Services — Payroll, Compliance & IR
The paperwork is the product too.
A contract workforce is only an asset while it's clean: paid correctly, contracted correctly, documented defensibly. This is the discipline layer under every RiseUp engagement — the part you notice most when it's missing.
01
Payroll you can audit
- Time-and-attendance data flows directly into payroll — no re-keying, no end-of-month surprises.
- Rates, shift premiums, overtime and deductions are configured per engagement and per council where applicable.
- Payslips, statutory returns and records are maintained audit-ready, for our audits and yours.
02
Employment law, structurally handled
- Engagement categories under section 198A are named before deployment — genuine peak, project, substitute — and documented to be defensible.
- Equal-treatment obligations are priced into rates from the start, so a deeming event changes paperwork, not economics.
- Bargaining council and sectoral determination terms are mapped in the workforce plan, not discovered in a dispute.
03
IR capability on call
- Discipline and incapacity processes run procedurally by people who handle them daily.
- Disputes, conciliations and CCMA matters for the contract workforce are carried by RiseUp.
- Site-level IR climate — union presence, community expectations, dispute history — is assessed as part of scoping.
04
Statutory cover, carried by us
- UIF, COIDA, PAYE and applicable council registrations sit with RiseUp as employer of record.
- Contracts, medicals and certifications are verified and filed before first shift.
- B-BBEE contribution of the engagement is documented for your scorecard conversations.
On site
Toolbox talk before the shift — compliance practised on the floor, not filed after the fact.
Our posture
We'd rather lose an engagement than structure one we can't defend.
Some providers sell TES as a way around labour law. That version always ends the same way: a deeming ruling, a council audit, a dispute that lands on the client's desk. RiseUp structures engagements to stand up when the law applies — which is the only version worth paying for.
- Section 198 / LRA
- Named engagement categories, documented
- BCEA & determinations
- Hours, premiums, conditions contracted in
- Bargaining councils
- Mapped and aligned per engagement
- UIF · COIDA · PAYE
- Carried by RiseUp as employer of record
The risk questions.
General information about how RiseUp structures engagements — not legal advice on your specific facts.
If a contract worker refers a dispute, who deals with it?
RiseUp does — the employment relationship is ours, and so are the proceedings that attach to it. Where a matter touches your site or managers, we coordinate rather than delegate: you stay informed, we carry the process.
How do you handle strikes or unrest affecting our site?
IR climate is assessed during scoping, and contingency arrangements — communication protocols, replacement planning within what the law allows, escalation contacts — are agreed before they're needed. During an event, you deal with named RiseUp people, not a call centre.
Can our auditors see the workforce documentation?
Yes. Contracts, payroll records and statutory returns for workers on your engagement are maintained audit-ready, and buyer or ethical-sourcing audits are supported with a documentation pack.
Does using a TES reduce our B-BBEE standing?
Structured properly it can support it — through the engagement's own contribution and through learnership and skills-development capability inside the group. This is scoped honestly per client rather than promised generically.
Get the compliance picture for your operation.
Bring us the engagement you're running — or the one you're considering — and we'll map where the obligations and exposures actually sit.