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Spring has sprung in South Africa, bringing a fresh reason to look at haircare from the scalp up. As clients start thinking about new colours, cuts and styles, it’s a great time to look at scalp health too. A scalp consultation or simple scalp analysis gives you an opportunity to identify your client’s individual concerns and recommend personalised haircare, while creating natural opportunities for professional in-salon treatments and retail recommendations. Biophilic Formulas, The Scalp and the Sensorial Experience are at the heart of Keune Care. Biophilic Formulas combine nature-inspired ingredients and design with advanced haircare technology, while a healthy, balanced scalp provides the foundation for healthy-looking, stronger hair. The sensorial experience brings fragrances and luxurious textures into the haircare ritual. To make it easier for you to design a scalp care regimen for your client taking into account Biophilic Formulas, The Scalp and the Sensorial Experience, Keune offers specialised solutions for a range of scalp concerns. These include Scalp Sensitive to calm and hydrate sensitive or irritated scalps, Perfect Clarity to detoxify and remove product build-up and maintain balance. For clients concerned about visible flakes, Dandruff Detox helps reduce dandruff and supports a healthy scalp microbiome. Derma Regulate helps control excess oil for longer-lasting freshness, and Long & Strong supports fuller-looking, stronger hair and helps reduce hair loss and breakage. Scalp care can also become a salon wellness moment with relaxing massages and professional scalp treatments adding another dimension your client’s experience. “Education remains central to Keune's approach. By integrating scalp analysis into every consultation, professionals can identify concerns, personalise recommendations, and build deeper trust with their clients,” JULIE RIMMER, KEUNE EDUCATION MANAGER This spring, make a scalp analysis a natural part of every consultation. It’s an ideal opportunity to build trust, personalise service and increase your salon’s turnover. Healthy hair doesn't begin with the style, it begins at the scalp, and Keune makes it possible. To find out more about Keune or to stock it in your salon, contact your mhb sales consultant. New clients can call mhb Telesales on 0860 104 109, and a consultant will be in touch. FOLLOW KEUNE Instagram Facebook Website mhb Facebook Instagram Website

“Amplified cranks up the energy with a fearless fusion of beauty and rebellion. Inspired by vintage amps and 90s icons, this collection captures the raw attitude of rockstar paparazzi shots with a backstage, off-duty vibe. Hair blends sharp lines with fluid textures, bold yet wearable, edgy yet elegant. Shot with the energy of a late-night gig, each look channels the spirit of Britpop cool and grunge glamour, dripping with confidence.This is a tribute to rule-breakers and renegades; think undone beauty, gritty elegance, and unapologetic individuality. This is hair, amplified.” Kirby Blythe Hair by Kirby Blythe at Kirby Blythe, Scunthorpe, Lincolnshire @hairbykirbyblythe Make-up: Sally Rowe @sallyrowemua Styling: Robert Morrison @robertmorrisonstylist Photographs: Richard Miles @richmilesphot

Written by Dane Frost Setting the Scene: A Story Many Salon/Spa Owners Know Picture this: It is a busy Saturday morning at your establishment. The receptionist pulls you aside and quietly tells you that one of your hairdressers seems “off” today - their speech is a little slurred, their movements slightly unsteady, and there is a faint smell of alcohol. They have two clients booked back-to-back, one of whom is here for a full bleach and colour treatment. What do you do? This is not a hypothetical for many employers in our industry. And what you do in that moment and how prepared you are with the right policies, tools, and knowledge will determine whether you handle the situation lawfully, fairly, and safely, or whether you find yourself on the wrong side of a CCMA/Bargaining Council dispute. Why This Matters in Our Industry The hairdressing, cosmetology, beauty, and skincare industry is not the same as an office environment. We work with scissors, razors, chemical relaxers, heated appliances, laser equipment, adhesives, and sharp implements often in close proximity to a client’s face, eyes, and skin. The consequences of substance impairment in our industry are not abstract. They are burns, lacerations, permanent scarring, and irreversible eye damage. This is precisely why workplace substance policies matter deeply here and why they must be carefully designed, clearly communicated, and properly enforced. But they must also be fair, calibrated, and legally sound. Policies that go too far, or that are applied inconsistently, can land an employer in just as much trouble as having no policy at all. The Legal Foundation Section 8 of the Occupational Health and Safety Act 85 of 1993 (OHSA) places a duty on every employer to provide and maintain, as far as is reasonably practicable, a workplace that is safe and without risk to employees. General Safety Regulation 2A under the OHSA goes further, explicitly prohibiting any person who is or appears to be under the influence of alcohol or any substance that impairs their faculties from being at or remaining in a workplace. This is your legal foundation. But notice the words “reasonably practicable” and “impairs their faculties.” These are not accidental. The law requires proportionate action, not blanket punishment. Your policies must reflect the same balance. Know Your Roles: Not Every Station Carries the Same Risk One of the most important and often overlooked aspects of a legally defensible substance policy is that it must be calibrated to the actual risk level of each job role. A laser technician and a front-desk receptionist do not carry the same risk of harm to clients or colleagues under impairment. Applying identical zero-tolerance consequences to both, without differentiation, may be seen as unreasonable at the CCMA/Bargaining Council. Here is how roles in our industry are best categorised, using a risk-based framework: HIGH RISK / HIGH SENSITIVITY Hairdressers and Barbers Use scissors, razors, clippers, and thinning shears on a daily basis. Apply chemical treatments — relaxers, perms, bleach, and colour — where incorrect mixing by an impaired practitioner can cause severe scalp burns or allergic reactions. Work with high-heat tools such as irons and blow dryers in close proximity to a client’s scalp and face. Even a minor lapse in concentration can result in lacerations or chemical burns. Electrologists and Laser / IPL Technicians Operate high-powered laser, intense pulsed light (IPL), and electrolysis equipment. Incorrect calibration or unsteady application by an impaired operator can cause permanent skin scarring, burns, or irreversible eye injury. This is arguably the highest-risk designation in our industry and carries the strongest justification for strict zero-tolerance enforcement. Eyelash Technicians and Lash Artists Work with cyanoacrylate-based adhesives in extremely close proximity to the eye. Use tweezers and fine instruments within millimetres of the cornea. Any hand tremor or lapse in judgement due to impairment could cause permanent eye injury. Nail Technicians (Acrylic and Gel Applications) Use electric nail drills, UV and LED lamps, and chemical primers and monomers. Exposure to flammable and toxic substances means impairment increases the risk of fire, chemical burns, or inhalation harm. Sharp nail files and cuticle implements also pose a laceration risk. Cosmetologists Performing Invasive or Semi-Invasive Treatments Microneedling, chemical peels, and dermaplaning all involve breaking or abrading the skin barrier. Errors by an impaired practitioner risk infection, permanent scarring, or severe adverse reactions. Waxing Technicians Apply heated wax at precise temperatures to sensitive and intimate areas of the body. Temperature misjudgement due to impairment can cause serious thermal burns, particularly in Brazilian or intimate waxing procedures. MODERATE RISK Make-up Artists Work in close proximity to the eyes, lips, and mucous membranes. Risk of cross-contamination and infection if hygiene protocols are not followed correctly. Less risk of acute physical injury, but impairment still meaningfully affects precision and sanitation judgement. Skincare Therapists and Facialists (Non-Invasive) Operate steamers, high-frequency machines, and galvanic current devices. Apply active ingredient masks and serums where impaired judgement on skin sensitivity could cause reactions. Moderate risk, as most treatments do not break the skin barrier. Body Therapists and Massage Therapists Physical manipulation creates risk of musculoskeletal harm to a client through incorrect pressure. Professional boundary and conduct concerns are heightened under impairment. Use of hot stones or heated equipment introduces a thermal risk element. LOWER RISK / LESS SAFETY-SENSITIVE Salon Receptionists and Front Desk Coordinators No direct client treatment involvement. Primary duties are administrative — bookings, billing, client communication. Impairment is a conduct and professionalism issue rather than an immediate physical safety hazard. Retail and Product Consultants Sales-focused roles with no treatment application. Risk is largely reputational and conduct-related rather than one of physical harm. Salon and Spa Managers and Administrators Operational oversight roles with no direct treatment application. Managerial impairment carries organisational and duty-of-care risks, but the immediacy of physical danger is lower. Practical Guidance for Employers Your Alcohol and Substance Policy must reflect these distinctions. The sanction for a confirmed positive result should not be identical across all roles. A laser technician who tests positive for a high level of alcohol on duty warrants a fundamentally different response to a receptionist who displays trace levels. The law and the CCMA/Bargaining Council will hold you to this distinction. When Is Testing Required — and When Is It Not? Knowing when you are legally justified or even obligated to test is just as important as knowing how to test. Testing an employee without proper grounds is an invasion of their constitutional right to privacy and dignity. But failing to test when the circumstances demand it is a breach of your safety obligations. Mandatory Testing Triggers The following situations compel an employer to test or investigate. Failing to do so in these circumstances may expose you to liability: Discretionary Testing Programmes The following testing programmes may be implemented at an employer’s discretion, provided they are clearly set out in a written policy: Random testing — unannounced, computer-randomised selection of employees regardless of suspicion. Pre-employment testing — as a condition of a job offer, particularly for high-risk roles. Scheduled or periodic testing — conducted at known intervals, such as annually. Blanket testing — testing all employees simultaneously, usually following a serious workplace incident. Important Note All testing programmes — mandatory or discretionary — must be grounded in a written Alcohol and Substance Policy that has been communicated to employees and ideally discussed with any recognised trade union or employee representatives. Ad hoc testing without a documented policy foundation is legally vulnerable under the Labour Relations Act 66 of 1995. The policy must exist before the test not after. Getting the Test Right: Calibrated, Two-Stage, and Legally Defensible Here is where many employers make costly mistakes. A single positive reading on a rapid screening kit is not enough to dismiss an employee. Not at the CCMA/Bargaining Council. Not in court. And not in good conscience. South African best practice aligned with SANS 16001, the Workplace Wellness Programme standard developed by the South African Bureau of Standards (SABS), requires a two-stage testing process before any disciplinary action may be taken. Stage 1: Preliminary Screening (On-Site) The first stage is an initial, on-site screen. This is typically done using an approved breathalyser for alcohol or a urine screening kit for substances. The purpose of this stage is to identify whether further investigation is warranted, nothing more. A positive screening result is not conclusive evidence of anything. The employee must be temporarily removed from duty pending the outcome of Stage 2. The employee must be treated with dignity throughout this process. The result must be documented, but no disciplinary steps may be initiated based on Stage 1 alone. Stage 2: Confirmatory Laboratory Testing A split sample taken at the same time as the screening sample is sent to a SANAS-accredited laboratory for confirmatory analysis. SANAS stands for the South African National Accreditation System, which is the official national accreditation body established under the Accreditation for Conformity Assessment, Calibration and Good Laboratory Practice Act 19 of 2006. For alcohol, confirmatory testing uses evidential-grade breathalysers or blood analysis. For substances, the confirmatory method is Gas Chromatography-Mass Spectrometry, commonly referred to as GC-MS. This is the gold standard in forensic toxicology and the only method whose results hold full legal weight. Only the confirmatory laboratory result constitutes a legally defensible basis for disciplinary proceedings. Equipment and Calibration Requirements Your testing equipment and processes must meet the following standards to be legally defensible: Understanding Cut-Off Levels: Impairment vs. Mere Presence This is one of the most misunderstood areas in workplace substance testing, and it is particularly relevant for cannabis. A positive test result tells you that a substance or its metabolites are present in the body. It does not, by itself, confirm current functional impairment. This distinction matters enormously in law. Results must be interpreted against established cut-off concentrations. For alcohol: For substances, the following SAMHSA-aligned cut-off levels are commonly applied in South African workplace testing: SAMHSA stands for the Substance Abuse and Mental Health Services Administration, a United States federal agency whose scientifically validated cut-off thresholds are widely adopted internationally, including in South Africa, as the benchmark for occupational drug testing. Going Beyond the Test: The Impairment Assessment Because a urine test can detect cannabis metabolites for up to 30 days after use, a positive result for THC does not confirm that the employee was impaired at work on the day of the test. For this reason, and to protect both the employer and the employee. best practice requires that testing be supplemented with: A standardised impairment observation checklist, completed and signed by the observing supervisor at the time of the incident or suspicion. A Medical Review Officer (MRO) review — a qualified medical practitioner who reviews the confirmed positive result, considers any legitimate medical explanations such as lawfully prescribed medication, and issues a final medical determination. Documentation of observed behaviour, written, signed, and time-stamped by at least one witness. An opportunity for the employee to provide a medical explanation before any final determination is made. What Happens After a Confirmed Positive Result? A confirmed positive result sets off a carefully managed process. How you navigate this process will determine whether your action is lawful and fair, or whether it becomes a costly dispute at the CCMA/Bargaining Council or Labour Court. Immediate Steps on the Day Step 1: Remove the employee from duty immediately. This is both a safety obligation under the OHSA and a protective measure for the employee, their colleagues, and your clients. Step 2: Do not allow the employee to drive. You have a duty of care. Arrange safe transport home, and document that you have done so. Failure to take this step can expose you to liability. Step 3: Document everything. Supervisor observations, test results, chain of custody records, the names of witnesses, and the precise time of each action. Step 4: Preserve the split sample. This sample must be retained and made available for potential counter-testing by the employee at their own or employer-covered cost. Step 5: Notify the employee of their rights. This includes the right to challenge the result, request analysis of the split sample, and be represented in any subsequent disciplinary process. The Disciplinary Process: LRA Compliance The Labour Relations Act 66 of 1995 and the 2025 Code of Good Practice on Dismissal require that all discipline be both procedurally and substantively fair. The following three-step process must be followed: Step 1: Formal Notice Issue a written notice to attend a disciplinary hearing. The charge must be clearly and precisely stated for example: “being under the influence of alcohol while on duty in contravention of the company Alcohol and Drug Policy.” The employee must be given reasonable time to prepare, which is generally at least 48 hours. Step 2: Disciplinary Hearing The employee has the right to be represented by a fellow employee or a union representative. The employer must present the confirmed laboratory results, the chain of custody documentation, and the supervisor’s observation records as evidence. The employee has the right to challenge the evidence, present their own case, and call witnesses. Step 3: Sanction Determination The sanction must be proportionate and informed by the following factors: The risk level of the role — a laser technician warrants a more serious response than a receptionist. The degree of impairment — a confirmed high blood alcohol level is different from trace levels. The employee’s prior record — a first offence is treated differently to a repeat incident. Whether the policy was clearly communicated and the employee was aware of the consequences. Whether the employee showed remorse and cooperated throughout the testing and hearing process. Possible sanctions, on a sliding scale, include: Written warning — appropriate for a low-risk role, trace levels, and a first offence. Final written warning with a mandatory referral to an Employee Assistance Programme (EAP). Suspension pending rehabilitation. Summary dismissal — justified for high-risk roles, high impairment levels, repeat offences, or where a zero-tolerance policy is explicit and has been clearly communicated. The Employee Assistance Programme Obligation Under SANS 16001 and the principles of progressive discipline, employers are strongly encouraged and in many cases effectively required to offer the following before moving to dismissal, particularly for a first offence: Referral to an Employee Assistance Programme (EAP) for counselling and rehabilitation assessment. A rehabilitation and return-to-work agreement, particularly where dependency has been identified. Reasonable accommodation for employees undergoing treatment, balanced against the operational safety requirements of the workplace. A Word of Caution Dismissing an employee without first offering EAP intervention for a first offence may be found procedurally unfair at the CCMA/Bargaining Council particularly if your written policy does not explicitly state that zero-tolerance applies and that dismissal is the outcome for a first offence. Your policy must be explicit on this point. Special Considerations: Cannabis and Prescription Medication The Cannabis Question The Constitutional Court’s judgment in Prince v Minister of Justice (2018) decriminalised the private use of cannabis by adults. The Cannabis for Private Purposes Act 7 of 2024 further entrenched this right. However, these legal developments do not grant any employee the right to be impaired at work. Employers retain the full right to enforce zero-tolerance or impairment-based cannabis policies in the workplace. The significant challenge is that urine tests can detect cannabis metabolites for up to 30 days after use. A positive urine result therefore does not confirm that the employee was impaired on duty on the day of the test. Best practice for cannabis cases is to combine the urine test result with a contemporaneous impairment observation assessment completed by the supervisor, followed by a Medical Review Officer review, before proceeding to any disciplinary action. Prescription Medication An employee may test positive for opiates, benzodiazepines, or other controlled substances as a result of lawfully prescribed medication. The Medical Review Officer process must allow the employee a confidential opportunity to disclose this before any final determination is made. If the prescribed medication is causing functional impairment, the appropriate response may be to temporarily reassign the employee to a non-safety-sensitive role rather than to initiate disciplinary proceedings. This approach balances the employer’s safety obligations with the employee’s rights and dignity. Record Keeping: Your Obligations Under POPIA All records generated during the testing and disciplinary process constitute personal information and are subject to the Protection of Personal Information Act 4 of 2013 (POPIA). You must retain and manage the following records securely and confidentially: All test results and laboratory reports. Chain of custody documentation. Supervisor impairment observation records. Disciplinary hearing records and outcomes. EAP referral and participation records. Return-to-work agreements. These records must be stored securely, accessed only by authorised persons, and retained only for as long as is legally necessary. Sharing test results with unauthorised parties or storing them insecurely is a POPIA violation with potentially serious consequences for your business. Legal Compliance Checklist for Employers Use the table below as a practical self-assessment tool to verify that your substance testing framework is legally compliant and defensible: For any further information or enquiries please contact the EOHCB representative in your area by clicking HERE. EOHCB Contact Details Web: www.eohcb.co.za | YouTube: www.youtube.com/@eohcbsa7855 Facebook: www.facebook.com/eohcb | Twitter: twitter.com/eohcbsa Instagram: www.instagram.com/eohcbsa

A stunning blonde look from the team at Blu Gel Hair Studio. Click image below to view the Instagram post. Salon: Blu Gel Hair Studio Follow BluGel on Instagram @blugelhair We'd love to feature your work! To get your styles, looks or colour formulas featured in Hairnews, send them either to brad@hairnews.co.za or DM them directly to our Hairnews Instagram page.

Lessoan Neutralizer Treatment 100% Frizz gone. 100% Strength Back For hair that's unstructured, elastic or weakened by chemical or physical stress, Lessoan Neutralizer goes to work at the fibre level - replenishing keratin, stabilising pH and sealing cuticles for intense shine and lasting elasticity. The complete range: Neutralizer Fluid (300ml) to penetrate and repair, and Neutralizer Mask (500g) to reconstruct, hydrate and shine - fast, efficient, and built for the professional chair. Enquire about becoming a LESSOAN salon today! Contact details: Tel: 021 552 2369 Email: georg@z-one.co.za marku@z-one.co.za Take Note Trading 188cc (Distributor of LESSOAN Cosmetique) 1 Indwe Road, Milnerton, Cape Town

Hairnews is thrilled to announce that Goldwell is coming on board as one of our official sponsors of the Hairnews Industry Awards 2026. We are incredibly excited to welcome Goldwell to this year’s awards and to have such an established professional hair brand supporting our celebration of the creativity, talent, technical skill and passion that continue to drive South Africa’s professional hair industry forward. Professional Styling. Creative Freedom. Industry Excellence. Goldwell has long been a recognised name within the professional hairdressing industry, with a strong focus on innovation, creativity and developing products that give stylists the performance and creative freedom they need behind the chair. That makes Goldwell a fantastic fit for the Hairnews Industry Awards, where we celebrate the talented professionals who continue to push boundaries, create incredible work and raise the standard of our industry. As part of its sponsorship, Goldwell will be supplying every Gold, Silver and Bronze winner with the NEW Goldwell StyleSign Smooth Air-Dry BB Cream 125ml. * Prize product is subject to availability and may be substituted with a similar Goldwell product of comparable value should the specified product be unavailable. Goldwell Stylesign Smooth Air-Dry BB Cream controls frizz and provides a soft, healthy-looking finish without requiring a blow-dryer. Formulated with Marine Bamboo infusion for strength, flexibility, and UV protection. Designed to make air-drying easier while helping create smooth, polished-looking hair. It's a fitting prize for the talented stylists taking home Hairnews Industry Awards this year - giving our winners another professional styling product to add to their kit and use behind the chair. We are proud to have Goldwell join our growing group of official Hairnews Industry Awards sponsors, helping us make the 2026 awards a special celebration of the people, brands and businesses that contribute to our incredible professional hair industry. A huge thank you to Goldwell for coming on board and supporting this year's awards. We are thrilled to have you as part of the Hairnews Industry Awards 2026. Goldwell is part of Kao Brands, distributed by Twincare International. Media Contact: Email: gina@twincare.co.za Tel: 011 305 1600 TWINCARE International Socials: Goldwell Instagram: @goldwellsouthafrica Goldwell Facebook: @Goldwell South Africa Twincare International Instagram: @twincareinternational Twincare International Facebook: @Twincare

By Jim Shaw, Multi Award Winning Men’s Hairdresser and Director at TONI&GUY Billericay Summer can be tough on your hair. Between rising temperatures, stronger UV rays, sweat, humidity and more time spent outdoors, your usual grooming routine may not be enough to keep your hair looking and feeling its best. From embracing shorter, cooler cuts that are easier to manage, to protecting your hair and scalp from sun damage, summer is the perfect time to rethink your approach. Smarter washing habits can help maintain healthy hair without stripping away essential moisture, while swapping heavier styling products for lighter alternatives can keep your look fresh even on the hottest days. Here are my top tips for keeping your hair manageable throughout the hotter months. Embracing Shorter Cuts One of the easiest ways to prepare your hair for summer is by opting for a shorter haircut. Not only do shorter styles feel lighter and cooler in warm weather, but they also require less maintenance when dealing with sweat, humidity and increased outdoor activity. Crops, fades and textured short cuts can help reduce styling time whilst keeping your look sharp throughout the day. Shorter hair is also less prone to becoming weighed down by excess oil and moisture, making it easier to achieve volume and shape. Whether you're looking for a subtle trim or a more dramatic seasonal refresh, a shorter cut can help you stay comfortable while giving your hair a healthier, more manageable appearance during the summer months. Block the UV rays Most men are aware of the importance of protecting their skin from the sun, but hair and scalp protection is often overlooked. Prolonged exposure to UV rays can weaken the hair's protein structure, leading to dryness, brittleness and increased breakage, while the scalp itself can be vulnerable to sunburn. If you spend a lot of time outdoors during the summer, consider wearing a hat during peak sunlight hours or using hair products that offer UV protection. Keeping your hair and scalp shielded from excessive sun exposure can help maintain moisture levels, preserve colour and keep your hair looking healthier throughout the season! Wash Smarter When temperatures rise, it can be tempting to wash your hair more frequently to combat sweat and excess oil. However, washing too often can strip away the natural oils that help keep hair healthy and hydrated, potentially leading to dryness and irritation. Instead, focus on washing smarter by using a gentle shampoo suited to your hair type and only cleansing when necessary. On days when your hair simply needs refreshing, rinsing with water or using a lightweight conditioner may be enough. Finding the right balance can help keep your scalp comfortable and your hair looking clean, healthy and manageable throughout the summer months. Swap your products Summer is a great time to reassess the products you use in your daily styling routine. Heavier waxes, pomades and creams that work well during cooler months can sometimes leave hair feeling greasy or weighed down in hot and humid conditions. Switching to lighter styling products, such as texture sprays, lightweight clays or matte pastes, can help you maintain hold and definition without sacrificing movement or volume. It's also worth considering shampoos and conditioners that provide extra hydration or protection against environmental stressors. By adapting your product lineup to the season, you can keep your hair looking fresh, natural and easy to manage, even on the warmest days.

Operators are the heroes behind every great client experience. Let's celebrate & recognise your heroes with Goldwell. Date: 12 October 2026 Time: 08h30 - 15h00 Morning pastries, lunch. A Goldwell thank you gift & R150 transport included. R100 booking fee applies. *Refund in product to the salon Durban: Riverside Hotel Durban 10 Kenneth Kaunda Rd Durban North Durban 4065 Johannesburg: The Garden Venue Hotel 308 Boundary Rd North Riding AH Randburg 2169 For enquiries or more info, contact gina@twincare.co.za

Hair & Make-Up: Safy Burton Photographer: Liam Oakes Assistants: Sophie Fedoriw and Fred McCann.

Extension of Services Seta Administration until January 2027 The Minister of Higher Education and Training, Mr Buti Manamela, has approved the extension of Mr Lehlogonolo Masoga's appointment as Administrator of the Services SETA. The Administrator's tenure has been extended for an additional period of five months, effective from 19 August 2026 to 19 January 2027. During this extended term, the Administrator will continue to exercise the powers and perform the duties as outlined in Government Notice No. 6520. All other provisions of the original appointment remain unchanged. The extension was officially published in Government Gazette No. 55214 on 18 August 2026, under Government Notice No. 7837 GG55214 18-8 HigherEducationTraining.pdf Process Period: Exemption from Membership of the HBSI for the 2027 Calendar Year: September to December The four-month timeframe for processing applications for exemptions from membership of the HBSI Pension Fund is September to December each year. Both applications and any appeals must be addressed within this timeframe. Should an exemption not be applied for or approved during this period, an establishment will be obligated to contribute to the HBSI Fund on behalf of its employees, and enforcement actions may ensue in the case of non-compliance. Establishments are urged to finalise and submit their applications for the 2027 calendar year at their earliest convenience. Current exemptions (for 2026) will automatically terminate on 31 December 2026, and charges will be raised in accordance with the Collective Agreement if the application is not received for processing within the timeframe and/or if an exemption is not granted. The Exemption Application Form can be downloaded from the website, or you may request an application form via email at exemption@hcsbc.co.za. HBSI Pension Fund: The Two-Pot System The Council has received a request from the Administrators of the HBSI Pension Fund, Verso, to recirculate the information concerning the two-pot system. Verso have indicated specifically that they receive a lot of queries from members who resign because they do not understand that they are not paid the full amount in their Fund account because the “retirement pot” portion must remain until early retirement at 55 years of age. Please kindly circulate the information to your employees.The links to the documents are included below, or the documents may be accessed via the Council’s website – www.hcsbc.co.za Media, Events and Notices | HCSBC Verso: Two-pot Flyer 1 - Understanding the three retirement pots Verso: Two-pot Flyer 2 - Savings Pot cautionary Verso: Two-pot Flyer 3 - Retirement Pot Verso: Two-pot Flyer 4 - Understanding the Vested Pot Please consult the Council’s WEBSITE for the contact details of Agents in your area. For more information, contact: www.hcsbc.co.za

Performance for your hair, pleasure for your mood! Two joyful, mood-led rituals built for your retail shelf. Feel Good brings soft, radiant hair and a small daily dose of joy. Color Confidence protects vibrancy and glow between colour visits. Every bottle carries its own affirmation - a little extra reason for clients to reach for it again. Feel Good - Joy • Shampoo, Conditioner, Leave-in Spray Color Confidence - Confidence • Shampoo, Conditioner, Leave-In Cream, Hair Oil, In-Salon Treatment Ready to stock the mood? Get in touch for pricing, ranges & in-salon displays. Contact details: Take Note Trading 188cc Tel: 021 552 2369 Email: georg@z-one.co.za

Reverse balayage from Charmaine at Rootz Hair Studio giving us this flawless look. Click the image below to see the Instagram post. Stylist: Charmaine Salon: Rootz Hair Studio Follow Charmaine on Instagram @stelliesrootz We'd love to feature your work! To get your styles, looks or colour formulas featured in Hairnews, send them either to brad@hairnews.co.za or DM them directly to our Hairnews Instagram page.