated in sections 26 to 33 of POPIA; **3.1.13** "**Sub-Operator**" means any third party engaged by the Operator to Process Personal Information on behalf of the Responsible Party in connection with this Addendum. **3.2** Words and expressions defined in POPIA and not otherwise defined herein shall bear the same meanings as assigned to them in POPIA. **3.3** References to sections are to POPIA unless context indicates otherwise. The words include and including are not limiting. **3.4** Clause headings are for convenience only and shall not be used in interpretation. ## 4. Scope and purpose **4.1** This Addendum applies to the Processing of Personal Information by AllWage, who acts as an Operator, on behalf of the Responsible Party in accordance with the categories of Personal Information, Data Subjects and the nature and purposes of Processing described in Annexure A, which is tailored to the Responsible Party's use of the AllWage platform for payroll processing and related human-resources and remuneration administration services including time, attendance and payroll management, generating payslips, bank files and statutory reporting. **4.2** AllWage will Process Personal Information only for the purpose of performing its obligations under the Master Agreement and only in accordance with the documented instructions of the Responsible Party, as set out in this Addendum (including Annexure A), the Master Agreement, the Responsible Party's configurations and in-portal settings and any further written instructions given by the Responsible Party from time to time. **4.3** AllWage shall not Process Personal Information for any purpose (including AllWage’s own marketing, profiling, or sales purposes) other than as set out in this Addendum or as otherwise documented in writing by the Responsible Party, save where required to do so by Applicable Law, in which event AllWage shall (to the extent permitted by such law) inform the Responsible Party of that legal requirement prior to Processing**.** **4.4** AllWage may process de‑identified or aggregated information for service analytics and improvement, provided the data cannot reasonably be re‑identified and no attempts to re‑identify are made. **4.5** AllWage will not sell Personal Information. **4.6** AllWage may suspend Processing on written notice where it reasonably believes that continuing to Process in accordance with a Responsible Party's instruction would contravene POPIA or any other Applicable Law. AllWage shall be entitled to suspend the relevant Processing pending the Responsible Party's clarification or amendment of the instruction, and shall not be liable for any delay or failure to perform resulting from such suspension. ## 5. Obligations of allwage as operator **5.1** AllWage shall, in respect of all Personal Information Processed on behalf of the Responsible Party: **5.1.1** Process Personal Information only with the knowledge or authorisation of the Responsible Party and only on the Responsible Party's documented instructions, unless required to Process by Applicable Law, in which case AllWage shall inform the Responsible Party of that legal requirement before the relevant Processing unless such law prohibits such information on important grounds of public interest; **5.1.2** treat all Personal Information as confidential and ensure that all persons authorised by AllWage to Process Personal Information have committed themselves to appropriate obligations of confidentiality (whether contractual or statutory); **5.1.3** implement and maintain appropriate, reasonable technical and organisational measures to secure the integrity and confidentiality of Personal Information in its possession or under its control, in accordance with section 19 of POPIA. The measures implemented by AllWage as at the Effective Date are described in Annexure B; **5.1.4** taking into account the nature of the Processing, assist the Responsible Party by appropriate technical and organisational measures, insofar as this is reasonably possible, in fulfilling the Responsible Party's obligations to respond to requests from Data Subjects exercising their rights, in accordance with clause 8; **5.1.5** taking into account the nature of Processing and the information available, provide reasonable assistance to the Responsible Party, on request and at cost where not included in support, with personal information impact assessments, consultations with the Information Regulator, and prior authorisation processes that relate to the services. **5.1.6** assist the Responsible Party in ensuring compliance with its obligations under sections 19 to 22 of POPIA (security of processing and notification of Security Compromises), taking into account the nature of Processing and the information available to AllWage; **5.1.7** at the election of the Responsible Party, return or securely delete or destroy all Personal Information after the end of the provision of services relating to Processing, and delete existing copies unless Applicable Law requires retention of the Personal Information, in accordance with clause 12; and **5.1.8** make available to the Responsible Party all information reasonably necessary to demonstrate compliance with the obligations laid down in section 21 of POPIA and this Addendum, and allow for and contribute to audits, including inspections, conducted by the Responsible Party or an auditor mandated by the Responsible Party. **5.2** With regard to clause 5.1.8: **5.2.1** the Responsible Party shall give AllWage not less than 30 (thirty) business days prior written notice of any proposed audit or inspection; **5.2.2** audits shall be conducted during normal business hours and must not unreasonably interfere with AllWage’s business operations; **5.2.3** auditors must protect AllWage’s and other customers’ confidentiality and security, and audits must be limited to information necessary to assess compliance with this Addendum and POPIA sections 19 \- 21; **5.2.4** the Responsible Party bears all audit costs unless the audit reveals a material, uncured breach of this Addendum by AllWage, in which case AllWage shall bear the reasonable costs thereof; **5.2.5** the Responsible Party shall not be entitled to exercise its audit rights more than once in any 12 (twelve) month period, unless a Security Compromise has occurred or the Information Regulator requires an additional audit; and **5.2.6** all auditors shall be bound by obligations of confidentiality no less onerous than those contained in the Master Agreement and shall not be a competitor of AllWage. ## 6. Obligations of the Responsible Party **6.1** The Responsible Party warrants, represents and undertakes that: **6.1.1** it has a lawful basis under POPIA for the collection and Processing of all Personal Information provided to AllWage, and for the disclosure of such Personal Information to AllWage for Processing under this Addendum, including (where applicable) the consent of the relevant Data Subjects; **6.1.2** all authorisations, consents, registrations and notifications required under Applicable Law have been obtained, given or made (as applicable) prior to providing Personal Information to AllWage, including the provision of notifications to Data Subjects in accordance with section 18; where Personal Information includes biometrics used for attendance, health records, or trade union membership for deductions, the Responsible Party warrants that section 26 prohibitions are lifted by applicable authorisations under sections 27 \- 33, including explicit consent where required, and that any prior authorisation under sections 57 \- 58 for transfers of Special Personal Information to foreign countries lacking adequate protection has been obtained before instructing AllWage to Process. **6.1.3** If children’s Personal Information is processed, the Responsible Party warrants that sections 34 \- 35 conditions are satisfied and that any prior authorisation under sections 57 \- 58 is secured where applicable. **6.1.4** all instructions given to AllWage in respect of the Processing of Personal Information are and shall at all times be lawful and in compliance with POPIA and any other Applicable Law and will be provided in writing through the Master Agreement, this Addendum, and the platform’s documented configuration capabilities; and **6.1.5** it has complied and shall continue to comply with its own obligations as a responsible party under POPIA, including the conditions for the lawful Processing of Personal Information. **6.2** The Responsible Party is solely responsible for the accuracy, quality, and legality of Personal Information uploaded or entered into the platform and for the means by which the Responsible Party acquired such Personal Information. **6.3** The Responsible Party acknowledges that AllWage is entitled to rely on the Responsible Party's instructions and the accuracy of the Responsible Party's warranties, and that AllWage shall not be liable for any loss, claim, cost, fine, penalty or damage arising from or in connection with the Responsible Party's breach of its obligations under this clause 6 or under POPIA. **6.4** The Responsible Party shall promptly inform AllWage of any changes to the Personal Information or to its instructions that may affect AllWage's ability to perform its obligations under this Addendum. ## 7. Sub‑operators (sub‑processors) **7.1** The Responsible Party authorises AllWage to engage Sub-Operators to carry out any Processing activities on behalf of the Responsible Party provided that AllWage: **7.1.1** carries out adequate due diligence to ensure that the Sub-Operator is capable of providing the level of protection for Personal Information required by this Addendum and Applicable Law; **7.1.2** ensures that the arrangement between AllWage and the Sub-Operator is governed by a written contract which imposes on the Sub-Operator data protection obligations no less onerous than those set out in this Addendum (including, where applicable, equivalent obligations in respect of cross-border transfers under section 72 of POPIA); and **7.1.3** remains responsible to the Responsible Party for the performance of each Sub-Operator's obligations, provided that such liability shall be subject to the limitations and exclusions set out in clause 13 of this Addendum. **7.2** AllWage will maintain an up‑to‑date list of material Sub‑operators for the processing services on request and shall inform the Responsible Party in writing of any intended changes concerning the addition or replacement of Sub-Operators, providing the Responsible Party with a reasonable opportunity (being not less than 15 (fifteen) business days from the date of such notice) to object to such changes. **7.3** If the Responsible Party objects under clause 7.2 on reasonable grounds relating to the protection of Personal Information, the Parties shall discuss the objection in good faith, and AllWage shall use reasonable endeavours to make available an alternative solution that does not involve the proposed Sub-Operator. Pending resolution, AllWage shall not engage the proposed Sub-Operator to Process the Responsible Party’s Personal Information, and the Responsible Party may suspend the affected service. If the objection remains unresolved and no reasonable alternative is available, either Party may terminate the affected service on 30 (thirty) days’ written notice without penalty. Such termination shall extend only to services that depend on the proposed Sub-Operator. This Addendum shall continue to apply to any Personal Information that AllWage continues to Process. ## 8. Data subject rights **8.1** AllWage shall, taking into account the nature of the Processing and AllWage’s features, provide reasonable technical and organisational assistance, on written request by and at the Responsible Party’s cost where not included in support, to enable the Responsible Party to respond to Data Subject requests in exercising their rights under POPIA, including (without limitation) rights of: **8.1.1** access to Personal Information; **8.1.2** correction or deletion of Personal Information that is inaccurate, irrelevant, excessive, out of date, incomplete, misleading or unlawfully obtained; and **8.1.3** the destruction or deletion of a record of Personal Information. **8.1.4** The assistance described above applies to Personal Information Processed on the platform and includes assistance with related requests under the Promotion of Access to Information Act 2 of 2000, where applicable. **8.2** Where AllWage receives a request directly from a Data Subject in respect of Personal Information Processed under this Addendum, AllWage will: **8.2.1** promptly notify the Responsible Party of such request; **8.2.2** not respond directly unless required to do so by Applicable Law (in which case AllWage shall, to the extent legally permitted, inform the Responsible Party of that legal requirement before responding) or unless expressly instructed to do so by the Responsible Party in writing**;** and **8.2.3** provide such reasonable co-operation and assistance as the Responsible Party may request to enable the Responsible Party to respond to the Data Subject within the timeframes required by POPIA. **8.3** The Responsible Party remains responsible for making determinations on the lawfulness of requests and for communications with Data Subjects. ## 9. Security safeguards **9.1** AllWage will implement appropriate, reasonable technical and organisational security measures to protect the integrity and confidentiality of Personal Information against loss, damage, unauthorised destruction, and unlawful access or processing, having regard to generally accepted information security practices and procedures, and will regularly verify and update safeguards as required by section 19(2) \- (3). **9.2** Without limiting the generality of clause 9.1, AllWage shall: **9.2.1** identify all reasonably foreseeable internal and external risks to Personal Information in its possession or under its control; **9.2.2** establish and maintain appropriate safeguards against the risks identified; **9.2.3** regularly verify that the safeguards are effectively implemented; and **9.2.4** ensure that the safeguards are continually updated in response to new risks or deficiencies in previously implemented safeguards. **9.3** The technical and organisational measures implemented by AllWage as at the Effective Date are described in Annexure B. **9.4** AllWage will ensure persons authorised to process the Personal Information have committed themselves to confidentiality obligations or are under an appropriate statutory duty of confidentiality, and are trained on data protection responsibilities proportionate to their role. **9.5** The Responsible Party acknowledges that security and privacy outcomes depend in part on its own role‑based access configurations, user management, and device deployment choices, and undertakes to apply least‑privilege access aligned to its policies. ## 10. Breach notification **10.1** AllWage will notify the Responsible Party without undue delay and in any event within 72 hours of becoming aware of or have reasonable grounds to believe that a Security Compromise affecting Personal Information processed on behalf of the Responsible Party under this Addendum, in compliance with section 21(2) of POPIA. **10.2** Such notification shall include, to the extent reasonably available to AllWage at the time of notification: **10.2.1** a description of the nature of the Security Compromise, including (where possible) the categories and approximate number of Data Subjects affected and the categories and approximate number of Personal Information records concerned; **10.2.2** the name and contact details of AllWage's designated contact person from whom further information may be obtained; **10.2.3** a description of the likely consequences of the Security Compromise; and **10.2.4** a description of the measures taken or proposed to be taken by AllWage to address the Security Compromise, including (where appropriate) measures to mitigate its possible adverse effects. **10.3** Where and in so far as it is not possible to provide all information at the same time, the information may be provided in phases without undue further delay. **10.4** AllWage shall co-operate with the Responsible Party and take such reasonable steps as the Responsible Party may direct to assist in the investigation, mitigation and remediation of the Security Compromise. **10.5** The Responsible Party acknowledges and agrees that: **10.5.1** the obligation to notify the Information Regulator and affected Data Subjects of a Security Compromise rests with the Responsible Party in accordance with section 22 of POPIA, and AllWage's role is to notify the Responsible Party and assist in discharging that obligation; **10.5.2** AllWage shall not be liable for any delay in notification to the extent that such delay is attributable to the Responsible Party's failure to provide information, instructions or a response reasonably requested by AllWage; and **10.5.3** AllWage's initial notification under clause 10.1 may be provided on the basis of preliminary and incomplete information, and AllWage shall supplement such notification as further information becomes reasonably available. **10.6** Notification is not an admission of fault or liability. ## 11. Cross‑border transfers **11.1** The Responsible Party acknowledges that certain Sub‑operators or communications platforms may process Personal Information outside South Africa, for example, WhatsApp message delivery infrastructure or cloud hosting providers, which may constitute cross‑border transfers under section 72\. **11.2** AllWage shall not transfer Personal Information to a third party in a foreign country or to an international organisation outside the Republic of South Africa without the Responsible Party's knowledge and unless the transfer complies with section 72 of POPIA. **11.3** A transfer of Personal Information to a recipient in a foreign country shall only be permitted where one or more of the following conditions is satisfied: **11.3.1** the recipient of the Personal Information is subject to a law, binding corporate rules or a binding agreement which provides an adequate level of protection that effectively upholds principles for the reasonable Processing of Personal Information that are substantially similar to the conditions for the lawful Processing of Personal Information set out in Chapter 3 of POPIA; **11.3.2** the Data Subject has consented to the transfer; **11.3.3** the transfer is necessary for the performance of a contract between the Data Subject and the Responsible Party, or for the implementation of pre-contractual measures taken in response to the Data Subject's request; **11.3.4** the transfer is necessary for the conclusion or performance of a contract concluded in the interest of the Data Subject between the Responsible Party and a third party; or **11.3.5** the transfer is for the benefit of the Data Subject and it is not reasonably practicable to obtain the consent of the Data Subject to the transfer, and if it were reasonably practicable, the Data Subject would be likely to give such consent. **11.4** Where AllWage engages a Sub-Operator in connection with a cross-border transfer, AllWage shall ensure that the Sub-Operator is bound by equivalent transfer obligations as those set out in this clause 11\. **11.5** AllWage shall provide the Responsible Party with such information as may be reasonably required to enable the Responsible Party to satisfy itself that the conditions set out in section 72 of POPIA have been met in respect of any cross-border transfer. **11.6** If the Responsible Party instructs AllWage to transfer Special Personal Information or the Personal Information of children to a third party in a foreign country that does not provide an adequate level of protection, the Responsible Party warrants that any required prior authorisation under section 57(1)(d) has been obtained and notified to the Regulator under section 58 before instructing AllWage, and will provide evidence on request. ## 12. Term and termination **12.1** This Addendum commences on the Effective Date and continues for as long as AllWage Processes Personal Information on behalf of the Responsible Party under the Master Agreement. **12.2** This Addendum shall automatically terminate upon the later of: **12.2.1** the termination or expiry of the Master Agreement; and **12.2.2** the date on which AllWage ceases to Process all Personal Information on behalf of the Responsible Party. **12.3** Upon termination or expiry of the Master Agreement or an affected service, the Responsible Party shall, within 30 (thirty) days, notify AllWage in writing whether it requires the export or deletion of the Personal Information relating to the terminated services and no longer required for any continuing services. AllWage shall act on that election as soon as reasonably practicable and no later than 30 (thirty) days after receiving it, by either: **12.3.1** make available for secure export to the Responsible Party a copy of Personal Information in a commonly used, machine‑readable format, or **12.3.2** securely delete or de‑identify Personal Information, and will provide written confirmation upon completion. Where deletion is not feasible (e.g., backups or legal holds), AllWage will continue to protect it per this Addendum and will not actively process it except for storage and proof. **12.4** Notwithstanding clause 12.3, AllWage shall be entitled to retain Personal Information to the extent required by Applicable Law (including, without limitation, tax legislation, payroll record-keeping obligations, and the requirements of the Basic Conditions of Employment Act 75 of 1997), in which case: **12.4.1** such retained Personal Information shall remain subject to the confidentiality and security obligations of this Addendum for the duration of its retention; **12.4.2** AllWage shall not Process such retained Personal Information for any purpose other than compliance with the applicable legal obligation; and **12.4.3** AllWage shall securely delete or destroy such Personal Information upon expiry of the applicable retention period. **12.5** If the Responsible Party does not communicate its election within the 30 (thirty) day period specified in clause 12.3, AllWage shall securely delete or destroy the Personal Information concerned as soon as reasonably practicable and no later than 30 (thirty) days after that period expires, subject to the retention provisions in clauses 12.3.2 and 12.4. **12.6** The following provisions shall survive termination or expiry of this Addendum: clause 3 (Definitions and Interpretation), clause 5.1.2 (Confidentiality), clause 6 (Obligations of the Responsible Party), clause 10 (Security Compromise Notification, to the extent of ongoing obligations), clause 11 (Cross-Border Transfers, to the extent Personal Information is retained post-termination), clause 12 (Term and Termination), clause 13 (Liability and Indemnities), clause 14 (Governing Law and Jurisdiction), and clause 15 (General). ## 13. Liability and Indemnities **13.1** Subject to clause 13.6 AllWage's total aggregate liability under or in connection with this Addendum, whether in contract, delict (tort), under statute or otherwise, shall not exceed an amount equal to the fees actually paid by the Responsible Party to AllWage in terms of the Master Agreement during the 12 (twelve) month period immediately preceding the event giving rise to the claim, or **R100,000.00** (whichever is the lesser). **13.2** AllWage shall not be liable for any: **13.2.1** indirect, special, incidental or consequential loss or damage; **13.2.2** loss of profit, loss of revenue, loss of business or loss of anticipated savings; **13.2.3** loss of data (save for AllWage's obligation to implement security measures under this Addendum); or **13.2.4** loss of goodwill or reputation, however arising, even if AllWage has been advised of the possibility of such loss or damage. **13.3** AllWage shall not be liable for any loss, damage, claim, cost, expense, fine, penalty or liability arising from or in connection with: **13.3.1** AllWage's compliance with the Responsible Party's documented instructions; **13.3.2** the Responsible Party's breach of its warranties, representations or obligations under this Addendum or under POPIA; **13.3.3** the Responsible Party's failure to obtain necessary consents, authorisations or to make required notifications to Data Subjects; or **13.3.4** the inaccuracy, incompleteness or unlawfulness of Personal Information provided by the Responsible Party to AllWage; **13.3.5** the results obtained from the use of the platform by the Responsible Party and for the conclusions drawn from such use. **13.4** The Responsible Party shall indemnify and hold harmless AllWage and its directors, employees, and Sub‑operators from and against all losses, liabilities, penalties, administrative fines, costs, and expenses arising from or in connection with: **13.4.1** any unlawful instruction given by the Responsible Party to AllWage; **13.4.2** any breach by the Responsible Party of its warranties, representations or obligations under clause 6 of this Addendum; **13.4.3** the Responsible Party's failure to obtain necessary consents, authorisations or to make required notifications under POPIA; and **13.4.4** any third-party claim (including a claim by a Data Subject or the Information Regulator) to the extent that such claim arises from the Responsible Party's breach of this Addendum, the Master Agreement or Applicable Law. **13.5** AllWage shall indemnify the Responsible Party against direct damages finally awarded by a court of competent jurisdiction or agreed in settlement (approved in writing by AllWage) to the extent arising from AllWage’s material breach of its obligations under clauses 5, 7, 8 or 9, provided that the Responsible Party mitigates loss and promptly notifies and cooperates with AllWage. **13.6** Nothing in this Addendum shall exclude or limit liability for fraud, wilful misconduct or gross negligence, or any liability which cannot be excluded or limited by Applicable Law. ## 14. Governing law and jurisdiction This Addendum and any dispute or claim arising out of or in connection with it are governed by the laws of the Republic of South Africa. The parties submit to the non-exclusive jurisdiction of the High Court of South Africa, Gauteng Division, Pretoria in relation to any such dispute, without prejudice to any statutory right to lodge a complaint with the Information Regulator. ## 15. General **15.1** **Relationship with the Master Agreement.** This Addendum supplements and forms part of the Master Agreement. Except as expressly modified by this Addendum, all terms and conditions of the Master Agreement remain in full force and effect. In the event of any conflict or inconsistency between this Addendum and the Master Agreement in respect of the protection of Personal Information or the Processing thereof, the provisions of this Addendum shall prevail. **15.2** **Entire agreement.** This Addendum (together with the Master Agreement and Annexures A and B) constitutes the entire agreement between the Parties in relation to its subject matter and supersedes all prior agreements, understandings, negotiations and discussions (whether oral or written) between the Parties in relation thereto. **15.3** **Variation.** No amendment, modification or variation of this Addendum shall be binding on either Party unless reduced to writing and signed by or on behalf of each Party. **15.4** **Severability.** If any provision of this Addendum is held by any court or competent authority to be invalid, unlawful or unenforceable to any extent, such provision shall to that extent be severed from the remaining provisions, which shall continue to be valid and enforceable to the fullest extent permitted by law. The Parties shall negotiate in good faith to agree a replacement provision that, to the greatest extent possible, achieves the intended commercial result of the severed provision. **15.5** **No waiver.** No failure or delay by a Party in exercising any right, power or remedy under this Addendum shall operate as a waiver of that right, power or remedy, nor shall any single or partial exercise of any such right, power or remedy preclude any other or further exercise thereof or the exercise of any other right, power or remedy. **15.6** **Notices.** Any notice required or permitted to be given under this Addendum shall be in writing and delivered to the relevant Party at the address or email address set out below (or such other address as that Party may designate by written notice from time to time): To **AllWage**: 5th Floor Bloukrans Building Lynnwood Bridge Pretoria Gauteng, 0081 Email: [info@allwage.com](mailto:info@allwage.com) / [cilliers@allwage.com](mailto:cilliers@allwage.com) To **Responsible Party**: The physical address and email address designated by the Client for notices in the Master Agreement. ## 16. EXECUTION This Addendum, including Annexures A and B, is accepted by the Parties through execution of the Master Agreement into which it is incorporated and does not require separate signature. ## 1. : Description of processing (AllWage services) The categories and activities below apply to the extent relevant to the services used by the Responsible Party and its documented instructions and configurations. ## 1. Categories of Data Subjects **1.1** Employees, wage earners, contractors, and temporary or seasonal workers whose time, attendance, activities, documents, and payroll are administered by the Responsible Party on AllWage. **1.2** Responsible Party administrators, managers, and supervisors with portal access. ## 2. Categories of Personal Information **2.1** Identity and contact information: names, employee numbers, South African ID or passport numbers, mobile numbers, email addresses. **2.2** Employment and attendance information: worksite allocations, clock‑in/out timestamps, shifts, overtime and short time, leave requests and approvals, daily activities, project/task data, supervisor assignments, notes and overrides. **2.3** Biometric and clocking information: fingerprint or facial recognition templates or images where enabled; RFID wristband identifiers; facial clocking validation outcomes; device and event metadata. **2.4** Location information: location recorded when employees clock using AllWage hardware devices or WhatsApp clocking, where enabled. **2.5** HR documentation: contracts, licences, training certificates, safety certificates, medical or fitness‑to‑work records, document expiry alerts. **2.6** Payroll and financial information: earnings, deductions, benefits, overtime and piece‑rates, pay run templates, payslips, bank account details, SARS tax numbers, UIF/SDL items, provident fund and union deductions where applicable, bank file outputs. **2.7** Statutory reporting data: EMP201, EMP501, UIF declarations, IRP5/IT3(a), bargaining council outputs (e.g., BIBC) where configured. **2.8** System and security data: role‑based permissions, full audit logs of changes, support tickets. ## 3. Special Personal Information processed (as configured by the Responsible Party) **3.1** Biometric information (fingerprint, facial recognition). **3.2** Health information contained in medical or fitness‑to‑work documentation. **3.3** Trade union membership information where used for payroll deductions**.** ## 4. Nature and purpose of processing **4.1** Capturing and verifying attendance and activities; managing shifts, breaks, and leave; preventing ghost workers (e.g., biometric and facial validation; RFID clocking). **4.2** Consolidating time data into payroll; generating payslips and bank files; delivering payslips and operational notices via WhatsApp; supporting dispute resolution through audit logs. **4.3** Maintaining a central HR repository; tracking document expiries and compliance alerts; supporting industrial and statutory reporting. ## 5. Processing operations Collection, recording, organisation, collation, storage, retrieval, consultation, use, transmission, distribution or making available, merging, linking, restriction, and deletion or destruction, as necessary to provide the services. ## 6. Duration of processing Personal Information is Processed for the duration specified in clause 12 of this Addendum. Its return, deletion, de-identification and any continued retention are governed by that clause. ## 7. Sub‑operators and cross‑border elements Material categories may include: cloud hosting and infrastructure; secure messaging and payslip delivery (including WhatsApp); device vendors or managed services; analytics and monitoring tools. Some Sub-Operators may Process Personal Information outside South Africa. Such transfers shall comply with section 72 of POPIA and clause 11 of this Addendum. ## 8. Security measures (summary) Role‑based access; multi‑factor authentication for all access to systems processing Personal Information; transport encryption (TLS 1.2 or higher); encryption at rest (AES‑256 or equivalent industry‑standard encryption); least‑privilege access; complete audit logging; secure payslip access and delivery; hardened device configurations; operator contractual controls. ## 9. Data export and deletion procedures Standard export formats for payroll and attendance data; secure export of document repositories on request; deletion routines including cryptographic erasure for applicable stores; backup retention and eventual expiry with no active processing. ## 2. \- TECHNICAL AND ORGANISATIONAL SECURITY MEASURES AllWage has implemented and maintains the following technical and organisational security measures in accordance with section 19 of POPIA, having due regard to generally accepted information security practices and procedures (as updated from time to time in accordance with clause 5.1.3 of this Addendum, provided that such updates do not materially diminish the overall level of security): ## 1. Access Controls Role-based access controls restricting access to Personal Information to authorised personnel on a need-to-know basis; multi-factor authentication for access to systems Processing Personal Information; unique user credentials; automatic session timeouts; and procedures for timely de-provisioning upon termination of employment or engagement. ## 2. Encryption Encryption of Personal Information in transit (TLS 1.2 or higher) and at rest (AES-256 or equivalent industry-standard encryption); encrypted backup storage. ## 3. Network and Systems Security Firewalls; intrusion detection and prevention systems; network segmentation; regular vulnerability assessments and penetration testing; malware protection; and timely application of security patches and updates. ## 4. Physical Security Data centre facilities with physical access controls (biometric or card-based entry), CCTV monitoring, environmental controls (fire suppression, climate control), and redundant power supply. ## 5. Business Continuity and Disaster Recovery Regular data backups (with tested restoration procedures); documented disaster recovery plan; redundant infrastructure; and defined recovery time and recovery point objectives. ## 6. Personnel Security Pre-employment screening (background checks) for personnel with access to Personal Information; written confidentiality obligations; regular information security awareness training; and disciplinary procedures for breach of security policies. ## 7. Incident Detection and Response Documented incident response plan; designated incident response team; procedures for detection, escalation, containment, investigation, remediation and post-incident review of Security Compromises. ## 8. Audit, Logging and Monitoring Centralised logging and monitoring of access to systems Processing Personal Information; retention of audit logs for the periods specified in AllWage’s documented retention schedules, subject to Applicable Law and clause 12 of this Addendum; regular internal security audits; and periodic independent third-party security assessments. ## 9. Data Minimisation and Retention Processing limited to Personal Information that is adequate, relevant and not excessive for the stated purposes; documented retention schedules aligned with Applicable Law; and secure disposal (overwriting or physical destruction) upon expiry of retention periods. ### Acceptable Use Policy URL: https://www.allwage.com/acceptable-use-policy # ACCEPTABLE USE POLICY Date: 02/09/2026 Version: 1.0 ## 1. INTRODUCTION AND SCOPE **1.1** This Acceptable Use Policy ("**AUP**" or "**Policy**") sets out the rules and conditions governing the use of the website: [www.allwage.com](http://www.allwage.com), the AllWage web portal, mobile application, biometric and clocking devices, WhatsApp integration, and all related services (collectively, the "**Platform**" and "**Services**") provided by AllWage (Pty) Ltd (Registration Number: 2018/531527/07) ("**AllWage**", "**we**", "**us**", or "**our**"). **1.2** This Policy applies to all persons who access or use the Platform and Services, including employer Customers, their designated administrators, Authorised Users, and end-user employees (collectively, "**Users**" or "**you**"). **1.3** By accessing, browsing, registering on, or using the Platform or any of the Services, you acknowledge that you have read, understood, and agree to be bound by this Policy, our Privacy Policy, our Terms of Service, and all applicable laws, including the Protection of Personal Information Act 4 of 2013 ("**POPIA**" or "**the Act**"). **1.4** If you do not agree with this Policy, you must immediately cease all use of the Platform and Services. **1.5** This Policy must be read together with, and is supplementary to, the AllWage Privacy Policy, Cookie Policy, Terms of Service, and any applicable Operator Agreement or Data Processing Agreement concluded between AllWage and the Customer. References in this Policy to the Terms of Service mean the [AllWage Terms and Conditions](https://www.allwage.com/terms-and-conditions), and references to an [Operator Agreement or Data Processing Agreement](https://www.allwage.com/data-processing-addendum) mean the Operator Schedule and Data Processing Addendum incorporated into the Customer's Master Agreement. ## 2. DEFINITIONS In this Policy, unless the context indicates otherwise, the following terms bear the meanings assigned to them: 1\. **"the Act" or "POPIA"** means the Protection of Personal Information Act 4 of 2013, as amended, together with any regulations promulgated thereunder; **1.2** **"Authorised User"** means any natural person authorised by a Customer to access and use the Platform on behalf of that Customer, including administrators and employees; **1.3** **"Biometric Information"** means information relating to the physical or behavioural characteristics of a natural person, including fingerprint data, facial recognition data, or any other biometric identifiers collected via clocking or time-and-attendance devices, which constitutes special personal information as defined in Section 26 of POPIA; **1.4** **"Customer"** means the employer or business entity that has contracted with AllWage for access to and use of the Platform and Services; **1.5** **"Data Subject"** means the person to whom personal information relates, as defined in Section 1 of POPIA; **1.6** **"Information Officer"** means the person registered with the Information Regulator in terms of Section 55 of POPIA to fulfil the responsibilities set out in Sections 55 and 56 of POPIA on behalf of AllWage; **1.7** **"Information Regulator"** means the Information Regulator established in terms of Section 39 of POPIA, being the independent statutory body responsible for the enforcement of POPIA; **1.8** **"Operator"** means a person who processes personal information for a responsible party in terms of a contract or mandate, without coming under the direct authority of that responsible party, as defined in Section 1 of POPIA; **1.9** **"Personal Information"** means information relating to an identifiable, living, natural person, and where applicable, an identifiable, existing juristic person, as defined in Section 1 of POPIA, including but not limited to identity numbers, contact details, employment information, financial and payroll data, biometric data, and location data; **1.10** **"Platform"** means the AllWage website ([www.allwage.com](http://www.allwage.com)), web portal, mobile application, biometric and clocking devices, WhatsApp integration, application programming interfaces, and all associated infrastructure and technology; **1.11** **"Processing"** means any activity or set of activities, whether or not by automatic means, concerning personal information, as defined in Section 1 of POPIA; **1.12** **"Responsible Party"** means the public or private body, or any other person, which, alone or in conjunction with others, determines the purpose of and means for processing personal information, as defined in Section 1 of POPIA; **1.13** **"Services"** means the workforce management, payroll processing, time-and-attendance, leave management, reporting, WhatsApp-based employee communication, and all other services provided by AllWage through the Platform; **1.14** **"Special Personal Information"** means personal information as contemplated in Section 26 of POPIA, including information concerning a data subject's religious or philosophical beliefs, race or ethnic origin, trade union membership, political persuasion, health or sex life, biometric information, or criminal behaviour; **1.15** **"User"** means any person who accesses or uses the Platform and Services, including Customers, Authorised Users, and end-user employees. ## 3. POPIA ROLES AND RESPONSIBILITIES **3.1** For the purposes of POPIA, the parties' respective roles in relation to the processing of personal information through the Platform are as follows: **3.1.1** The Customer (employer) is the Responsible Party as defined in Section 1 of POPIA. The Customer determines the purpose of and means for the processing of personal information of its employees, workers, and other data subjects whose information is uploaded to or processed through the Platform. **3.1.2** AllWage acts as an Operator as defined in Section 1 of POPIA. AllWage processes personal information solely on behalf of the Customer and in accordance with the Customer's documented instructions, save where required to do otherwise by law. **3.2** The relationship between AllWage as Operator and the Customer as Responsible Party is governed by a separate Operator Agreement (also referred to as a Data Processing Agreement), which sets out the terms, conditions, and security measures applicable to AllWage's processing of personal information on behalf of the Customer, as required by Section 21 of POPIA. **3.3** AllWage processes certain personal information in its own capacity as a Responsible Party (for example, information relating to its direct customers for account management, billing, communication, and compliance purposes). The AllWage Privacy Policy governs such processing. **3.4** Each Customer warrants and undertakes that it has complied, and will continue to comply, with all obligations imposed on a Responsible Party under POPIA, including the eight conditions for lawful processing set out in Chapter 3 of the Act. ## 4. PERMITTED USE OF THE PLATFORM **4.1** Users may use the Platform and Services solely for their intended lawful purposes, which include: **4.1.1** managing workforce attendance, time and clocking records, and biometric verification; **4.1.2** processing payroll, statutory deductions (PAYE, UIF, SDL), and generating regulatory returns; **4.1.3** managing leave applications, activity tracking, and production records; **4.1.4** communicating with employees via WhatsApp integration (payslips, clocking, timesheets, and notifications); **4.1.5** generating reports for compliance, costing, and business management purposes; and **4.1.6** any other use expressly authorised by AllWage in writing or through the Platform's functionality. **4.2** Users must use the Platform in accordance with this Policy, the Terms of Service, all applicable laws (including POPIA, the Basic Conditions of Employment Act 75 of 1997, and the National Minimum Wage Act 9 of 2018), and any instructions or guidelines published by AllWage from time to time. **4.3** Users are responsible for ensuring that all information submitted to the Platform is accurate, complete, and lawfully obtained. ## 5. PROHIBITED CONDUCT **5.1** Users shall not, and shall ensure that their Authorised Users do not, engage in any of the following conduct in connection with the Platform or Services: **5.1.1** accessing or attempting to access the Platform, any user account, or any data without proper authorisation, or exceeding the scope of authorised access; **5.1.2** sharing, disclosing, or transferring login credentials, passwords, or multi-factor authentication tokens to any third party, or permitting any unauthorised person to use your account; **5.1.3** impersonating any person or entity, or misrepresenting your identity, affiliation, or authority; **5.1.4** uploading, transmitting, or storing any content that is unlawful, defamatory, obscene, fraudulent, threatening, harassing, hateful, or that infringes any third party's intellectual property rights or rights of privacy; **5.1.5** introducing or transmitting any virus, worm, Trojan horse, ransomware, spyware, or other malicious code or harmful technology to or through the Platform; **5.1.6** circumventing, disabling, or interfering with any security features, access controls, encryption, or authentication mechanisms of the Platform; **5.1.7** using automated tools, bots, scrapers, crawlers, or similar technologies to access, extract, copy, or monitor any data or content from the Platform without AllWage's prior written consent; **5.1.8** reverse engineering, decompiling, disassembling, or otherwise attempting to derive the source code, algorithms, or underlying structure of the Platform or any component thereof; **5.1.9** using the Platform to process personal information without a lawful basis as contemplated in Section 11 of POPIA, or in a manner that contravenes any of the eight conditions for lawful processing; **5.1.10** collecting, uploading, or processing personal information that is inadequate, irrelevant, or excessive having regard to the purpose for which it is processed, in contravention of Section 10 of POPIA; **5.1.11** using personal information obtained through the Platform for any secondary purpose that is incompatible with the original purpose for which it was collected, in contravention of Section 15 of POPIA; **5.1.12** engaging in unlawful direct marketing by electronic means, including unsolicited communications in contravention of Section 69 of POPIA; **5.1.13** transferring personal information to a recipient in a foreign country in contravention of Section 72 of POPIA; **5.1.14** interfering with or disrupting the integrity, availability, or performance of the Platform or its infrastructure, including through denial-of-service attacks or excessive automated requests; **5.1.15** using the Platform in any manner that could damage, disable, overburden, or impair AllWage's servers or networks; **5.1.16** using the Platform for any purpose that is unlawful under the laws of the Republic of South Africa or any other applicable jurisdiction; and **5.1.17** facilitating or assisting any third party in performing any of the acts described in this clause 5\. **5.2** AllWage reserves the right to investigate any suspected violation of this Policy and to take such action as it deems appropriate, including suspension or termination of access, reporting to law enforcement, and co-operation with the Information Regulator. ## 6. USER OBLIGATIONS REGARDING PERSONAL INFORMATION AND POPIA COMPLIANCE **6.1** Each User who uploads, submits, or otherwise causes personal information of employees, workers, or other data subjects to be processed through the Platform warrants and undertakes that: **6.1.1** it has a lawful basis for such processing, whether by consent (as defined in Section 11 of POPIA), for the performance of a contract, in compliance with a legal obligation, for the protection of a legitimate interest of the data subject, for the proper performance of a public law duty, or the pursuit of the legitimate interests of the responsible party or a third party to whom the information is supplied (Section 11(1)(a)-(f) of POPIA); **6.1.2** where consent is relied upon as the basis for processing, such consent was obtained voluntarily, specifically, and on an informed basis, and can be withdrawn at any time; **6.1.3** it has taken reasonably practicable steps to ensure that data subjects are aware that their personal information is being collected and processed, in compliance with the notification requirements of Section 18 of POPIA, including informing data subjects of the purpose of processing, the identity of the responsible party, and their rights under POPIA; **6.1.4** the personal information collected and uploaded to the Platform is adequate, relevant, and not excessive in relation to the specific, explicitly defined, and lawful purpose for which it is processed (Section 10 of POPIA); **6.1.5** it takes reasonable steps to ensure that personal information is complete, accurate, not misleading, and updated where necessary (Section 16 of POPIA); **6.1.6** personal information is not retained for longer than is necessary for achieving the purpose for which it was collected or subsequently processed, unless retention is required or authorised by law, required for contractual purposes, or consented to by the data subject (Section 14 of POPIA); **6.1.7** it honours and gives effect to data subject participation rights, including the right of a data subject to request confirmation of whether their personal information is held, to request access to such information, to request correction or deletion of information that is inaccurate, irrelevant, excessive, out of date, incomplete, misleading, or unlawfully obtained, to object to the processing of personal information on reasonable grounds, and to withdraw previously given consent (Sections 23 and 24 of POPIA); **6.1.8** it does not use personal information obtained through the Platform for any purpose other than the purpose for which it was originally collected, unless the further processing is compatible with the original purpose as determined in accordance with Section 15 of POPIA. **6.2** Users acknowledge that AllWage, as Operator, relies on the Customer's representations and warranties regarding the lawfulness of the personal information provided to it and is not in a position to independently verify the lawful basis for each item of personal information uploaded to the Platform. **6.3** Users shall promptly notify AllWage if they become aware of any data subject request, complaint, or regulatory inquiry relating to personal information processed through the Platform, and shall cooperate with AllWage in responding to same. ## 7. SPECIAL PERSONAL INFORMATION AND CHILDREN'S PERSONAL INFORMATION **7.1** The Platform processes biometric information (including fingerprint and facial recognition data) for the purpose of time-and-attendance verification. Biometric information constitutes special personal information under Section 26 of POPIA and is subject to the general prohibition on processing unless an exemption in Section 27 applies. **7.2** Customers who enable biometric clocking or verification features on the Platform warrant and undertake that: **7.2.1** they have obtained the data subject's consent to the processing of biometric information, or that another applicable exemption under Section 27 of POPIA applies (such as processing required by law, for the establishment, exercise, or defence of a right, or for a legitimate purpose identified by the Information Regulator); **7.2.2** data subjects have been informed, in accordance with Section 18, that biometric information will be collected, the purpose for which it will be used, and how it will be stored and protected; **7.2.3** biometric information will not be used for any purpose other than workforce time-and-attendance verification unless a separate lawful basis exists; **7.2.4** appropriate safeguards are in place, including limiting access to biometric data to authorised personnel only. **7.3** Users shall not upload or cause to be processed through the Platform any other special personal information (as defined in Section 26 of POPIA) unless such processing is justified under Section 27, and shall not upload personal information relating to children (persons under the age of 18\) unless such processing is justified under Section 35 of POPIA and the prior consent of a competent person (parent or guardian) has been obtained where required. **7.4** AllWage shall process special personal information and children's personal information in accordance with the security measures set out in the Operator Agreement and applicable law. ## 8. SECURITY SAFEGUARDS **8.1** AllWage maintains appropriate technical and organisational measures to secure the integrity and confidentiality of personal information processed through the Platform, as required by Section 19 of POPIA. These measures are designed to prevent loss, damage, unauthorised destruction, and unlawful access to personal information. **8.2** Users are responsible for: **8.2.1** maintaining the confidentiality and security of their login credentials, passwords, and any multi-factor authentication tokens; **8.2.2** ensuring that devices used to access the Platform (including mobile devices and biometric clocking devices) are secured against unauthorised access; **8.2.3** logging out of the Platform after each session, particularly on shared or public devices; **8.2.4** reporting any suspected or actual security compromise, loss of credentials, or unauthorised access to AllWage without undue delay, and in any event within 24 hours of becoming aware of such incident. **8.3** AllWage shall not be liable for any loss or damage arising from a User's failure to comply with the obligations in clause 8.2. ## 9. SECURITY COMPROMISES AND DATA BREACH NOTIFICATION **9.1** In the event that a User becomes aware of, or reasonably suspects, a security compromise (as defined in Section 22 of POPIA) affecting personal information processed through the Platform, the User must immediately notify AllWage by contacting the Information Officer at: **Responsible party**: AllWage Proprietary Limited, 5th Floor, Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081, South Africa **Information Officer**: Cilliers Geldenhuys **Email**: [cilliers@allwage.com](mailto:cilliers@allwage.com) **Telephone:** \+27 84 299 6791 **9.2** AllWage will, upon becoming aware of a security compromise that may affect the personal information of data subjects: **9.2.1** investigate the nature and scope of the compromise; **9.2.2** take reasonable steps to mitigate and contain the compromise; **9.2.3** where AllWage acts as Responsible Party, notify the Information Regulator and affected data subjects as soon as reasonably possible after discovery, in accordance with Section 22 of POPIA, unless the identity of the data subjects cannot be established; **9.2.4** where AllWage acts as Operator, notify the Customer and cooperate with it, as Responsible Party, in fulfilling notification obligations and remediation measures in accordance with the Data Processing Addendum and applicable law. **9.3** The notification to affected data subjects shall include sufficient information to allow the data subject to take protective measures, including a description of the possible consequences, the measures taken or proposed to address the compromise, and a recommendation regarding steps the data subject can take. ## 10. CROSS-BORDER AND TRANSBORDER INFORMATION FLOWS **10.1** AllWage primarily stores and processes personal information within the Republic of South Africa. **10.2** Where personal information is transferred to a recipient in a foreign country, AllWage will ensure that such transfer complies with Section 72 of POPIA and is only made where: **10.2.1** the recipient is subject to a law, binding corporate rules, or a binding agreement which provides an adequate level of protection substantially similar to the conditions for lawful processing under POPIA; **10.2.2** the data subject has consented to the transfer; **10.2.3** the transfer is necessary for the performance of a contract between the data subject and the responsible party, or for the implementation of pre-contractual measures taken in response to the data subject's request; **10.2.4** the transfer is necessary for the conclusion or performance of a contract concluded in the interest of the data subject between the responsible party and a third party; or **10.2.5** the transfer is for the benefit of the data subject and it is not reasonably practicable to obtain the data subject's consent, and if it were, the data subject would be likely to consent. **10.3** Users shall not use the Platform to transfer personal information to recipients outside South Africa except in accordance with Section 72 of POPIA and with AllWage's prior written approval where required under the Operator Agreement. ## 11. COOKIES AND WEBSITE TRACKING **11.1** The Platform uses cookies and similar tracking technologies to enhance user experience, analyse usage patterns, and improve the Services. **11.2** AllWage obtains users' consent before placing non-essential cookies on their devices, in compliance with POPIA and applicable electronic communications legislation. Users may manage their cookie preferences at any time through the cookie consent mechanism provided on the Platform. **11.3** Full details regarding the types of cookies used, their purposes, and users' choices are set out in the AllWage Cookie Policy, available at [www.allwage.com](http://www.allwage.com). **11.4** AllWage does not make access to the Platform conditional upon the acceptance of non-essential cookies. ## 12. DIRECT MARKETING **12.1** AllWage and Users shall comply with Section 69 of POPIA in respect of direct marketing by means of electronic communications (including email, SMS, and WhatsApp). **12.2** Users shall not use the Platform to send unsolicited direct marketing communications to data subjects unless: **12.2.1** the data subject has given prior consent to receiving such communications; or **12.2.2** the data subject is an existing customer of the User, the communication relates to similar products or services, the data subject was given a reasonable opportunity to object at the time their details were first collected, and on each subsequent communication, and the data subject has not objected. **12.3** Every direct marketing communication must clearly identify the sender, contain accurate contact details, and include a clear, simple, and free mechanism for the recipient to opt out of future communications. **12.4** AllWage shall not be liable for any direct marketing communications sent by Users through the Platform in contravention of Section 69 of POPIA. ## 13. INTELLECTUAL PROPERTY **13.1** All intellectual property rights in and to the Platform, including but not limited to the software, source code, algorithms, databases, user interfaces, designs, trademarks, logos, documentation, and all related content, vest exclusively in AllWage or its licensors and are protected by the laws of the Republic of South Africa and applicable international intellectual property treaties. **13.2** Nothing in this Policy or in the use of the Platform grants the User any right, title, or interest in AllWage's intellectual property, save for the limited, non-exclusive, non-transferable, revocable licence to use the Platform for its intended purposes in accordance with the Terms of Service. **13.3** Users shall not copy, reproduce, modify, adapt, translate, create derivative works from, distribute, licence, sell, or exploit any part of the Platform or its content without AllWage's prior written consent. ## 14. SUSPENSION AND TERMINATION **14.1** AllWage may, in its sole discretion and without prejudice to any other rights or remedies available to it, immediately suspend or restrict a User's access to the Platform, in whole or in part, if AllWage reasonably suspects or determines that: **14.1.1** the User has breached any provision of this Policy, the Terms of Service, or any applicable law; **14.1.2** the User's conduct poses a security risk to the Platform, other Users, or data subjects; **14.1.3** suspension is necessary to comply with a court order, regulatory directive, or instruction from the Information Regulator; and **14.1.4** the User's account has been compromised or is being used fraudulently. **14.2** AllWage may terminate a User's access to the Platform permanently if: **14.2.1** the User commits a material or repeated breach of this Policy; **14.2.2** the User fails to remedy a remediable breach within 10 (ten) days of receiving written notice to do so; and **14.2.3** the Customer's service agreement with AllWage is terminated for any reason. **14.3** Suspension or termination shall not relieve the User of any obligations that have accrued prior to such suspension or termination, including obligations relating to personal information, confidentiality, and indemnification. ## 15. DISCLAIMERS AND LIMITATION OF LIABILITY **15.1** The Platform and Services are provided on an "as is" and "as available" basis. To the maximum extent permitted by applicable law, AllWage disclaims all warranties, whether express, implied, or statutory, including but not limited to implied warranties of merchantability, fitness for a particular purpose, accuracy, and non-infringement. **15.2** AllWage does not warrant that the Platform will be uninterrupted, error-free, secure, or free from viruses or other harmful components, nor that defects will be corrected within any particular timeframe. **15.3** To the maximum extent permitted by law, AllWage shall not be liable for any indirect, incidental, special, consequential, or punitive damages, including but not limited to loss of profits, loss of data, business interruption, or loss of goodwill, arising out of or in connection with the use of or inability to use the Platform or Services, howsoever caused, whether in contract, delict (tort), strict liability, or otherwise. **15.4** AllWage's total aggregate liability to any User for all claims arising out of or in connection with this Policy or the use of the Platform shall not exceed the total fees paid by the Customer to AllWage in the 12 (twelve) months immediately preceding the event giving rise to the claim. **15.5** Nothing in this Policy shall exclude or limit liability that cannot be excluded or limited under applicable law, including liability for fraud, gross negligence, or wilful misconduct. ## 16. INDEMNITY **16.1** Each User agrees to indemnify, defend, and hold harmless AllWage, its directors, officers, employees, agents, and affiliates from and against all claims, demands, actions, damages, losses, costs, liabilities, and expenses (including reasonable legal fees on an attorney-and-client scale) arising out of or in connection with: **16.1.1** the User's breach of this Policy, the Terms of Service, or any applicable law; **16.1.2** the User's unlawful processing of personal information, including processing without a lawful basis, failure to obtain required consents, or failure to comply with data subject rights; **16.1.3** any enforcement action, administrative fine, infringement notice, or penalty imposed by the Information Regulator arising from the User's non-compliance with POPIA; **16.1.4** any claim by a data subject arising from the User's handling of their personal information; and **16.1.5** the User's negligence, fraud, or wilful misconduct in connection with the Platform or Services. **16.2** This indemnity survives the termination or expiry of the User's access to the Platform. ## 17. REPORTING VIOLATIONS AND CONTACT DETAILS **17.1** Users who become aware of any violation of this Policy, any security incident, or any suspected unlawful processing of personal information through the Platform must report it promptly to AllWage's Information Officer: | The Information Officer: | Cilliers Geldenhuys | | :---- | :---- | | **Principal Place of Business** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria Gauteng | | **Postal Address:** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria Gauteng | | **Tel:** | \+27 84 299 6791 | | **e-mail:** | [cilliers@allwage.com](mailto:cilliers@allwage.com) | **17.2** Users may also lodge a complaint directly with the Information Regulator (South Africa) which details are as follows: **Physical address**: Woodmead North Park, 54 Maxwell Drive, Woodmead, Johannesburg, 2191 **Email address**: [complaints.IR@justice.gov.za](mailto:complaints.IR@justice.gov.za) **Website**: [www.inforegulator.org.za](http://www.inforegulator.org.za) **Toll Free**: \+27 80 001 7160 **17.3** AllWage will investigate all reported violations and take appropriate remedial action. ## 18. CHANGES TO THIS POLICY **18.1** AllWage reserves the right to amend, modify, or replace this Policy at any time. Material changes will be communicated to Users by means of a prominent notice on the Platform, email notification to registered Users, or such other reasonable means as AllWage deems appropriate. **18.2** The updated Policy shall take effect on the date specified in the notification or, if no date is specified, 14 (fourteen) days after notification. **18.3** Continued use of the Platform after the effective date of any amendment constitutes acceptance of the amended Policy. Users who do not agree with the amendments must cease using the Platform. **18.4** Users are encouraged to review this Policy periodically to stay informed of their obligations. ## 19. GOVERNING LAW AND DISPUTE RESOLUTION **19.1** This Policy shall be governed by and construed in accordance with the laws of the Republic of South Africa. **19.2** Any dispute arising out of or in connection with this Policy shall, in the first instance, be referred to senior representatives of the parties for resolution by negotiation within 14 (fourteen) business days of written notice of the dispute. **19.3** If the dispute is not resolved by negotiation, either party may refer the dispute to mediation in accordance with the rules of the Arbitration Foundation of Southern Africa ("**AFSA**"), or such other mediation body as the parties may agree. **19.4** If the dispute is not resolved by mediation within 30 (thirty) days (or such longer period as the parties may agree), either party may refer the dispute to arbitration in accordance with the rules of AFSA, to be held in Johannesburg, South Africa, before a single arbitrator, conducted in the English language. **19.5** Nothing in this clause shall prevent either party from approaching a court of competent jurisdiction for urgent interim relief. **19.6** The parties consent to the jurisdiction of the High Court of South Africa, Gauteng Division, Johannesburg, for any proceedings not subject to arbitration. ### Cookie Policy URL: https://www.allwage.com/cookie-policy # COOKIES POLICY Date: 02/09/2026 Version: 1.0 ## 1. INTRODUCTION This policy applies to allwage.com and all of its subdomains operated by AllWage, including www.allwage.com and app.allwage.com (collectively, our “Website”). The cookies used may differ between the sites and applications covered by this policy. Our Website makes use of cookies to automatically collect information and data through the standard operation of the Internet servers. Our Website uses cookies to distinguish you from other users of the Website to help us provide you with a seamless and personalised experience when you visit the Website. This also allows us to improve the Website. ## 2. WHAT ARE COOKIES **2.1** Cookies are small text files a website can use (and which we may use) to recognise repeat users, facilitate the user’s on-going access to and use of a website and allow a website to track usage behaviour and compile aggregate data that will allow the website operator to improve the functionality of the website and its content, and to display more focused advertising to a user by way of third party tools. **2.2** If you do not want information collected through the use of cookies, there is a simple procedure in most browsers that allows you to deny or accept the cookie feature. **2.3** Please note that cookies may be necessary to provide you with certain features available on our Website, and thus if you disable the cookies on your browser you may not be able to use those features, and your access to our Website will therefore be limited. ## 3. WHICH COOKIES DO WE USE There are four types of cookies that AllWage utilises, each providing different functionality. These are \- **3.1** **Necessary/Essential Cookies**: These are cookies that are required for the operation of the Website. They include, for example, cookies that enable you to log into secure areas of the Website, or access specific material on the website. **3.2** **Functionality Cookies**: These cookies are used to recognise you when you return to the Website. This enables us to personalise our content for you, greet you by name and remember your preferences (for example, your choice of language). **3.3** **Analytical/Performance Cookies**: These cookies allow us to recognise and count the number of visitors to the Website and to see how visitors move around the Website. This helps us to improve the way the Website works, for example, by ensuring that users are finding what they are looking for easily. **3.4** **Targeting/Advertising Cookies**: These cookies record your visit to the Website, the pages you have visited and the links you have followed. We will use this information to make the Website and if applicable, the advertising displayed on it more relevant to your interests. We may also share this information with third parties for this purpose. ## 4. OPTING OUT To opt out of cookies, kindly activate the setting on your browser that allows you to refuse the setting of all or some cookies. However, if you use your browser settings to block all cookies (including essential cookies) you may not be able to access all or parts of the Website. ## 5. THIRD PARTIES Please note that third parties (including, for example, advertising networks and providers of external services like web traffic analysis services) may also use cookies, over which we have no control. ### PAIA Manual URL: https://www.allwage.com/paia-manual # MANUAL PREPARED IN ACCORDANCE WITH SECTION 51 OF THE PROMOTION OF ACCESS TO INFORMATION ACT 2 OF 2000 AND THE PROTECTION OF PERSONAL INFORMATION ACT 4 OF 2013 Date: 02/09/2026 Version: 1.0 ## GENERAL ## 1. DEFINITIONS Terms and words which are not defined in this Manual shall bear the meanings ascribed to such terms in the SA Information Legislation. The following words and expressions shall bear the meanings assigned to them below and cognate words and expressions bear corresponding meanings \- 1\. "**Constitution**" \- the Constitution of the Republic of South Africa, 1996; **1.2** "**Data Subject**" \- as defined in POPIA; **1.3** "**Employee**" \- a current or former employee (temporary or permanent and irrespective of contract type), partner, worker, intern, consultant, individual / independent contractor, and / or director; **1.4** "**External Parties**" \- service providers, customers, requesters in terms of PAIA, Data Subjects enacting their rights in terms of POPIA, other complainants and enquirers, job applicants, premises visitors and information technology ("**IT**") users, excluding Employees; **1.5** "**External Privacy Notice**" \- the privacy notice provided to External Parties in terms of which they are notified of the processing of their Personal Information; **1.6** "**Guide**" \- the guide initially published by the South African Human Rights Commission and updated by the Regulator in terms of section 10 of PAIA; **1.7** "**AllWage**", "**we**", "**us**" or "**our**" \- AllWage Proprietary Limited, a private company with limited liability incorporated in accordance with the laws of South Africa, with registration number (2018/531527/07); **1.8** "**Internal Privacy Notice**" \- the privacy notice provided to Employees in terms of which they are notified of the processing of their Personal Information and the terms thereof; **1.9** "**Information Officer**" \- AllWage's information officer whose details appear at 8.1; **1.10** "**Manual**" \- this manual, prepared in accordance with section 51 of PAIA, as updated or amended from time to time; **1.11** "**PAIA**" \- the Promotion of Access to Information Act No 2 of 2000 and its regulations, as amended from time to time; **1.12** "**person**" or "**entity**" \- includes any natural or juristic person, association, business, close corporation, company, concern, enterprise, firm, partnership, joint venture, trust, undertaking, voluntary association, body corporate, and any similar entity, in any jurisdiction; **1.13** "**Personal Information**" \- any information relating to a natural or juristic person which identifies or can be used to identify such person, excluding completely anonymous information; **1.14** "**POPIA**" \- the Protection of Personal Information Act No 4 of 2013 and its regulations, as amended from time to time; **1.15** "**process**" \- any operation or activity or any set of operations concerning Personal Information as defined in POPIA and including the collection, storage and distribution of Personal Information, and "**processing**" and "**processed**" should be construed accordingly; **1.16** "**SA Information Legislation**" \- collectively, POPIA and PAIA; **1.17** "**South Africa**" \- the Republic of South Africa; **1.18** "**Regulator**" \- the Information Regulator established in terms of POPIA; **1.19** "**Security Compromise**" \- where an unauthorised person accesses or acquires your Personal Information; and **1.20** "**you**" – includes a Requester or Data Subject, as the context may indicate, and "**your**" should be construed accordingly. ## 2. STRUCTURE OF THIS MANUAL **2.1** Part A deals with general matters. **2.2** Part B deals with records. **2.3** Part C deals with POPIA and Personal Information. **2.4** Part D deals with access to records in terms of PAIA. ## 3. INTRODUCTION **3.1** The Constitution of the Republic of South Africa, 1996, ("**the Constitution**") entrenches the fundamental right to information, by providing a statutory right of access, on request, to any record held by the state and private bodies. **3.2** This manual is published pursuant to section 51 of the Promotion of Access to Information Act 2 of 2000 ("**PAIA**") which was promulgated in order to nurture an ethos which promotes transparency, accountability and effective governance of all private and public bodies. PAIA gives effect to section 32 of the Constitution which provides for the right of access to information in a manner that affords persons a means/platform to obtain the records of private and public bodies as promptly and as efficiently as reasonably possible to endorse, including but not limited to, mechanisms and procedures that empower and educate all persons. **3.3** PAIA establishes the following statutory rights of requesters to any record of a private body if – **3.3.1** that record is required for the exercise or protection of any of his or her rights; **3.3.2** that requester complies with all the procedural requirements; and **3.3.3** access is not refused in terms of any ground referred to in PAIA. **3.4** PAIA requires organisations to compile a manual as a guide to requesters of information. The Manual also serves to indicate the types of records held by AllWage and the availability of such records from AllWage. **3.5** In addition, this manual explains how to access, or object to, or request correction or deletion of, personal information held by AllWage, in terms of sections 23, 24 and 25 of the Protection of Personal Information Act 4 of 2013 (“**POPIA**”), and the Regulations Relating to the Protection of Personal Information, 2017 (“**POPIA Regulations**”). **3.6** AllWage, as a responsible party as defined in section 1 of POPIA, is empowered in terms of the provisions of PAIA to provide access to information to a requester, while having the responsibility of ensuring that the fundamental conditions relating to the lawful processing of information in terms of POPIA, in relation to both juristic and natural persons, are adhered to. **3.7** AllWage can process information to meet its duties in terms of PAIA, and as provided for in terms of section 11 of POPIA. **3.8** This manual is not exhaustive of, nor does it comprehensively deal with, every procedure provided for in PAIA. Requestors are advised to familiarise themselves with the provisions of PAIA and POPIA before making any requests to AllWage in terms of these Acts. However, in terms of section 19 of PAIA, and Regulations 2 and 3 of the POPIA, AllWage will provide such assistance as is required in completing the necessary forms, by parties applying for access to information or personal information. **3.9** AllWage makes no representation and gives no undertaking or warranty that the information in this manual or any information provided by it to a requestor is complete or accurate, or that such information is fit for any purpose. All users of any such information use such information entirely at their own risk, and AllWage will not be liable for any loss, expense, liability or claims, howsoever arising, resulting from the use of this manual or of any information provided by AllWage or from any error therein. ## 4. AVAILABILITY OF THE ALLWAGE MANUAL AND ENTRY POINT FOR ACCESS **4.1** This Manual is available in electronic and hard copy in English. The hard copy is available at the address indicated at paragraph 8.1. The electronic version of this Manual is available on our website at the following hyperlink: [https://www.allwage.com/paia-manual](https://www.allwage.com/paia-manual) **4.2** AllWage endorses the spirit of PAIA and believes that this Manual will assist requesters in exercising their rights. **4.3** In summary, the manual provides information on the – **4.3.1** contact details of the Information Officer; **4.3.2** structure and functions of AllWage; **4.3.3** subjects and categories of records that are held by AllWage; **4.3.4** procedure that needs to be followed; **4.3.5** criteria that has to be met by a requester to request access to a record; and **4.3.6** the processing activities of AllWage in terms of POPIA. ## 5. UPDATING OF THIS MANUAL **5.1** This Manual will be reviewed when necessary, but at least once per year.[^1] The Manual will be updated from time to time. **5.2** We will upload an updated version of this Manual on our website. It is your responsibility to ensure that you are familiar with this Manual and that you check the website to make sure that you are referring to the latest version. **5.3** The last date of update and version number is indicated on the cover page. ## 6. WHO MAY REQUEST INFORMATION? **6.1** PAIA provides that a requester is only entitled to access a record if the record is required for the exercise or protection of a right. Only requests for access to a record, where the requester has satisfied the Information Officer that the record is required to exercise or protect a right, and that those requests are made in accordance with both PAIA and where applicable POPIA, will be considered. **6.2** A requester may act in different capacities in making a request for a record. This will influence the amount to be charged when a request has been lodged. **6.3** Requesters may fall into one of the following categories – **6.3.1** a personal requester who requests confirmation on whether or not AllWage holds personal information about him/herself; **6.3.2** a personal requester who requests a record about him/herself, or requests to have a record relating to him/herself corrected or deleted; **6.3.3** an agent requester who requests a record on behalf of someone else; **6.3.4** a third party requester who requests a record about someone else; and **6.3.5** a public body, who may request a record if – **6.3.5.1** it fulfils the requirements of procedural compliance; **6.3.5.2** the record is required for the exercise or protection of a right; and **6.3.5.3** no grounds for refusal exist in PAIA. ## 7. OVERVIEW OF ALLWAGE **7.1** *Scope* This manual has been prepared in respect of AllWage, a private company with limited liability, duly incorporated in South Africa and will serve to provide reference regarding the records held by AllWage at its principal place of business and operations. **7.2** *AllWage Company Profile* AllWage's operations are at 5th Floor, Bloukrans Building, Lynnwood Bridge, Pretoria, Gauteng, 0081, South Africa, and it provides an integrated ecosystem for time and attendance, WhatsApp-based workforce communication, document management, and payroll in South Africa’s wage‑intensive sectors, replacing paper and spreadsheets with a single system that automates accurate hours, payslips, bank files and statutory submissions (including PAYE, UIF and SDL) and supports BCEA-aligned compliance and industry reporting. ## 8. INFORMATION OFFICER, DEPUTY INFORMATION OFFICER AND CONTACT DETAILS OF allwage **8.1** The board of AllWage has delegated its powers to an Information Officer as set out below, and as required in terms of PAIA and POPIA. The Information Officer shall handle all requests on AllWage's behalf and ensure that the requirements of PAIA are administered in a fair, objective and unbiased manner. | The Information Officer: | Cilliers Geldenhuys | | :---- | :---- | | **Principal Place of Business** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria Gauteng | | **Postal Address:** | 5th Floor, Bloukrans Building Lynnwood Bridge Pretoria Gauteng | | **Tel:** | \+27 84 299 6791 | | **e-mail:** | [cilliers@allwage.com](mailto:cilliers@allwage.com) | **8.2** Should you wish to enact any right in terms of SA Information Legislation, or otherwise have any other records or information processing related query, please contact our Information Officer. ## 9. GUIDE BY THE REGULATOR AND THE REGULATOR'S DETAILS[^2] **9.1** The Regulator has, in terms of section 10(1) of PAIA, as amended, updated and made available the revised Guide on how to use PAIA (“Guide”), in an easily comprehensible form and manner, as may reasonably be required by a person who wishes to exercise any right contemplated in PAIA and POPIA **9.2** You can access the Guide at [https://www.justice.gov.za/inforeg/](https://www.justice.gov.za/inforeg/) or by request to the Information Officer. **9.3** A copy of the Guide is also available in the following two official languages, for public inspection during normal office hours \- English and Afrikaans. **9.4** The Information Regulators contact details are as follows \- Physical address: Woodmead North Park, 54 Maxwell Drive, Woodmead, Johannesburg, 2191 Email address: [enquiries@inforegulator.org.za](mailto:enquiries@inforegulator.org.za) Website: [www.inforegulator.org.za](http://www.inforegulator.org.za) Toll Free: \+27 80 001 7160 ## RECORDS ## 10. AUTOMATICALLY AVAILABLE RECORDS[^3] **10.1** The following records are automatically available on our website and it is therefore not necessary to apply for access thereto in terms of PAIA: | Subject | Description of Record | Where to get it? | | :---- | :---- | :---- | | **Risk and compliance** | Terms and Conditions Cookies Policy Privacy policy Manual | Website or for inspection at our offices | **10.2** AllWage has exercised its discretion not to publish any section 52 notice. **10.3** Where you are our Employee, your records can be requested through the appropriate human resources channels. Please feel free to contact our Information Officer if you require guidance in this regard. ## 11. RECORDS AVAILABLE IN ACCORDANCE WITH other legislation[^4] Records are kept in accordance with legislation as is applicable to AllWage, which may include (but is not limited to) the following legislation: | No | Category of Records | Legislation | | :---- | :---- | :---- | | | **Employment records** | Basic Conditions of Employment Act No 75 of 1997 Employment Equity Act No 55 of 1998 Skills Development Levies Act No 9 of 1999 Skills Development Act No 97 of 1998 Labour Relations Act No 66 of 1995 Unemployment Insurance Act No 63 of 2002 Unemployment Insurance Contributions Act No 4 of 2002 | | | **Employee benefits records** | Pension Funds Act No 24 of 1956 | | | **B-BBEE records** | Broad-Based Black Economic Empowerment Act No 53 of 2003 | | | **Company records** | Companies Act No 61 of 1973 Companies Act No 71 of 2008 | | | **Compliance records** | Financial Intelligence Centre Act No 38 of 2001 | | | **Records relating to intellectual property** | Trade Marks Act No 194 of 1993 Intellectual Property Laws Amendments Act No 38 of 1997 | | | **Tax records** | Income Tax Act No 58 of 1962 Tax Administration Act No 28 of 2011 Value-Added Tax Act No 89 of 1991 | | | **PAIA compliance records** | PAIA | | | **Privacy policy, other policies, requests and compliance records** | POPIA | | | **Various** | Such other legislation as may from time to time be applicable. | ## 12. dESCRIPTION OF THE TYPES OF RECORDS / SUBJECTS OF INFORMATION WHICH WE HOLD[^5] The following table contains a description of the types of records / subjects of information which AllWage holds, and the categories of records held on each subject: | | COMPANY SECRETARIAL RECORDS | | | :---- | :---- | :---- | | | **Company Records** | Company incorporation documents Memorandum of Incorporation Directors' names, addresses, identity numbers and financial information as required for statutory records Agendas and minutes of Board of Directors and Management meetings Records relating to appointment of directors, auditor, public officer and/or other officers Annual financial statements Share register and other statutory registers Statutory returns to relevant authorities Other statutory records | | | **PROCUREMENT** | | | | **Third parties** | Customer and Service Provider contracts Customer and Service Provider data | | | **Preferential Procurement** | Records and reporting to AllWage, including in relation to B-BBEE and Employment Equity Plan | | | **LEGAL** | | | | **General** | General legal matters Contracts Correspondence Trademarks | | | **Risk and compliance** | Policies and procedures Audit records | | | **Knowledge** | Publications | | | **Location and communications** | WhatsApp identifiers and message records Biometric templates and images for fingerprint and facial recognition RFID wristband identifiers Facial validation outcomes Device and event metadata | | | **Insurance** | Details of insurance coverages, limits and insurers Insurance policies | | | **HUMAN RESOURCES AND LABOUR RELATIONS** | | | | **Labour relations records** | Personnel documents and records (including employment contracts, medical aid, pension fund, disciplinary, clock in/out event logs; shifts, breaks and overtime, daily activity and productivity logs; site-level dashboards; overrides and notes; salary and leave records) | | | **Income tax** | Pay-as-you-earn (PAYE) records Documents issued to Employees for income tax purposes Records of payments made to South African Revenue Services on behalf of Employees Unemployment Insurance Fund | | | **FINANCE** | | | | **Finance** | Accounting records Annual budget Bank statements Invoices Asset register VAT records | | | **OFFICE LOGISTICS** | | | | **Facilities management** | Security records Building records | | | **OTHER** | | | | **Marketing and Communication** | Marketing brochures Marketing strategies | ## PERSONAL INFORMATION ## 13. INTRODUCTION **13.1** PAIA requires that this Manual describes the processing of Personal Information that we do.[^6] **13.2** We process Personal Information in compliance with POPIA and the eight conditions for lawful processing contained therein. **13.3** A fuller description of how we process Personal Information is contained in our \- **13.3.1** Internal Privacy Notice, in relation to Employees; and **13.3.2** External Privacy Notice, in relation to external Data Subjects. **13.4** This Manual should be read with the Internal Privacy Notice and External Privacy Notice, whichever is applicable. AllWage acts as a Responsible Party for its own employee and customer account information, and as an Operator when processing customers’ employee information on their behalf for time and attendance, payroll and related services. The customer is the Responsible Party for that processing. ## 14. THE PURPOSE OF THE PROCESSING THAT WE DO[^7] **14.1** AllWage processes Personal Information for the following purposes \- **14.1.1** to validate your identity; **14.1.2** to deal with requests you send us and respond to your queries; **14.1.3** to maintain your account; **14.1.4** to comply with our legal and regulatory obligations, for example, transaction reporting under rules imposed by a finance regulatory authority; **14.1.5** to offer services to clients; and **14.1.6** to manage our business in an efficient and proper manner, including the management of our financial position, our resources, the risks to which we are exposed and the way in which we arrange our internal operations. More specifically, this includes for \- **14.1.6.1** purposes related to our human resources function; **14.1.6.2** the drafting of agreements with third parties; **14.1.6.3** company secretarial administration; and **14.1.6.4** the preparation of financial statements. **14.2** Where we process your Personal Information, we do so in accordance with POPIA. The most common legal bases we rely on are: **14.2.1** Consent \- you have told us you are happy for us to process your personal information for a specific purpose. **14.2.2** Legitimate Interests \- the processing is necessary for us to conduct our business, but not where our interests are overridden by your interests or rights. **14.2.3** Performance of a contract \- we must process your personal information in order to comply with our obligations. **14.2.4** Although less common, there may be circumstances when other legal bases are appropriate: **14.2.4.1** Data Subject legitimate interest \- the processing of your personal information is necessary to protect you or in your legitimate interest. **14.2.4.2** Legal obligation \- we are required to process your personal information by law. ## 15. CATEGORIES OF DATA SUBJECTS AND TYPES OF PERSONAL INFORMATION[^8] **15.1** We process Personal Information relating to a variety of Data Subjects and types of Personal Information as follows: | Data Subject | Types of Personal Information processed | | ----- | :---- | | **Employees** | Full names Identity and / or passport number Contact details: phone number(s), email address, physical address and postal address ("**Contact Information**") Banking details, payments made, and other financial information Employment contract Curriculum vitae, references, and their contact details Biographic information like marital status, birth date, nationality, next of kin, work permit Employee benefits, including pension and medical aid and dependents Tax number and other tax information Special Personal Information including information relating to \- health or sex life; race and / or ethnicity; criminal behaviour, relating to the alleged commission of an offence or proceedings Leave records, including sick leave Performance reports IT related information, like passwords, search history, emails, logins, access points etc. Disciplinary records and complaints including any CCMA records | | **Service providers and customers** | Entity or person's full name and identifying number (registration or ID number) ("**Identifying Information**") Contact Information; Representatives' names, their Contact Information and any recorded correspondence with them; Banking details, payments made, invoices, and receipts; Tax number, tax paid, value added ("**VAT**") charged, tax clearance, and any exchange control information; Services purchased, and all related records; B-BBEE certificate, score and related information; Legal and compliance documents and records, like \- agreements including any service level agreement, non-disclosure agreement, data processing agreement, operator / processor agreement, financing agreement, terms and conditions; compliance records including any documents relating to compliance with applicable laws; and dispute and complaints records. Correspondence, including with Representatives, legal representatives, auditors, accountants and / or other professional advisors | | **Data Subjects enacting their rights in terms of POPIA** | Identifying Information Contact Information Correspondence | | **Website users** | IP address Geographical location Browser type and version Length of visit Page views Website navigation paths | | **Premises visitors and IT users** | Physical and electronic access records records of internet and email usage in accordance with policies relating to internet and IT | | **Customers’ employees and workers – processed on the customer’s behalf** | Identity and contact information; employment, remuneration, banking and tax information; attendance, shifts, leave and payroll records; employee documents; WhatsApp identifiers and communications; biometric and RFID identifiers where used; clocking location/GPS information where supported by the hardware. | ## 16. Disclosure of Personal Information[^9] **16.1** Where we share your Personal Information, we will take all reasonable and practicable measures to ensure that the third party who we have shared your Personal Information with will treat it with the same level of confidentiality and security as is required by us and that the information will be used solely for the purpose for which it was disclosed for. Where necessary, we have agreements in place with third parties ensuring this. We cannot, however, guarantee the security of any information which we share with a third party. **16.2** Where we wish to share your Personal Information for marketing purposes, we will ask for your consent before we do so. **16.3** We will also share your Personal Information in the following circumstances: **16.3.1** Where we need to do so to comply with our legal or regulatory obligations (which may include sharing information with regulators, auditors, government bodies or law enforcement agencies). **16.3.2** Where necessary, to protect or defend our legal rights or the legal rights of another company or person. **16.3.3** If our business, or any part of it, is transferred or sold, we will transfer your Personal Information to the company taking over our role, which could include a purchaser or the provider replacing us. Where necessary to provide our services, with service providers supporting hosting, communications and customer-authorised integrations, subject to the applicable data-protection requirements. **16.4** We will never sell your information to anybody for unsolicited marketing. ## 17. TRANSFER OF PERSONAL INFORMATION OUTSIDE OF SOUTH AFRICA[^10] **17.1** Should we ever send your Personal Information to another country, we will always ensure adequate measures are in place to safeguard it and to ensure you can exercise your rights effectively. **17.2** Note that we do not transfer Personal Information to another country. If you would like more information about transfers to other countries and the ways in which we will protect your Personal Information, please contact our Information Officer. ## 18. GENERAL DESCRIPTION OF INFORMATION SECURITY MEASURES[^11] **18.1** We use reasonable and appropriate technical and organisational measures to ensure that Personal Information is kept secure and is protected against unauthorised or unlawful processing, accidental loss, destruction or damage, and unauthorised alteration, disclosure or access. We contractually require that service providers who handle your Personal Information for us do the same. **18.2** We have policies in place to ensure that your Personal Information is kept secure. We support these policies with the following security measures, amongst others, \- **18.2.1** physical access controls in respect of physically stored Personal Information; **18.2.2** information technology access controls and defences; and **18.2.3** internal training and policies on data protection matters. **18.3** We implement security measures appropriate to the nature of the processing and regularly review these measures to ensure they remain appropriate. ## 19. SECURITY COMPROMISE **19.1** Should AllWage experience a Security Compromise, we will ensure that all reasonable steps are taken to prevent any further loss of data and to secure the data as soon as possible. The Regulator will be informed of the data breach, as required by POPIA and all further notifications required by POPIA will be complied with. **19.2** The Security Compromise will be investigated, and the Information Officer will supervise the response to the breach. Once the Security Compromise has been contained and the investigation concluded, AllWage will compile a report on the cause of the Security Compromise and the actions to be taken to prevent a future data breach from occurring again which could include, amongst others, amending AllWage's policies and procedures. ## 20. EXERCISE OF A RIGHT IN TERMS OF POPIA If you are our Data Subject, you have the rights afforded to you in POPIA. You may exercise the rights described below in the manner so described. ## 1. Objection[^12] Where you wish to object to the processing of their Personal Information, you must complete the prescribed form attached to this Manual as **Form 2** in Annexure A. **1.2** **Correction / Deletion[^13]** Where you wish to request that we delete or correct your Personal Information, you must complete the prescribed form attached to this Manual as **Form 2** in Annexure B. **1.3** **Access[^14]** **1.3.1** You have the right to request that we confirm, free of charge, whether we hold Personal Information about you. You may request from us the record or a description of the Personal Information which we hold, including information about the identity of all third parties, or categories of third parties, who have, or have had, access to the information. **1.3.2** Where you are required to pay a fee for access in terms of POPIA, we will provide you with a written estimate and may require that you pay a deposit. **1.3.3** A request for access to Personal Information may be subject to refusal in terms of PAIA. ## ACCESS TO RECORDS ## 21. PAIA \- HOW TO REQUEST ACCESS TO A RECORD **21.1** To request a record in terms of PAIA, you (a "**Requester**") must complete the prescribed form attached to this Manual as Annexure A (the "**Request**"). This Request must be sent to the Information Officer at the addresses provided at 8.1. **21.2** You must in the Request \- **21.2.1** provide sufficient detail to enable the Information Officer to identify the record(s) requested and the Requestor; **21.2.2** indicate which form of access is required; **21.2.3** identify the right that they are seeking to exercise or protect; **21.2.4** provide an explanation of why the requested record is required for the exercise or protection of that right; and **21.2.5** if the Request is made on behalf of another person, the Requestor must submit proof of the capacity in which the Requestor is making the Request, to the reasonable satisfaction of the Information Officer. **21.3** PAIA makes provision for certain grounds upon which a request for access to information must be refused. On this basis, the Information Officer will make a decision whether or not to grant a Request. ## 22. PAYMENT OF FEES **22.1** PAIA provides for two types of fees for Requesters requesting a record \- **22.1.1** a request fee, which will be a standard non-refundable administration fee, payable prior to the Request being considered (collectively, "**the Request Fee**"); and **22.1.2** an access fee, payable when access to the record is granted, which must be calculated by taking into account reproduction costs, search and preparation time and cost, as well as postal costs (collectively, "**the Access Fee**"). **22.2** Once a Request has been made by you, the Information Officer will give you notice to pay the Request Fee, which must be paid before your Request can be further processed. **22.3** If the preparation of a record being requested will require more than six hours, we will request you to pay one third of the Access Fee as a deposit. **22.4** We may withhold a record until you have paid the fees as indicated in 22.1. ## 23. APPLICABLE TIME PERIODS **23.1** We will by notice inform you within 30 days after receipt of a Request of its decision whether or not to grant the Request. **23.2** The 30-day period may be extended by a further period of not more than 30 days for one of the reasons indicated in PAIA, including where the Request is for a large number of records or requires a search through a large number of records. ## 24. OUTCOME OF THE REQUEST (GRANTING OR REFUSING) **24.1** If your Request has been granted, you must pay the Access Fee. **24.2** If your Request is refused, the notice referred to in 23.1 will state adequate reasons for the refusal, including the provisions of PAIA relied upon; and that you may lodge a complaint to the Regulator or an application with a Court against the refusal of the request. ## 25. GROUNDS FOR REFUSAL OF ACCESS TO RECORDS **25.1** A Request may be refused on one or more of the following grounds – **25.1.1** protection of privacy to a third party who is a natural person; **25.1.2** protection of the commercial information of a third party; **25.1.3** protection of certain confidential information of a third party; **25.1.4** protection of the safety of individuals and the protection of property; **25.1.5** protection of records privileged from production and legal proceedings; **25.1.6** our commercial information; and/or **25.1.7** the protection of our or a third party's research information. **25.2** Despite any grounds for refusal of access to records provided for in PAIA, a Request must be granted if the disclosure of the record would reveal evidence of substantial contravention of or failure to comply with the law or imminent and serious public safety or environment risk, and the public interest in the disclosure of the record clearly outweighs the harm contemplated.[^15] ## 26. REMEDIES FOR REFUSAL **26.1** If a deposit has been paid in respect of a Request which is refused, the Information Officer or his/her duly authorised representative shall repay the deposit to the Requester. **26.2** Should the Requester be dissatisfied with the Information Officer’s decision to refuse access, that person may within 30 days after notification of the refusal lodge a complaint with the Regulator or apply to a Court for the appropriate relief. [^1]: PAIA, section 51(2). [^2]: PAIA, section 51(1)(b)(i). [^3]: PAIA, section 51(1)(ii). [^4]: PAIA, section 51(1)(b)(iii). [^5]: PAIA, section 51(1)(b)(iv). [^6]: PAIA, section 51(1)(c). [^7]: PAIA, section 51(1)(c)(i). [^8]: PAIA, section 51(1)(c)(ii). [^9]: PAIA, section 51(1)(c)(iii). [^10]: PAIA, section 51(1)(iv). [^11]: PAIA, section 51(1)(v). [^12]: POPIA, section 11(3)(a). [^13]: POPIA, section 24\. [^14]: POPIA, section 23\. [^15]: PAIA, section 70\. ## Core Pages ### AllWage Rebrands to AllWage | Workforce Management URL: https://www.allwage.com/blog/agrigistics-rebrands-to-allwage Date: 2025-10-29 We have big news: AllWage is rebranding to AllWage. This is more than just a name change—it’s the next step in our evolution, reflecting how our platform has grown to serve all businesses with waged employees. Here’s why we’re changing and what it means for you. AllWage is now AllWage. Learn why we're rebranding and how our platform has evolved to solve workforce, payroll, and compliance challenges for all industries. We have big news: AllWage is rebranding to AllWage. This is more than just a name change. It’s the next step in our evolution, reflecting who we’ve become and where we’re going. Here’s the story. Our Story: From a Single Problem to a Big Idea Our journey started with three engineers who built a custom labour-tracking system for the mining industry. But an encounter with a local farmer changed everything. He asked if our technology could be adapted for agriculture. We embraced the challenge, and the results spoke for themselves. Soon, neighbouring farms were signing up. AllWage was born right there in the fields, created to solve a real-world problem. Why the Change? We Outgrew Our Name. Our roots are in agriculture, but our growth didn't stop there. Soon, we were getting calls from construction sites, manufacturing plants, and security companies. They all faced the same fundamental challenge: managing a field-based, waged workforce with a broken mix of paper, spreadsheets, and chaotic WhatsApp groups. This operational drag wasn't unique to one industry—it was universal. We realised the problem we solved was bigger than agriculture. Our platform had evolved, and the name AllWage no longer fit the purpose. We needed a name that represented every business we proudly serve. Introducing allWage: Our Name, Our Mission allWage reflects our core mission: to provide the best workforce management platform for any business with waged employees. It’s a commitment to every worker, every team, and every industry we serve. From the construction site to the factory floor, our platform is built for you. What allWage Really Does: From Chaos to Control We solve a problem that businesses with teams in the field are all too familiar with. For too long, you’ve been forced to run on a broken system that creates operational and financial risk. allWage fixes this with a single, integrated platform designed to replace that chaos with control. Here are the core solutions we deliver: Capture 100% Verifiable Hours: Replace unreliable paper timesheets and eliminate "buddy clocking". We offer a range of flexible clocking options built for any worksite, including rugged biometric scanners, mobile app clocking with facial validation, and the simple WhatsApp clock-in. This gives you full control over your single biggest cost: labour. Master Time & Attendance: All that accurate clocking data flows into a real-time Time & Attendance dashboard. Our powerful rules engine automatically processes hours against your unique shift rules, giving you instant clarity and a single source of truth for all workforce operations. Connect Your Entire Workforce via WhatsApp: We use the simplicity and power of WhatsApp as a key communication tool to connect your entire team. Employees can securely clock in, request leave (and even attach a photo of a sick note), and access their own payslips. This empowers your team and ends the constant administrative chase. Achieve Audit-Ready Document Management: We end the filing cabinet chaos. Our platform provides a central HR hub where every critical employee document—contracts, IDs, medicals—is linked directly to their profile. You get expiry alerts for critical documents, giving you audit-ready confidence, not constant anxiety. Run Payroll & Reporting You Can Finally Trust: Our Integrated Payroll isn't just "linked" to Time & Attendance—they are two parts of the same core system. This means your payroll is always built on 100% verifiable, real-time data. We transform stressful, multi-day submission processes into a confident click. The system automates complex calculations and generates the submission-ready reports you need, like EMP201 summaries and UIF Declaration files. What This Means For You While our name is new, the heart of our company remains the same. The Same Team: The passionate experts you work with are still here, more energised than ever. The Same Platform: The powerful, easy-to-use software you rely on will only continue to improve. The Same Commitment: Our unwavering dedication to your success is the foundation of everything we do. This is an evolution, not a revolution. We're building on a strong foundation to bring you an even better experience. The Future is for Everyone Our journey has been one of listening, adapting, and growing. We’re proud of our roots and even more excited about what’s next. We are building the future of workforce management, and we're excited to have you with us. The (soon to be) AllWage Team ### The Journey of AllWage: From a Single Idea to a Market Leader in Labour Management Solutions URL: https://www.allwage.com/blog/the-journey-of-agrigistics Date: 2024-06-28 From RFID clocking in South African mining to a full workforce management platform: how three founders built AllWage, and why it is now AllWage. How three founders went from RFID clocking in South African mining to a full workforce management platform — and why AllWage became AllWage. Once upon a time, nestled in the dynamic landscape of South Africa, three visionaries embarked on a journey that would redefine the essence of labour management technology. Two computer engineers and an industrial engineer, united by their passion for innovation in workforce management, began their quest by crafting a bespoke system tailored for the mining industry. Their creation was not just a system; it was a beacon of efficiency, a testament to their expertise in automated labour tracking, and a glimpse into the future of workforce optimisation. Little did they know, this was just the beginning. In a twist of fate, a local farmer, inspired by their work in industry-specific labour solutions, approached them with a unique challenge: to adapt their system for agriculture labour management. The trio, driven by their unwavering commitment to innovative labour technologies, embraced this challenge wholeheartedly. They poured their skills, knowledge, and heart into creating a solution that seamlessly blended with the rhythms of farming. Word of their success in agricultural labour efficiency spread like wildfire. The neighbouring farm, intrigued by the remarkable efficiency and insights offered by their RFID labour tracking system, expressed their desire to implement it too. It was at this moment, amidst the rolling fields and under the vast African sky, that AllWage was born. AllWage wasn't just another startup; it was a dream woven from the fabric of demand in labour-intensive industries, nurtured by the founders' dedication, and brought to life by the genuine need for change in labour management. Today, AllWage has transcended its initial boundaries, extending its innovative solutions to multiple sectors, including construction and manufacturing labour management. The team has grown, now comprising members who are not only passionate but are also experts in workforce efficiency technologies. Together, they work towards a common goal: to transform the landscape of labour management across industries. The AllWage story is more than a tale of business growth; it's a story of how a simple solution, born out of necessity and crafted with care, can evolve into a beacon of innovation, setting new standards and paving the way for a more efficient, insightful, and connected world of labour management. Join us on this remarkable journey as we continue to innovate, inspire, and lead the way in optimising labour resources across industries, one solution at a time. ## Guides ### 2026 SA Minimum Wage (R30.23): Avoid Payroll Errors & Ghost Workers URL: https://www.allwage.com/blog/2026-minimum-wage-south-africa-payroll-guide Date: 2026-02-12 Managing the 5% wage hike in 2026 with AllWage. The South African National Minimum Wage increases to R30.23/hr on 1 March 2026. Learn how to automate your compliance, manage piece-work targets, and schedule rate changes effortlessly with AllWage. The National Minimum Wage is officially hitting R30.23 per hour on 1 March 2026. For most businesses, a 5% increase is just another line item. But for agriculture, construction, and manufacturing, it’s a massive operational shift. When you have hundreds of staff clocking in, that extra R1.44 per hour compounds quickly. If you are still managing this transition on spreadsheets, you are leaving yourself open to two expensive risks: paying for time that wasn't worked ("ghost hours") and getting the complex new calculations wrong. The Reality: Labour Costs Only Go One Way We have seen the trend over the last few years—wages are rising consistently. The days of manually adjusting rates every March are over. It is simply too risky and time-consuming. You need a system that adapts as fast as the regulations do. Industry Challenges (And How to Fix Them) Construction: Protecting Your Project Margins If you are running a site, your biggest enemy is "budget creep." You may be working on fixed-price tenders quoted back in 2025, but now your labour bill just went up by 5%. The Fix: You need accurate Job Costing. AllWage lets workers clock into specific "Job Codes" or "Sites", giving you a live view of exactly what labour is costing you per project. You can spot budget overruns before they eat into your margin. Manufacturing: The "Midnight Shift" Problem Factories running 24/7 face a specific payroll headache on 28 February. How do you pay a shift that starts at 10 PM on the old rate and ends at 6 AM on the new rate? The Fix: Don't try to calculate the split manually. Our system automates the transition, applying the R30.23 rate the exact minute the clock strikes midnight on 1 March. Your night shift gets paid correctly, and you don't lose hours to admin. Agriculture: The Piece-Work Trap For produce farmers, the challenge is balancing picking speed with legal compliance. If a worker is paid by the bin but doesn't pick enough to cover the new R30.23 hourly minimum, you are legally required to "top them up." The Fix: We automate the math. Our system tracks Activity (Bins) vs Time (Hours) in the background. If a worker’s production pay falls short, the system automatically calculates the correct top-up on the payslip. You stay compliant; they get fair pay. How AllWage Solves the Wage Hike The R30.23 increase touches every part of your business. Here is how our platform helps you handle it. Stop Paying for "Ghost Hours" When the minimum wage rises, "estimated hours" become expensive errors. You cannot afford to pay for time not worked. How we help: We use Biometric and RFID clocking to verify every single clock-in. By ensuring you only pay for time verified by a fingerprint or secure tag, you cut unproductive labour costs instantly. Master Your Payroll & Reporting Failing to adjust wages before 1 March often leads to underpayments and unhappy staff. How we help: You can schedule the rate change today. Input the new R30.23 rate now, and the system will automatically apply it on the effective date. Plus, our Health Checks scan your payroll before you pay, flagging anyone who might have been missed. Automate the Admin Mountain A wage increase usually triggers a flood of paperwork—new contracts and updated records. How we help: Use our Document Management tools to store and audit digital contracts. You can easily see which employment contracts need updating to reflect the new statutory minimums without digging through filing cabinets. Connect Your Team When wages change, the first thing employees ask is: "How much will I earn?" How we help: Our WhatsApp Self-Service lets staff check their own payslips, leave balances, and shifts directly on their phone. It reduces the queue at your HR office and builds trust through transparency. Your Action Plan for 1 March The deadline is approaching, but you still have time to prepare. Audit your rates: Check that your internal wage tables are ready for R30.23. Secure your clocking: If you are still using paper timesheets, now is the time to switch to Biometric or RFID. Update your targets: Re-calculate your bin/kg rates or project budgets to align with the higher daily cost. Don’t wait until the deadline to panic. Set up a FREE Online demonstration with our team. Switch to AllWage today and get the tools you need to manage the change effortlessly. ### Master Bi-Annual Filing: Essential EMP501 & IRP5 Info for a Smooth 2025 Submission URL: https://www.allwage.com/blog/bi-annual-filing-2025-emp501-irp5-guide Date: 2024-09-12 Prepare for the 2025 bi-annual filing season with key insights on EMP501 and IRP5 reconciliation. Avoid penalties and streamline your payroll process before the October 31st deadline. The 2025 Bi-Annual Employer Reconciliation filing season is open from September 16 to October 31, 2024. Employers must reconcile their payroll data to submit EMP501 forms and issue accurate IRP5 certificates for their employees. Failure to submit or submit accurate information can lead to penalties. AllWage is a comprehensive clocking and payroll solution designed to help you streamline the entire process, ensuring full compliance without the hassle. What Are EMP501s and IRP5s? The EMP501 is a reconciliation form that ensures the taxes and contributions you’ve paid (PAYE, UIF, SDL) match your payroll records. It consolidates the data submitted throughout the tax year via monthly EMP201s and cross-checks it with the payments made to SARS. On the other hand, IRP5 certificates are issued to employees and detail their total income, deductions, and benefits. These certificates must be accurate because they help employees file their individual tax returns. Both the EMP501 and IRP5s must align to avoid discrepancies and penalties from SARS. Why EMP501 and IRP5 Accuracy Matters A smooth reconciliation process depends on both the EMP501 and IRP5 certificates being accurate and aligned. Any inconsistencies between these documents can result in: Rejections from SARS. Delays in your employees' ability to file their personal tax returns. Potential penalties for employers. Ensuring that the IRP5 certificates are accurate before you submit your EMP501 is critical for compliance and efficiency. How AllWage Simplifies EMP501 and IRP5 Reconciliation AllWage automates both the EMP501 submission and IRP5 validation, making it easier to ensure compliance with SARS. Here’s how we help: Automated EMP501 & EMP201 Generation: AllWage automatically generates both EMP501 and EMP201 forms based on your payroll data, significantly reducing manual effort and the risk of errors. IRP5 Validation: AllWage validates your employees' IRP5 certificates to ensure all personal and tax information is correct before submission. This guarantees that both the employee tax certificates and the EMP501 reconciliation match perfectly. Health Checks for Payroll & Tax Data: Our system performs comprehensive health checks on your payroll and tax data, identifying and flagging inconsistencies before submission. This ensures that both IRP5s and EMP501 submissions are error-free, helping you avoid costly penalties. Learn More About AllWage by navigating to: Time & Attendance Payroll Job Costing Key Dates for the 2025 Bi-Annual Filing Season Filing Opens: September 16, 2024 Filing Deadline: October 31, 2024 Covered Period: March 1, 2024, to August 31, 2024 Make sure your payroll data, IRP5 certificates, and payments are reconciled before the October 31 deadline to avoid penalties. Common Mistakes to Avoid in IRP5 and EMP501 Submissions Employers often encounter issues when reconciling IRP5 certificates with EMP501 submissions. Here are common mistakes and how AllWage helps you avoid them: Mismatched Employee Data: Ensure employee details (ID numbers, personal information) on IRP5s are accurate. AllWage automatically validates this information. Discrepancies Between EMP201 and EMP501: Ensure your monthly EMP201 submissions match your final EMP501 declaration. Our system pre-validates this data to prevent discrepancies. Inaccurate IRP5 Data: Ensure all employee income, deductions, and benefits are correctly reported. AllWage cross-checks all IRP5s against payroll data to ensure accuracy. Late Submissions: Avoid missing the October 31 deadline, as late submissions incur penalties of up to 10% of your annual PAYE liability. Consequences of Late or Inaccurate Submissions Missing the October 31 deadline or submitting incorrect data can lead to: 1% penalty per month of your PAYE liability, capped at 10%. Legal penalties, including fines or imprisonment for willfully neglecting to submit. AllWage ensures your submissions are accurate, compliant, and on time, avoiding these risks. Why Use AllWage for EMP501 and IRP5 Submission? AllWage not only automates your time and attendance, payroll, and tax processes but also ensures: Error-Free Reconciliation: We ensure that all IRP5 certificates, payroll data, and payments align with SARS’ requirements. Pre-Validated Submissions: Our platform flags any errors or missing information before submission, preventing penalties or rejections. Health Checks: AllWage conducts thorough health checks on your payroll and tax data, ensuring both IRP5s and EMP501 submissions are correct and aligned. Industries We Serve: Tailored Solutions for Labour-Intensive Businesses AllWage is designed to support businesses in labour-intensive industries, where managing payroll and tax compliance can be particularly challenging. Our system is especially beneficial for companies in: Agriculture: Simplifying payroll for seasonal workers and hourly staff. Construction: Automating time tracking and payroll for on-site workers. Warehousing & Logistics: Ensuring accurate payroll for shift-based employees. Manufacturing: Managing payroll compliance for large teams with varying shifts. If your business employs more than 35 staff members who are paid on an hourly wage basis, you can also enquire about how AllWage can streamline your payroll and tax processes. Our system ensures that every hour worked is accurately recorded and paid, without the hassle of manual calculations. Pro Tips for a Smooth Filing Season Start Early: Ensure your payroll data and IRP5 certificates are up to date and ready for submission long before the October 31 deadline. Automate with AllWage: Let our system handle the heavy lifting of payroll, tax calculations, and reconciliation. Validate Employee Tax Certificates: Double-check employee tax certificates to prevent any data mismatches that could result in submission rejection. Monitor Your Submission Status: Use eFiling or e@syFile to track your submission and confirm that everything is processed smoothly. Correct Discrepancies Early: If any discrepancies are flagged, address them as soon as possible to avoid delays or penalties. Conclusion: Don’t Wait Until It’s Too Late With the 2025 bi-annual EMP501 submission deadline approaching, it’s essential to ensure your IRP5 certificates, payroll, and tax data are accurate and compliant. AllWage makes this process seamless, from automating EMP201 and EMP501 generation to validating tax certificates and running health checks to ensure accuracy. Ready to Make Filing Easy? Switch over to our system at any time during the year, our team of experts are ready to help get you started with a seamless transition. Enquire today for a free demo to see how AllWage Clocking and Payroll can simplify your bi-annual filing process and keep your business compliant with SARS regulations. CLICK HERE TO ENQUIRE. ### Overtime Laws in South Africa: Your Guide to Navigating the BCEA and Agreements URL: https://www.allwage.com/blog/overtime-laws-in-south-africa-your-guide-to-navigating-the-bcea-and-agreements Date: 2024-06-28 Discover the essentials of overtime laws in South Africa, including understanding the Basic Conditions of Employment Act (BCEA), creating effective overtime agreements, and ensuring fair compensation. This guide provides employers and employees with clear, actionable insights to navigate overtime work legally and efficiently. Discover the essentials of overtime laws in South Africa, including understanding the Basic Conditions of Employment Act (BCEA), creating effective overtime agreements, and ensuring fair compensation. This guide provides employers and employees with clear, actionable insights to navigate overtime wo A Simplified Guide to Navigating Overtime Work Laws Recently, someone approached me with what seemed like a straightforward question: "Could you explain overtime to me?" My initial thought was, "Of course, that's simple!" Yet, as I prepared to respond, I found myself hesitating, realising the answer was not as simple as I first thought. Questions like "Do you work a compressed work week?", "Are Sundays a regular workday for you?", and "What about Saturdays?" popped into my mind. It quickly dawned on me that the rules around overtime are nuanced and largely depend on individual circumstances. To clear the haze, I turned to the basics—the Basic Conditions of Employment Act (BCEA) of South Africa. The BCEA underscores a pivotal point: Employers cannot mandate overtime without an explicit agreement. The term "agreement" is echoed throughout Section 10 of the Act, underscoring its importance. The rationale is straightforward—every company's needs and operational rhythms are unique. Creating an Overtime Agreement: A Must-Do Whether your operations span weekends, or your production is tied to the daylight hours of varying seasons, having a tailored overtime agreement is non-negotiable. If you're yet to establish such an agreement, consulting with a labour lawyer is a prudent step. They will guide you in structuring your agreement around key areas: Notification: When and how employees will be informed about potential overtime. Overtime Hours: The specific hours that qualify as overtime. Compensation: The method and rate of overtime compensation. Payment Schedule: When overtime compensation will be distributed. Identifying Overtime Hours Overtime hours are not a one-size-fits-all matter. They vary by industry, company practices, and even seasonal demands. Your labour lawyer will help delineate these hours, ensuring they are clearly stated in your agreement. Special attention will be given to Sundays and public holidays, which have their specific compensation rates. Compensation for Overtime How overtime is compensated can also vary. Typically, overtime pay is 1.5 times the employee's standard hourly rate, excluding Sundays and public holidays, which may be compensated at double the rate or according to regular work schedules. Employers may opt to compensate with time off in lieu of cash, subject to approval. When Compensation is Due Your agreement must specify when employees will receive their overtime pay or when they can take compensatory leave. This clarity prevents misunderstandings and ensures both parties are on the same page. Final Thoughts While the principles of overtime compensation seem straightforward—1.5 times the hourly rate for standard overtime, with variations for Sundays and public holidays—the application within your business context might be more complex. It's crucial for each company to craft an overtime policy in collaboration with a labour lawyer. This ensures a mutual understanding and a fair approach to overtime work. Understanding overtime regulations might initially seem daunting. However, with the right information and a tailored agreement, navigating these waters can be straightforward, ensuring compliance and fairness for both employers and employees. ‍ Author - Daurayne van Wyk , Payroll Specialist at AllWage ### Unlocking Farm Productivity: How to Measure and Optimise Labour Efficiency URL: https://www.allwage.com/blog/farm-productivity-measure-optimise-labour-efficiency Date: 2024-06-28 Learn how to boost your farm's productivity by effectively measuring and utilising labour data. Discover how cutting-edge tools like AllWage can make it seamless for you. Introduction In the fast-paced world of agriculture, time equals money. One of the most critical factors affecting your farm's bottom line is labour productivity. Understanding how to measure and optimise this can revolutionise your operations. In this blog, we'll guide you through this process and introduce you to AllWage—an all-in-one solution that streamlines everything. What is Labour Productivity? Labour productivity is the output produced per labour hour. In farming, this could mean the trees planted, crops harvested, or a number of trees pruned. The goal is to maximise output while minimising time and resources spent. How to Measure Productivity Identify Key Metrics: Start by identifying the critical tasks your labour force performs and how you can quantify them. ‍Time Tracking: Use time-tracking tools, such as AllWage, to record the time spent on each task. ‍Calculate Output: Assess the output generated within those hours. ‍Calculate Labour Productivity: Use the Output/Labour Hours formula to get a baseline productivity metric. How to Use Data for Decision Making ‍Identify Inefficiencies: Low productivity numbers reveal bottlenecks. Address them through training or reallocating resources. ‍Resource Allocation: Use productivity data to determine where you need more or fewer resources. ‍Cost Analysis: Understanding labour productivity can also help in calculating the exact cost of each activity. ‍Data-Driven Scaling: Knowing which areas of your farm are most productive can guide expansion plans. ‍Performance Incentives: Use productivity data to introduce performance-based incentives, boosting overall output. Why AllWage? AllWage integrates RFID technology and biometric clocking to track field activities, streamlining the entire measurement process. Plus, our platform includes a built-in payroll system, allowing you to manage and monitor all labour costs and activities from one place. Conclusion Measuring and optimising labour productivity isn't just about numbers—it's about maximising your farm's potential. Implement these steps and consider leveraging AllWage for an all-in-one, simplified solution. ### Why Every Labour-Intensive Business Should Embrace an All-In-One Payroll Solution URL: https://www.allwage.com/blog/all-in-one-payroll-solution-and-payslips Date: 2024-06-28 Separate clocking and payroll systems mean re-typing hours every month. See how AllWage sends verified hours straight into payroll and payslips, with no re-entry. Separate clocking and payroll systems mean re-typing hours every month. See how AllWage sends verified hours straight into payroll and payslips. Labour-intensive businesses in South Africa often face the challenge of integrating data from clocking systems into their payroll. This task, typically tedious and prone to errors, diverts time from core operational activities. Imagine a scenario where clocking data seamlessly flows into the payroll system, ensuring every payslip is accurate and timely. That’s the reality of our all-in-one payroll solution. Seamless Integration Equals Efficiency Our cutting-edge labour management system ensures that every piece of data from the clocking system is directly incorporated into the payroll. This seamless integration eliminates the need for manual data entry, which: Reduces Errors: Automated payroll processing ensures accuracy, minimising costly mistakes. Saves Time: Free up valuable administrative hours for more strategic tasks. Enhances Compliance: Maintain accurate records effortlessly, aiding in South African labour laws compliance. One Company, One Solution The real advantage lies in having everything under one umbrella. By choosing our system, businesses get the dual benefit of a clocking system and payroll in one package. The advantages of a unified solution include: Unparalleled Efficiency: Streamlined payroll processes that reduce operational friction. Cost Savings: Accurate overtime calculations have a major impact on your labour costs. Scalability: Easily scalable as your business grows, accommodating more workers without additional systems. Real-World Examples Consider a construction company in Johannesburg that used to spend hours every week manually entering clocking data into their payroll system. After adopting our solution, they reduced payroll processing time by 96%, allowing their HR team to focus on employee engagement and training instead. Who Benefits from This Solution? Our all-in-one payroll solution is designed for a wide range of labour-intensive industries in South Africa, including: Farmers: Streamline payroll processes, reduce administrative burdens, and ensure accurate payments for seasonal and full-time workers. Construction Companies: Manage large workforces efficiently, minimise errors, and ensure compliance with South African labour regulations. Manufacturing: Improve operational efficiency by integrating time tracking and payroll, reducing downtime and administrative costs. Customer Success Tailored for South African Labour-Intensive Operations Our offering isn’t just about technology; it’s about the dedicated team behind it. Our customer success team understands the unique challenges faced by South African labour-intensive businesses. With their deep-rooted expertise, they offer: Personalised Support: Tailored strategies and insights to meet your specific needs. Training and Onboarding: Comprehensive training programmes to ensure smooth implementation and adoption. Ongoing Optimisation: Regular check-ins and updates to continuously improve your payroll processes. What’s Your Next Move? Evaluate Your Current Process: Identify pain points in your current clocking and payroll system to understand the potential impact of an integrated solution. Explore New Options: Fill out the form on our website and let us help you discover how our approach will fit into your business. Request a Demo: Experience how our solution can transform your payroll process firsthand. In Conclusion For modern businesses in South Africa, integrating clocking data directly into payroll isn't just a luxury—it's a necessity. Businesses achieve unmatched efficiency when combined with a comprehensive solution from a single provider like us. With our top-tier technology and expert team, we're transforming how South African labour-intensive operations approach payroll and payslip generation. Embrace the future of payroll management and unlock new levels of productivity and accuracy. ### What is AllWage Labour Solution? URL: https://www.allwage.com/blog/what-is-agrigistics-labour-solution Date: 2023-03-13 AllWage — previously AllWage — is an all-in-one workforce management platform for South African businesses with waged employees: clocking, time and attendance, and payroll in one system. AllWage, previously AllWage, is South African workforce management software covering clocking, time and attendance, and payroll in one system. Here's how. What is AllWage? AllWage is a labour management and optimisation tool designed for various labour-intensive industries in South Africa, focusing on agriculture and construction. Our all-in-one solution streamlines time clocking, activity monitoring, and payroll processing to enhance productivity and reduce costs. How Does It Work? AllWage offers a cloud-based labour solution designed to increase productivity and decrease costs. Our user-friendly platform includes live time and attendance clocking and activity monitoring that feeds directly into our integrated payroll system. Hardware Rugged Android Device: A durable cellular device with the AllWage app pre-installed to capture real-time data in the field. Employee RFID Wristband: Wristbands containing an RFID chip linked to the employee’s ID. Fingerprint & Facial Recognition: Biometric devices for secure and accurate clocking of workers. All-in-One Software AllWage Labour Solution consists of three elements used together to optimise labour from start to finish: Time & Attendance: Clock employee hours anywhere using RFID, fingerprint, and facial recognition technology. Activity Monitoring: Clock and link costs to all activities. Payroll: Integrated in-field data simplifies payroll processing. Benefits of Using AllWage Cloud-Based System: Safely stores all data. User-Friendly Platform: See live labour costs in real-time. Data-Driven Decisions: Use data to make insightful decisions. Customisable Pay Runs: Simplify payroll processing. Dedicated Customer Success Managers: Ensure goals are reached. Who Benefits from This Solution? AllWage is designed for a wide range of labour-intensive industries, particularly: Farmers: Streamline payroll processes, reduce administrative burdens, and ensure accurate payments for seasonal and full-time workers. Manage harvesting, planting, and other farm activities with precision. Construction Companies: Manage large workforces efficiently, minimise errors, and ensure compliance with South African labour regulations. Clock worker hours on various sites, manage shifts, and optimise project timelines. Clock, Pay & Manage Your Employees Use RFID and Biometric Technology to clock your workers. Instantly reflect data on your payroll for accurate and actionable insights, helping you manage, incentivise, and improve your workforce efficiently. Simplify your operations, save time, and ensure accurate wages with our cloud-based platform integrated with RFID, fingerprint, and facial recognition technology. A Simple & Effective Solution That WORKS! Streamline admin tasks with our all-in-one system, built for agriculture and construction. Turn hours of payroll and data management into minutes with real-time updates, ensuring instant, error-free payroll and attendance data. Time & Attendance: Clock Workers With Ease Easily clock employees with RFID, fingerprint, and facial-recognition technology. Access real-time data on leave, overtime, hours worked, and employee timelines to resolve queries easily. Manage your workforce with simplicity and accuracy. Activity Monitoring: Identify Top Performers Clock employee activities by task, area, and project, and attach supervisor info for accountability. Customisable units let you tailor the system to your needs. Our portal links everything, showing top performers quickly, especially in harvesting and construction projects, boosting productivity and optimising labour management. Integrated Live Payroll: Seamless Management Easily manage payroll for multiple companies and teams. Track resignations and turnover, and access live information on earnings, deductions, and UIF. Automate payroll calculations, generate bulk payment files, and offer loans, savings, and custom deductions. Our flexible system supports benefits like UIF, SDL, Provident Fund, Unions, and Medical Aid, ensuring accurate and timely payments. Magic Happens When You Combine Clocking and Payroll On One Platform AllWage's all-in-one solution provides owners with real-time operational insights for strategic decisions, while managers get instant updates for effective oversight and coordination. Administrators benefit from reduced paperwork and quick wage processing, ensuring employees are accurately compensated, including overtime. Why AllWage? AllWage seamlessly integrates clocking and payroll, delivering precise time management, simplified processing, real-time data, improved compliance, and unmatched efficiency—all on a platform we built ourselves. No other system can offer this level of performance and support.Watch Everything You Need To Know RECAP Video Here Join More Than 150 Businesses Optimising with AllWage Our clients experience real results, saving up to 96% of the time spent on payroll and cutting wage costs by up to 20%. With AllWage, payroll tasks that used to take 4 hours now only take 15 minutes. How Do I Get Started? We want to ensure that each business is set up to reach its individual goals. Contact us to schedule an online demonstration meeting where we discuss the value that AllWage can add to your operations. ### Start the New Financial Year Right with AllWage URL: https://www.allwage.com/blog/switch-payroll-systems-new-financial-year Date: 2024-11-20 Changing payroll systems mid-tax-year means reconciling two sets of records. Here is why South African businesses switch before 1 March, and how to plan it. Why February is the right time to change payroll systems in South Africa: clean opening balances, one tax year, and no mid-year reconciliation. Start the New Financial Year Right with AllWage As the financial year-end approaches on 28 February 2025, there’s no better time to simplify your payroll and time tracking. With AllWage, you gain an integrated, user-friendly system that combines time and attendance with payroll. By setting up in January or early February, you’ll have time to run parallel systems and pay runs, ensuring everything is accurate before the new year begins. Switching to AllWage also gives you the option of yearly contracts, which save you 20%—a great way to start fresh with a reliable solution. Integrated Time and Attendance for Accurate Payroll AllWage simplifies Time and Attendance and Payroll into one seamless system. This integration ensures that real-time employee hours are reflected in payroll, reducing manual data entry and errors. Key Benefits of Integration: Accurate Payroll Calculations: Automate pay runs with real-time attendance data. Easily Manage Diverse Teams: Monitor absences, overtime, and different hourly rates. Leave Management: Easily track balances and ensure accurate leave pay. Client Testimony: “We saved 15% on wages and improved productivity with the same amount within the first month of using AllWage.” - Ryan Ryan is the Owner of Highlands Farming. Start the New Fiscal Year with Clean Records Switching at the end of the financial year allows you to carry over employee information, working hours and hourly rates, ensuring everything is organised for 1 March 2025. Many businesses prefer to run at least one pay cycle with both their current system and AllWage to make sure everything is transferred over correctly. By starting in late January, you’ll have time to do this seamlessly. Client Testimony: “We didn’t know how much we were missing until we saw what was possible” - Jessica Jessica handles the Administration for Invision Turn Point Industries. Read their full client testimony here. Simple Reporting and Data Management All Year Long With AllWage, payroll reporting becomes a breeze. Our platform generates monthly summaries of earnings, deductions, and hours worked, while tracking leave balances and attendance data. Features You’ll Love: Detailed Monthly Payroll Reports: Get clear, accurate summaries of employee earnings, deductions, and total hours worked every month, making payroll management straightforward. Integrated Time and Attendance: Seamlessly track employee hours and integrate them into payroll for accurate reporting and reduced manual work. Easy-to-Access Leave and Attendance Summaries: Keep leave balances and attendance data readily available for quick reference and compliance needs. Benefit: These features keep your payroll data organised and accessible all year round, eliminating the guesswork. Support That Makes Switching Simple Switching systems can feel daunting, but AllWage is here to help. From the initial Discovery Meeting to ongoing training and 24/7 help documentation, our team ensures a seamless setup when it comes to your employee information, working hours and hourly rates along with any deductions or savings that need to be set up. We start with a Discovery Meeting to learn about your payroll and time tracking needs. From there, we customise your setup and provide hands-on training for navigating the system. Whether it’s transferring leave balances, setting up payroll, or tracking time and attendance, our team guides you every step of the way. Why AllWage Support Stands Out: Customised Onboarding: A tailored setup ensures the system fits your business needs. Expert Training: Hands-on guidance for your team to confidently use the platform. Ongoing Support: Regular check-ins and 24/7 help documentation keep you covered. Client Testimony: "The support is definitely a 5 out of 5-star experience." - Paula Paula is part of the HR and Administration Team at Protea Piketberg Farm. Make the Switch Today Starting with AllWage in January or February ensures a smooth transition before the new financial year. Our integrated tools, expert support, and yearly contract savings of 20% make it the perfect time to upgrade your clocking and payroll system. Ready to make the switch? Contact us to schedule a demo and see how AllWage can help your business. ### Farm Employee Tracking: Activity Monitoring vs. Worker Movement URL: https://www.allwage.com/blog/tracking-activity-monitoring-vs-worker-movement-in-farming Date: 2024-06-28 Tracking where workers move tells you little about what actually got done. Why AllWage measures activity and output instead of movement. Introduction In the evolving landscape of ag-tech, terminology can sometimes lead to misconceptions. One such term is "tracking." At AllWage, when we discuss "tracking," we refer to the precise monitoring of work activities, not the physical movements of the workers on the farm. Our commitment is to empower farmers with data-driven insights, optimise labour resources, and ensure fairness and transparency in compensation. This article aims to clarify our approach to monitoring, highlighting its benefits whilst addressing common concerns. We believe in a future where technology serves both the farmer and the worker, fostering a harmonious balance between efficiency and ethics. Let's dive into what sets our activity monitoring apart and why it's a game-changer for the agricultural sector. The Difference Between “Tracking” Activity Monitoring and Worker Movement Activity Monitoring: This focuses on tasks performed, hours worked, and overall efficiency. We use tools like RFID technology, finger and facial scanning to record activities accurately. Our solution allows you to allocate activities to blocks or produce so you know exactly where the activity has taken place. Worker Movement: This would mean monitoring the physical locations, routes, and movement patterns of workers. Why Activity Monitoring is Our Choice Data Precision: Activity monitoring gives exact data on tasks completed on your farm. By having foremen input data in real-time, farmers gain precise insights into the specific tasks being undertaken, rather than just observing worker movements. This clarity enables accurate job costing and paves the way for enhanced productivity. Cost Efficiency: Movement-monitoring hardware is expensive and doesn't necessarily ensure better productivity. By focusing on activity monitoring, we provide a cost-effective solution that offers comprehensive insights that you can use to take action by optimising your labour resource. Privacy Matters: We respect the privacy of workers. Monitoring every movement can feel intrusive. Our approach ensures we get necessary data without crossing personal boundaries. Seamless Integration: The data from activity monitoring smoothly integrates into the AllWage portal. This helps in managing labour hours, tasks, and even payroll, connecting work to wages directly. Monitoring Motion vs. Productivity: A Closer Look Many farmers believe that if a worker is moving, they're being productive. But movement doesn't always mean effective work. Here's why: ‍Movement Doesn't Equal Work A worker might be moving a lot, but what are they doing? Are they carrying tools, looking for something lost, or facing a delay? Just seeing movement doesn't tell the full story. Activity Monitoring Clears Things Up Instead of just watching movement, activity monitoring shows the actual tasks done by a worker. It answers: What tasks were finished? How long did they take? Were there any issues? Real productivity is about results, not just movement. With activity monitoring, farmers get a clearer picture of what's happening on their farm and can identify where to optimise. The Benefits of Activity-Based Tracking Cost Management: By tracking activity costs, farmers can spot areas to save money and allocate resources better. Empowering Decisions: With clear data on work activities, farmers can make informed choices about managing their labour force. Transparency: Activity-based tracking means workers are paid for the work they do. This builds trust and ensures fairness. Conclusion It's essential to look beyond mere movement and focus on tangible outputs and work completed. Activity monitoring provides the context and clarity needed to truly understand and optimise labour resources on the farm. ### Attendance Monitoring with RFID and Biometric Technology URL: https://www.allwage.com/blog/benefits-of-attendance Date: 2023-05-16 RFID wristbands and biometric clocking give you attendance you can audit: accurate hours, no buddy clocking, and hours that flow straight into payroll. RFID wristbands and biometric clocking give you attendance you can audit — accurate hours, no buddy clocking, and hours that flow straight into payroll. South Africa's farming and construction industries are rapidly embracing technology to improve operations, and attendance monitoring is no exception. Historically, tracking employee attendance involved manual timekeeping using pen and paper, leading to mountains of paperwork and errors. However, new technology has made attendance monitoring a vital asset for any farm or construction site. AllWage Labour Solution AllWage Labour Solution offers an innovative system that enables farmers and construction managers to monitor their employees anytime, anywhere. Our system uses RFID wristbands, fingerprints, and facial recognition technology to track and accurately monitor employee attendance. This technology brings numerous benefits, including reducing errors, eliminating manual timekeeping, and improving workforce management. Flexible and Adaptable Data Capture Our solution is designed to be flexible and adaptable, catering to the unique needs of each site. Whether you need to add clocks on an Android device or through our online portal, AllWage makes it simple: Online Portal Adding Clocks: Easily create manual clocks for any employee on any day from both the dashboard and employee overview. Time & Attendance: A step-by-step guide on how to add a manual clock ensures you can manage attendance efficiently. Android Device Clock In:some text Access Time & Attendance: Tap the foreman's wristband on the back of the device to access the module.Clocking In: Tap the green + icon, select an activity, and scan the employee tag. The system displays the date, time, and employee name.Review Clock-Ins: View clocked-in employees on the device or across devices via the online portal. Clock Out:some text Tap the red icon to transition to the clock-out screen, scan the employee tag, and confirm their clock-out status. RFID Wristbands RFID wristbands are wearable technology that uses radio frequency identification (RFID) to identify and monitor individuals. Each wristband contains a small chip programmed with a unique identifier code. Once the wristband is assigned, it becomes the employee’s digital identity, allowing you to accurately track their activities and attendance in real-time. Biometric Technology AllWage understands that every farm and construction site is unique. That’s why we offer the option of fingerprint and facial recognition. This biometric technology accurately identifies and tracks employee attendance, allowing managers to monitor activities and hours with precision. The Benefits of RFID & Biometric Technology This technology eliminates the need for manual timekeeping, reduces the risk of errors, and ensures that only authorised employees can clock in. Biometric technology also allows managers to monitor employee performance and identify areas for improvement, optimising operations and increasing productivity. With just a few clicks, you can see who is present on your site and the tasks they are working on at any given time. This real-time visibility offers unparalleled insights into your workforce, empowering you to make informed decisions regarding resource allocation, task assignments, and overall management. Live Data for Payroll AllWage simplifies workforce management by providing a comprehensive overview of each employee’s attendance history, performance, and related data. But that’s not all. The integration extends to payroll, ensuring a smooth and efficient process from attendance tracking to wage calculations. Activity Tracking Capturing activity units is crucial for tracking productivity and performance. AllWage allows you to: Navigate to Activity Units: Go to Data Review / Activity Units on the AllWage portal. Initiate Addition: Click on the green + icon to add units. Allocate Units: Select the employee and supervisor, specify the location, choose the activity, enter the units, set the date and time, and mark as under review if necessary. Leave Management Managing leave is straightforward with AllWage. Capture leave from the dashboard, leave data review, or the Employee Overview Management Report. Specify the employee(s), leave type, start and end dates, and additional information. The system calculates the leave amount and ensures accurate records. Conclusion The use of RFID wristbands and biometric technology has the potential to revolutionise the farming and construction industries in South Africa. AllWage Labour Solution provides an innovative and efficient way to monitor employee attendance, track performance, and process payroll. This technology will help maximise productivity, optimise business operations, and stay competitive in the market. ## Case Studies ### Job Costing for Labour: From Clock-In to Cost Per Site URL: https://www.allwage.com/case-studies/job-costing-from-activities-to-payroll Date: 2026-07-30 This is a worked example based on documented AllWage capabilities, using an illustrative employee and figures. It is not a specific customer result or a promise of savings. Our worked example follows a construction company that runs crews across several building sites in Pretoria and Johannesburg, paying an hourly, weekly-waged workforce. We track one of its employees through a single week to show how AllWage attributes every hour of labour cost - base pay and premiums like overtime and Sunday - to the exact site and activity it was worked on, and carries that into a balanced accounting journal. How to attribute direct labour cost - including overtime, Saturday and Sunday premiums - to the exact job, site and activity it was worked on. A full worked example, cost per site, and a balanced accounting journal. 70 hours: The example employee's week, resolved across three job sites Split by time share across every site and activity worked. Premiums included: Overtime and Sunday pay follow the job that incurred them Attributed by proportional time share, every pay run. R2 645.13: The week's direct labour, traced to site, activity and premium Built from the same data as the balanced journal. What is job costing Job costing is an accounting method that tracks the labour, materials and overhead costs of a specific, unique job or project, so a business can measure the profitability of each job, price new work accurately and control its costs. This piece focuses on the hardest and most valuable part of that picture for a waged workforce: direct labour. Direct labour is the wages and benefits paid to employees and contractors for the time they spend actively working on a specific job. For a business that pays hourly, waged workers across many locations, direct labour is usually the largest and most variable cost - and the hardest to attribute back to the job that actually incurred it. Materials and overhead are a separate question; everything below is about labour. What did this job actually cost, and can we trace that number back to the time and activities behind it? Every waged workforce is really a grid of sites and activities Job costing for direct labour is not specific to one sector. It applies to any business with a distributed, waged workforce - wherever people are paid for time worked across more than one location. Two ideas describe almost the whole operation: the site (the physical location where work happens, grouped into regions), and the activity (the task an employee performs while there). The labels change from one industry to the next; the mechanics do not. Sites and activities by industry Industry Sites Activities Agriculture Farms, orchards, fields and blocks Picking, pruning, planting, packing and spraying Construction Building sites Masonry, concrete, plastering and site cleanup Manufacturing Warehouses, plants and production lines Assembly, machining, packing and quality control Security Guarding posts Patrols, access control and monitoring Mining An individual mine or a location within it (crusher, workshop, offices) Drilling, hauling, processing and maintenance Cleaning, logistics, retail and hospitality Client premises, depots, stores or venues Their own everyday tasks A construction firm costing masonry at one site and a mine costing drilling at the north shaft are doing exactly the same thing: attributing an hour of paid labour, premiums and all, to a physical location and a task. This walk-through uses construction as the worked example because it shows the pattern in its most demanding form - the same workforce moving fluidly between distinct jobs and distinct trade activities, often within a single day. The scenario: one workforce, many jobs in a day A construction company runs a team that moves between multiple building sites, performing different trade activities at each. On some days an employee splits their time across several activities on several sites - bricklaying at one site in the morning, slabs at another in the afternoon. On other days they spend the whole day on a single activity at one site. The mix is irregular and decided day by day, driven by where the work is needed. To cost each job accurately, every hour worked must resolve to a single site-and-activity combination, because that is the granularity at which the business needs to understand its labour cost. We follow one employee through a week as a representative slice of a workforce that can run into the hundreds. Why job costing for labour is deceptively hard On paper it sounds simple: take the hours an employee worked, allocate them to the activity and site they worked on, and you have your cost. For one employee on one day, it is simple. The difficulty is doing it accurately, at scale, and consistently - across a workforce of dozens or hundreds, over a full month. And the cost of an hour is not flat. A worked hour can carry a premium depending on when it happened: Overtime - hours beyond the normal threshold cost more (commonly 1.5x). Public holidays - typically paid at a premium rate. Saturday hours - often a different rate, or a lower ordinary-hours cap. Sunday hours - often a higher rate again (commonly 2x). These premiums have to be apportioned correctly across whatever sites and activities the employee worked that day. Splitting hours evenly is not the same as splitting cost correctly. Done by hand, reconciling this for a whole workforce every month is enormously time-consuming - and, worse, the method drifts from month to month unless the exact same process is followed every time, producing job costs that cannot be compared or trusted. The overtime trap: no single right answer, only a consistent one The easy case: an employee works their required 8 hours doing masonry at one site. Straightforward - 8 x the hourly rate, and the whole cost lands on masonry at that site. Nothing to decide. The hard case: an employee works 3 hours of masonry at one site, then 7 hours of concrete at another. That is a 10-hour day against an 8-hour requirement, so 2 hours are overtime - spread across two activities and two sites. Now the question 'which work was the overtime?' has no self-evident answer, because overtime is defined by exceeding the expected hours, not by a fixed position on the clock. Ends late - the employee works through and stays on to finish, so the last 2 hours are overtime and the premium lands on whatever they did last. Starts early - the employee comes in two hours before the shift to get ahead, so the first 2 hours are the overtime and the premium belongs to whatever they started on. An early job over-runs - a planned 6.5-hour day tips to 8.5 because the masonry over-ran, so a 30-minute check-in that was never meant to be overtime is the half-hour sitting past the threshold. The overtime was caused by the masonry, but it looks like it landed on the concrete. In every version the work is identical; only the story differs - and a naive rule would charge a different activity and site each time. The insight is that there is no single correct answer, only a consistent one. Customers argue their own convention passionately - 'overtime is always the last hours', 'it's whatever ran over' - and none of them is wrong, which is exactly the point. The business does not need the one true method so much as one method applied the same way every pay run. If masonry looks cheap in March only because the overtime happened to be charged elsewhere, and expensive in April because the rule quietly changed, the job costs cannot be compared and the whole exercise is worthless. Weekly overtime makes it harder still Many businesses calculate overtime weekly rather than daily: all the hours worked across the week are added up, and only the hours beyond a weekly threshold (for example 45 hours - configurable per business) count as overtime. This breaks the intuition even further, because overtime no longer belongs to any particular day - it emerges partway through the week. An employee can work an 11-hour Monday with none of it overtime, because they have not yet crossed the weekly threshold; overtime only switches on later in the week, the moment cumulative hours pass the line, perhaps on Thursday afternoon. From that instant on, whatever activity and site the employee is working becomes the overtime work and carries the premium. This is precisely why job costing has to be solved on the payroll side. Time and attendance can show that overtime occurred - it knows the hours. But it cannot correctly attribute the cost of that overtime to activities and sites, because whether an hour is overtime depends on the full week's running total and the pay rules, which live in payroll. Only once payroll has determined when in the week the employee crossed into overtime can the work from that point on be costed accordingly. AllWage already handles this on the payroll side. How AllWage solves it: one rule, applied every pay run AllWage keeps the costing calculation where it already works - in payroll, where the true cost of every hour is already known - and carries the site dimension all the way through to the report. Every clock already records which site and activity an employee worked. Payroll already knows the true cost of every hour, including the hard cases (overtime, whether daily or weekly, plus weekend and public-holiday rates). The costing report then breaks cost down not just per activity but per site, so per-site cost falls out of the same engine that already handles everything else. The rule is one consistent method, applied every pay run: Capture - each block of clocked time carries the site and activity it was worked on. Cost each hour - payroll classifies the day's hours as normal, overtime, weekend or public holiday according to the client's pay rules, and applies the matching rate. Prorate across the day's work - the day's normal and premium hours are split across every activity-and-site combination worked that day, in proportion to the time spent on each. The system makes no attempt to guess which specific hour was overtime; it spreads the premium by time share. Report per site - the cost report gains site and region columns and splits its rows one level finer, so cost rolls up per site and per region. The totals are unchanged - the split only subdivides existing rows. The allocation rule in one line: take the day's normal and premium hours as payroll computed them, and divide each across the activity-site blocks worked that day in proportion to the hours spent on each. Two consequences make it the right rule. Premiums follow the work fairly - if an employee split a 10-hour day 6:4 across two sites, the 2 overtime hours split 1.2:0.8 the same way, so neither site is arbitrarily lumped with the whole premium. And the books always balance - because the split only subdivides, the total labour cost for the day, the employee and the pay run is identical to what it was before site costing existed. Nothing is created or lost; it is only attributed more finely. Worked example: one employee, one week This follows a single example employee on the Weekly Wages pay run for 07-13 May 2026. The figures are illustrative, chosen to show the mechanics clearly. The hours worked Date Work allocation Daily total Thu 07 May Concrete at The Grove (Pretoria) 4h Masonry at Lintons Corner (Pretoria) 7h 11h Fri 08 May Masonry at Lintons Corner (Pretoria) 10h 10h Sat 09 May Concrete at Sandton (Johannesburg) 9h 9h Sun 10 May Rubble Removal at Lintons Corner (Pretoria) 10h Mon 11 May Rubble Removal at Lintons Corner 6h Rubble Removal at The Grove 4h (both Pretoria) Tue 12 May Masonry at Sandton (Johannesburg) 10h Wed 13 May Concrete at Sandton (Johannesburg) 8h Rubble Removal at Lintons Corner (Pretoria) 2h The rates and rules in play Rate or rule Value or treatment Normal R30.23 per hour (base) Overtime R45.34 per hour (1.5x normal) Sunday R60.46 per hour (2x normal) A standard weekday 8 ordinary hours; hours beyond 8 become overtime A Saturday A lower cap of 5 ordinary hours, so hours beyond 5 on a Saturday are overtime Sundays Paid entirely at the Sunday rate How the split works, day by day Thursday 07 May is the headline case - 11 hours across two sites, so 8 normal + 3 overtime. Rather than dump all 3 overtime hours on one site, the day's hours are prorated by time share: The Grove took 4/11 of the day, Lintons Corner 7/11. Thursday 07 May allocation Site Activity Pay type Hours Rate Cost The Grove Concrete 2.91h R30.23 R87.94 1.09h R45.34 R49.47 Lintons Corner Masonry 5.09h R153.90 1.91h R86.57 The 3 overtime hours land as 1.09h on The Grove (4/11 x 3) and 1.91h on Lintons Corner (7/11 x 3) - neither site is arbitrarily lumped with the whole premium. Friday 08 May is a single site: 10h masonry at Lintons Corner, 8 normal + 2 overtime, nothing to split (8h x R30.23 = R241.84 normal, 2h x R45.34 = R90.69 overtime). Saturday 09 May shows the cost side of the rules. 9 hours of concrete at Sandton, but Saturday's ordinary-hours cap is 5, so the day is 5 normal + 4 overtime - more of the day is overtime than the same 9 hours on a weekday would be. When an hour is worked, not just how many, decides what it costs. Saturday 09 May allocation Sandton 5h R151.15 4h R181.38 Sunday 10 May is paid entirely at the Sunday rate - the premium is driven by the day, not by exceeding a threshold, and attaches to whichever site was worked: 10h Rubble Removal at Lintons Corner, 10h x R60.46 = R604.60. Monday 11 May is the same activity across two sites (6h + 4h Rubble Removal, 8 normal + 2 overtime, prorated 6/10 and 4/10) - the cost still splits by site: Monday 11 May allocation Rubble Removal 4.8h R145.10 1.2h R54.41 3.2h R96.74 0.8h R36.28 Tuesday 12 May is a single site again: 10h masonry at Sandton, 8 normal + 2 overtime (R241.84 + R90.69). Wednesday 13 May is the fullest case - two activities and two sites: 8h concrete at Sandton + 2h rubble at Lintons Corner, 8 normal + 2 overtime, prorated 8/10 and 2/10 across both: Wednesday 13 May allocation 6.4h R193.47 1.6h R72.55 R48.37 0.4h R18.14 The payoff - cost per site for the week Rolling every row up by site gives the number the business actually wanted - what each job cost in direct labour, premiums and all: Cost per site for the week Level Site or region Labour cost Job Lintons Corner (Pretoria) 35 hours R1 443.62 The Grove (Pretoria) 8 hours R270.43 Sandton (Johannesburg) 27 hours R931.08 Region total Pretoria 43 hours R1 714.05 Johannesburg Grand total All sites 70 hours R2 645.13 Two things this makes concrete. Job costing works: Lintons Corner and The Grove are both in Pretoria, and Rubble Removal ran across both - yet the report cleanly separates R1 443.62 of labour on one job from R270.43 on the other. And time and premiums are attributed together: every one of the 70 hours resolves to a site, and each site carries its fair share of the week's overtime and Sunday premium, not just base hours. The cost per job is the true cost, not an hours count dressed up as one. From report to books: getting the job cost into accounting The cost report above is an operational document - a day-by-day, employee-by-employee breakdown a costing or payroll team inspects to check the numbers. But once the pay run is finalised, that cost has to go somewhere: into the customer's accounting software, as part of their books. Re-keying it by hand every pay period is exactly the manual job that job costing is meant to remove. The accounting journal is the handover - the payroll result turned into a balanced journal the customer can import into, or hand their bookkeeper for, any accounting package. What a balanced journal is A journal is a list of accounts, each carrying a debit or a credit, under one unbreakable rule of double-entry bookkeeping: total debits must equal total credits, always, to the cent. For payroll the shape is simple. Debits are what it cost the business - every wage line (normal, overtime, Sunday, allowances) and every employer contribution. Credits are who the business now owes - net pay to employees' bank accounts, PAYE, UIF and SDL to SARS, and any third parties. Gross wages get distributed on the credit side into net pay plus every deduction, and that is what makes the two sides balance. The insight that connects job costing to the journal Here is the structural point that ties the whole story together: only the debit (expense) side splits by job; the credit side stays whole. You still owe SARS one PAYE figure and your staff one net-pay figure no matter how the work is sliced, so the credit side never subdivides. But the expense lines - what did wages cost, and against which job? - are exactly what the costing engine answers. Because premiums are already attributed to the right site and activity by the costing engine (proportionally, consistently, weekly overtime and all), the journal inherits correct job costs for free. That is the differentiator: not 'export a journal', but 'export a journal already costed to the right jobs, premiums included' - which a competitor working only from a time-and-attendance view cannot do. The week's journal For the example week, the payslip has earnings of R2 645.13 gross (Normal Hours R1 360.35, Overtime R680.18, Sunday Hours R604.60), deductions of R159.87 (PAYE R133.42, employee UIF R26.45) and employer contributions of R52.90 (SDL R26.45, employer UIF R26.45). Net pay is R2 645.13 - R159.87 = R2 485.26. Turned into a balanced journal: Side Account Amount Explanation Debit Normal Hours R1 360.35 Wage cost R680.18 Sunday Hours R604.60 SDL (employer) R26.45 Employer's own cost UIF (employer) Total debits R2 698.03 Credit Net Pay to bank R2 485.26 Gross minus PAYE minus employee UIF PAYE to SARS R133.42 Employee deduction UIF total to SARS R52.90 Employee R26.45 + employer R26.45 SDL to SARS Employer contribution Total credits Both sides land on R2 698.03 - the journal balances. The depth dial - splitting the expense side by job Only the debit side splits by job; the credit side stays whole. The journal above - normal time, overtime, Sunday hours and the statutory lines - is exactly what most payrolls export, and they stop there. Everything below - those same wage lines broken down by activity, by site, by region - is detail AllWage adds, and it is only possible because the costing engine already knows which job every hour and every premium belongs to. So the customer puts a depth dial on the wage-expense lines. Using the week's Overtime (R680.18) as the running example: Overtime split by job-costing depth Dimension Breakdown Total By activity Masonry R267.95 Concrete R303.40 Rubble Removal R108.83 By site Lintons Corner (Pretoria) R249.81 The Grove (Pretoria) R85.75 Sandton (Johannesburg) R344.62 By region Pretoria R335.56 Johannesburg R344.62 Every one of these re-sums to R680.18 - the depth dial only ever subdivides a line, it never changes a total, so the journal still balances at every depth. The same applies to Normal Hours, Sunday Hours and every other expense line. Anything that carries no activity or site - a fixed amount like a bonus, or hours clocked without a site - cannot be split, so it lands on an explicit Unallocated line rather than being smeared across the jobs. In practice the customer picks a legal entity and a calendar month, chooses how deep to split the expense lines, and downloads one balanced, software-agnostic journal ready to capture or hand to a bookkeeper. The full picture, end to end One pipeline runs from a worker clocking in to a line in the customer's accounts: clock (site and activity) to time and attendance (hours and exceptions) to payroll (classify each day's hours as normal, overtime, weekend or public holiday, apply the rates, handle weekly overtime) to the cost report (prorate each day's cost across the activity-site blocks by time share) to the accounting journal (a depth dial on the wage-expense lines; one balanced journal) to the customer's accounting software. The through-line is a single idea: the genuinely hard problem - attributing premiums across a fluid, multi-site, multi-activity day, including weekly overtime that only switches on mid-week - is solved once, in payroll, with one consistent rule. Everything downstream inherits that answer, which is what makes job costs comparable month to month, trustworthy in the books, and defensible when a customer asks why a job cost what it did. Common questions about job costing for labour Why can't time and attendance alone do job costing? Time and attendance knows the hours, so it can show that overtime happened - but it cannot correctly cost that overtime to a job, because whether an hour is overtime depends on the week's running total and the pay rules, which live in payroll. Costing has to be done where the true cost of every hour is already known. How do you decide which hours are overtime when a day spans several jobs? AllWage does not try to guess which specific hour was the overtime. It spreads the day's premium across every activity-and-site combination worked that day, in proportion to the time spent on each. It is a defensible rule applied identically every pay run - so job costs stay comparable month to month. Does the cost that lands on each job include overtime and weekend premiums? Yes. Each job carries its fair share of the day's overtime, Saturday, Sunday and public-holiday premiums, not just base hours. The cost per job is the true cost of the labour, not an hours count dressed up as one. What happens to time not linked to a site, or fixed amounts like bonuses? Anything that carries no site or activity - a bonus, or hours clocked without a site - cannot be attributed to a job, so it lands on an explicit Unallocated line rather than being smeared across the jobs. Nothing is invented and no total changes. Which industries does this apply to? Any business with a distributed, waged workforce - agriculture, construction, manufacturing, mining, security, cleaning, logistics, retail and hospitality all map onto the same site-and-activity model. Construction is used here because it shows the pattern in its most demanding form. What this example does and doesn't claim This is a worked example using an illustrative employee and figures, chosen to show the mechanics clearly. It does not guarantee a saving or productivity increase. The value of job costing depends on configuration, reliable data capture, accurate rates, and disciplined review before payroll is finalised. ### Turning paper timesheets into a faster payroll process URL: https://www.allwage.com/case-studies/invision-time-attendance-payroll Date: 2024-11-05 Invision Turn Point Industries How Invision Turn Point Industries replaced manual timesheet entry with connected time, attendance, and payroll workflows. See how Invision Turn Point Industries moved from paper timesheets to connected time, attendance, and payroll workflows with AllWage. Days to hours: Payroll preparation time Customer-reported comparison with the previous paper-based process. 3 employee types: Weekly, casual, and permanent payroll structures Operational profile described in the customer case study. About Invision Turn Point Industries Invision Turn Point Industries has more than 25 years of experience designing, manufacturing, and installing glass and aluminium shopfronts, doors, and windows. Its projects range from residential properties to office blocks and large commercial spaces. The business operates across construction and manufacturing and manages weekly, casual, and permanent employees with different attendance and pay structures. Challenge Each payroll week, the bookkeeper had to assemble paper timesheets and manually enter records for every employee type. The process consumed days, created pressure around the payroll cycle, and introduced avoidable opportunities for data-entry errors. Solution Invision introduced AllWage during the financial year and connected its time and attendance records to payroll. The team received training and implementation support while moving away from the existing paper process. This reflects the documented AllWage workflow in which processed clocking data forms the foundation of payroll calculations and is reviewed before a pay run is finalised. Results The Invision team reported that payroll work which previously took days could be completed in hours. They also described fewer manual entry problems, easier day-to-day use, and responsive onboarding support. Why it mattered The change gave the team a more repeatable process for managing different employment and pay structures without assembling payroll from disconnected paper records. Invision subsequently planned to expand the workflow to other business units. ### Measuring where productive farm time was being lost URL: https://www.allwage.com/case-studies/rheeders-workforce-productivity Date: 2024-06-28 Rheeders Boerdery How Rheeders Boerdery used activity and location-aware clocking to identify lost production time across its harvesting operation. See how Rheeders Boerdery used activity and location-aware clocking to identify and reduce lost productive time. 10%: Increase in productive time Customer-reported after changing where harvesting teams clocked. 7,000: Additional productive hours per month Customer-reported estimate from Rheeders Boerdery. About Rheeders Boerdery Rheeders Boerdery is a diversified farming operation near Brits in South Africa's North West province. It grows fourteen products throughout the year and supplies major food retailers across South Africa. The operation manages between 300 and 500 permanent and piecework employees. With labour spread across crops, activities, and harvesting blocks, understanding how working time was used was central to protecting productivity. Challenge Harvesting teams clocked at the packhouse before travelling to their assigned blocks and clocked out only after returning. The recorded working day therefore included transport time and did not show managers how much time was spent productively in the harvest blocks. Solution Rheeders moved clocking closer to the work by associating employee records with harvesting blocks and activities. This separated productive harvesting time from the travel between the packhouse and the fields. The workflow aligns with AllWage's documented ability to capture employee activities and associate operational work with configured areas or blocks, giving managers records they could review by place and activity. Results Rheeders Boerdery reported that productive time increased by 10%, which it estimated as 7,000 additional productive hours per month. These are customer-reported results from the original engagement and are not a general performance guarantee. Why it mattered The business moved from assumptions about workforce productivity to a process it could measure, review, and improve. ### Reducing fortnightly payroll preparation to 15 minutes URL: https://www.allwage.com/case-studies/saronsberg-rfid-payroll Date: 2024-06-27 Saronsberg Vineyard How Saronsberg Vineyard connected RFID activity clocking with payroll preparation across a distributed farm and hospitality workforce. See how Saronsberg Vineyard connected RFID activity clocking with payroll preparation across its farm and hospitality teams. 15 minutes: Fortnightly wage finalisation Customer-reported, compared with approximately half a day previously. Half a day: Previous fortnightly payroll process Customer-reported comparison before the process was reduced to 15 minutes. About Saronsberg Vineyard Saronsberg Vineyard is a wine and hospitality operation in the Tulbagh Valley of the Western Cape. Its teams work across the vineyard, accommodation, and venue areas rather than in one central workplace. Challenge Worker hours were recorded with pen and paper. Transferring and checking the records for payroll took approximately half a day every fortnight. Solution After evaluating the workflow with its wider team, Saronsberg introduced RFID wristbands and mobile capture devices so employees could record attendance and activities where work happened. The resulting records gave the vineyard, accommodation, and venue teams a shared source of workforce information that could then be used during payroll preparation. Results Saronsberg reported reducing the time required to finalise fortnightly wages from roughly half a day to 15 minutes. The team also gained more immediate access to workforce data across its different operating areas. Why it mattered The new workflow reduced repeated paper handling while giving the vineyard a common record for attendance, activities, and payroll preparation.