Table of ContentsPursuing a Fair WageAvoiding Economic ImbalanceThe Unemployment Fund: Unemployment Insurance Act, 63 of 2001 (UIF)Protection against Discrimination: Unemployment Insurance Act, 63 of 2001 (UIF) Employment Equity, 55 of 1998 (EEA)Professional Workers' CompensationInjury and Illness: Act 130 of 1993 (COIDA)Occupational Health and Safety: Act 85 of 1993 (OHSA)SalaryBonusesMaternity LeaveSick LeaveStudy LeaveLeave for caring responsibilitiesRemuneration trends in South Africa are changing very quickly and it is essential to keep up to date with the latest and current reward trends in order to gain a competitive advantage. Rewards play an important role in determining employees' attitude towards their work. South African organizations feel the need to do more than just grant salary increases. For the organization to remain competitive and attract top talent, it will need to modify merit increase programs to increase their meaning and impact. Bussin (2018) said that several trends have influenced reward programs in South Africa this year. Say no to plagiarism. Get a Custom Essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayPursuing Fair CompensationOrganizations must ensure that all features and aspects of their employees' compensation are free from bias. Rewards require fairness and therefore women and ethnic groups should not be disadvantaged. Avoiding Economic Imbalance There should be an acceptable and fair distribution of wealth between the upper and lower ranks of employees. In terms of rewards, South African organizations focus on intrinsic and extrinsic rewards. Extrinsic rewards, also known as tangible rewards, are recognized as either monetary or non-monetary in nature. Organizations in South Africa offer monetary rewards, which are monetary rewards and financial incentives, in the form of remuneration, promotions and bonuses. Non-monetary rewards, which are non-financial benefits, are offered by South African organizations in the form of fringe benefits and conditional rewards. These benefits include personal recognition and praise for good performance. Intrinsic rewards are intangible rewards linked to the personal and inner fulfillment that employees feel when they achieve or accomplish something. They are self-generated because they are psychological, meaningful, and include work-related emotional experience that individuals derive from their work. Recognition, praise and job satisfaction are some of the intrinsic rewards that South African organizations employ. In South Africa, reward systems focus on compensation, benefits, recognition and appreciation. The extent and nature of rewards and benefits are determined first by legislation and secondly by the environment and circumstances of the organization. Common benefits offered by South African organizations are pension funds, medical schemes and employee incentive programs (Alexander, 2018). South African law provides for a range of employee benefits that organizations are required to use in a workplace. Some of these benefits include: The Unemployment Fund: Unemployment Insurance Act, 63 of 2001 (UIF) UIF Unemployment Benefits. If your.