MOVE FROM THEORY TO “TOTAL REWARD STATEMENT” (TRS)
AN EFFECTIVE VEHICLE TO COMMUNICATE TOTAL REWARD
Total Rewards include various components that the employer should carefully combine and use to ensure optimal attraction, motivation and retention of high calibre and required skills. The employer further uses carefully designed total reward elements that will shape employees’ behaviours in such a way that it will drive the desired business performance and ultimately achieve the business goals, ensuring shareholder satisfaction. The secret to successful total reward implementation lies firstly, in the employer’s understanding of the employees’ perceptions of the valuable reward components, secondly in the optimal mix of these desired elements and lastly (and possibly the most important) in the effective communication of the total reward offering to employees in a way that will promote the employees’ understanding and appreciation of the value derived at a personal level.
According to the WorldatWork Society there are five elements of total rewards, (1) remuneration, (2) benefits, (3) work-life, (4) performance & recognition and (5) development & career opportunity. The optimal mix of these elements collectively describes the companies reward strategy to attract, motivate and retain key talent.
The employer should carefully select and combine components of total reward in a holistic manner which will align to both what the company and the employees value. An effective combination of the components will drive the desired behaviours, attract and retain staff, increase employee satisfaction and engagement and assist in company goal achievement.
EMPLOYEE VALUE PROPOSITION
Do employees know the value they are getting from the employment relationship and do they regard this value to simply relate to the net take-home pay on the payslip or the value they receive from the company medical aid participation? Undoubtedly, most employees do not realise the total value they receive from their employer and it is only until they move to the next employer that they become aware of the benefits they enjoyed and are now lost. This can mainly be attributed to the lack of proper employer communication of the total employee value proposition. The loss of valuable skills may have been prevented where the employee value proposition was strategically communicated through an effective total rewards statement.
MOVE FROM THEORY TO “TOTAL REWARD STATEMENT” (TRS)
The theory of total reward will however remain theory unless the employer moves the theory to reality. The value of a total reward approach does not only lie in the integration of the different programs but very importantly in the effective communication thereof to employees, through which the employee value proposition is promoted. A total rewards statement can be effectively used as a pragmatic vehicle to move from theory to practice through the use of an effective and carefully designed communication tool that will successfully reach employees to promote the employee value proposition. It is imperative that employees are made aware of the full value of their total rewards to increase the company’s return on investment in their employees.
Organisations may differ in terms of the approach followed around the design and content of a TRS, however, generally the TRS includes both the tangible and non-tangible company provided remuneration and benefits elements, amongst the other total reward elements. It is often found that companies may even use the TRS at a strategic level to tell the company unique total reward story that reflect the company values, culture and brand. This is not surprising as companies think very strategically (and often philosophically) about the unique mix of the total reward elements and programs offered to employees, thus aligning to the company strategy. Therefore why not use a TRS to communicate a powerful company specific and unique message to employees?
“TOTAL REWARD STATEMENT” CONSIDERATIONS
It is important that the TRS remains very unique to each employer – reflecting the company values, building the desired brand and achieving what it intends.
TYPICAL ELEMENTS INCLUDED IN THE TOTAL REWARD STATEMENT
Once again, organisations may differ vastly in their approach around the specific contents they would like to include in the TRS, making this a unique and powerful vehicle that is exclusive to the organisation. It is important to realise however, that the TRS communicates much more than what is reflected on a payslip. Dependent on the strategic intent, the content may vary from the inclusion (or exclusion) of:
SIMPLE DESIGN AND COMMUNICATION IS KEY
There are many different ways to communicate a TRS to employees and the methodology applied will depend greatly on the company’s preference and internal policy around the use of technology. Furthermore the frequency of communicating a TRS may vary from once a year (perhaps during the salary review period) to more regular intervals. The product delivery may be a company branded hard copy (or paper-based) or dependent on the availability of technology at an employee level, as an online solution.
Ultimately, the TRS should communicate a powerful message that is unique to the employer, easy to understand, accurate and deliver the employee value proposition at a personal level.
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Controlled Foreign Companies –
South African Tax Considerations
Controlled Foreign Companies – South African Tax Considerations
South Africa’s tax system includes a Controlled Foreign Company (CFC) regime designed to address the taxation of income earned by foreign companies owned by South African tax residents.
Where a South African tax resident holds or controls a foreign company, they may be subject to income tax in South Africa on the CFC’s foreign income, even if that income has not yet been distributed. This is an anti-avoidance measure to prevent South African tax residents from utilising foreign companies in the avoidance of South African tax.
What is a Controlled Foreign Company?
A CFC is broadly defined in section 9D of the Income Tax Act, No. 58 of 1962, as any foreign company where more than 50% of the total participation rights or voting rights are directly or indirectly held or exercisable by one or more South African tax residents.
Where this threshold is met, and unless a specific exemption applies, the net income of the CFC must be included in the income of the South African resident(s) in proportion to their participation rights, and taxed accordingly.
Taxpayers who fail to accurately account for a CFC’s income risk audit or reassessment by SARS, especially in light of increased global transparency and data sharing through mechanisms such as the Common Reporting Standard.
Key Features of the CFC Regime
Place of Effective Management and Corporate Tax Residency in South Africa
South Africa follows a residence-based system of taxation, meaning that resident companies are subject to tax on their worldwide income.
In terms of section 1 of the Income Tax Act, No. 58 of 1962 (the Act), a company is regarded as a South African tax resident if it is either:
unless a double tax agreement (DTA) provides otherwise.
The concept of POEM is central to determining a company’s tax residency, particularly where cross-border structures are involved. It affects both foreign companies with South African involvement and South African-incorporated entities that may be managed from abroad.
What is Place of Effective Management?
Although not defined in the Act, POEM has been interpreted through South African case law, SARS guidance, and international commentary, particularly the OECD Model Tax Convention and Commentary thereto.
Broadly, POEM refers to the location where key management and commercial decisions necessary for the conduct of the entity’s overall business are made, in substance and not merely in form.
The determination of POEM is a factual enquiry, and is not limited to formalities such as the registered office, place of incorporation, or location of board meetings. Instead, it focuses on:
Application in Cross-Border Contexts
POEM plays a critical role in determining corporate tax residency in both inbound and outbound scenarios:
Both scenarios must be carefully evaluated in light of South African domestic law and any applicable DTA.
Interaction with Double Tax Agreements
Where a company is regarded as resident in both South Africa and another jurisdiction, the relevant DTA will typically contain a tie-breaker clause to resolve the conflict.
Most of South Africa’s DTAs allocate tax residency to the country where the company’s POEM is located. However, some newer treaties apply a Mutual Agreement Procedure (MAP), requiring the tax authorities of both states to determine residence based on additional factors.
Correct DTA application is essential to avoid dual residency exposure and to obtain treaty relief on dividends, interest, royalties, and other income.
Practical Implications for Companies
Incorrect or dual tax residency status can expose a company to:
Permanent Establishment – Tax Exposure in Cross-Border Contexts
As businesses expand across borders, one of the key tax risks they face is the inadvertent creation of a permanent establishment (PE) in a foreign jurisdiction. A PE may trigger foreign income tax exposure for a company even in the absence of incorporation or tax residency in that jurisdiction.
South African companies with offshore activities, or foreign companies with South African operations, must be aware of the PE concept, how it arises, and how it interacts with applicable Double Tax Agreements (DTAs).
What Is a Permanent Establishment?
A PE is generally defined in a DTA as a fixed place of business through which the business of an enterprise is wholly or partly carried on. Common examples include:
South Africa’s DTAs typically follow the OECD Model Tax Convention, and many incorporate updated provisions from the Multilateral Instrument (MLI), which narrows common avoidance strategies and expands the scope of PE risk.
Inbound vs Outbound Permanent Establishment Risk
Even short-term or project-based activities can give rise to PE risks if not carefully managed and monitored.
Consequences of a Permanent Establishment Finding
If a PE is found to exist:
Non-compliance can result in penalties, double taxation, and reputational harm.
In a connected world, even limited physical or digital presence in a foreign country can create tax exposure. Managing PE risk is essential for international tax compliance and operational efficiency.
Controlled Foreign Companies –
South African Tax Considerations
South Africa’s tax system includes a Controlled Foreign Company (CFC) regime designed to address the taxation of income earned by foreign companies owned by South African tax residents.
Where a South African tax resident holds or controls a foreign company, they may be subject to income tax in South Africa on the CFC’s foreign income, even if that income has not yet been distributed. This is an anti-avoidance measure to prevent South African tax residents from utilising foreign companies in the avoidance of South African tax.
What is a Controlled Foreign Company?
A CFC is broadly defined in section 9D of the Income Tax Act, No. 58 of 1962, as any foreign company where more than 50% of the total participation rights or voting rights are directly or indirectly held or exercisable by one or more South African tax residents.
Where this threshold is met, and unless a specific exemption applies, the net income of the CFC must be included in the income of the South African resident(s) in proportion to their participation rights, and taxed accordingly.
Taxpayers who fail to accurately account for a CFC’s income risk audit or reassessment by SARS, especially in light of increased global transparency and data sharing through mechanisms such as the Common Reporting Standard.
Key Features of the CFC Regime