SA Immigration News


According to a media briefing held by the Minister of The DHA today (9 April 2024) as a result of errors in the newly published amended immigration regulations, dated and implemented on 28 March 2024, same will be withdrawn and a rectified version will be published.
He also mentioned that with regards to general work visa applications, the points base system, will replace the requirement for a recommendation from The Department of Labour. We are yet to receive further information regarding the points base system.
Immigration to South Africa

SA Immigration News

The Department of Home Affairs (DHA) published a draft second amendment of the SA Immigration Regulation 2014, which was dated 9 February 2024.

Members of the public were given until 29 March 2024, to submit written suggestions, comments, etc. relating to the proposed amendments.

Despite the closing date for written submissions being 29 March 2024, The DHA proceeded to publish the new regulations, which was dated and implemented on 28 March 2024.

The crucial amendments are as described below:

When applying for long term temporary residence visas and/or permanent residence permits, police clearances / criminal record checks are required in respect of countries where the applicant resided for longer than 12 months, immediately preceding the date of their visa / permit application.

Radiological reports are no longer required when applying for temporary residence visas and/or permanent residence permits.

A spouse or child of a SA citizen or permanent resident, or the parent of a SA citizen or permanent resident child, may apply for a change of status / condition, from a visitors visa, to any other visa category, from within SA.

If a foreign national is employed by a foreign employer on a remote basis and provided that they earn a minimum annual salary equivalent to R1 million, they may apply for a visitors visa in terms of Section 11(2) of the SA Immigration Act, for the purpose of working remotely in SA. If the visa is issued for longer than 6 months (within a 12 months period), the applicant must register with the SA Revenue Services.

A foreign national who qualifies to apply for a critical skills work visa, must provide proof of registration with a SAQA accredited board/body/council in SA, if such registration is required by law, provided that in the event of submitting proof that one has applied for such registration, the critical skills work visa may be issued for an initial duration not exceeding 12 months.

All work visa applications must be adjudicated in accordance with a point-based system, as determined by the Minister of the DHA. Although not limited to, the points base system, will consider, age, educational qualification, language skills, work experience, offer of employment, the ability to adapt within SA, etc.

The points base document has not yet been issued, which already proposes a new challenge.


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Employees working as a Team

What is DE&I?


DE&I is any policy or practice implemented in the workplace to ensure that people from various backgrounds feel welcomed, supported, and able to reach their fullest potential in their respective area of work.

Diversity is the presence, acknowledgement, and celebration of differences within a given setting. Diversity in the workplace can look like having a staff that is diverse in race, ethnicity, gender, sexual orientation, age, physical ability, and socioeconomic class.

Equity is the practice of ensuring that policies, culture, and programs are fair and impartial. The implementation of Equity in the workplace enables all employees to have equal possible outcomes, without discrimination or favouritism.

Inclusion in the workplace allows people to feel a sense of belonging. Having a work environment in which inclusivity is implemented means that every employee feels comfortable, supported, and accepted by the organisation to be their authentic selves.

DE&I is a principle that acknowledges the significance of a diverse and dynamic team and emphasizes inclusivity and employee well-being as central facets of success. To bring those values to life, companies must implement programs and initiatives that actively make their offices more diverse, equitable and inclusive spaces.


Relocation Africa’s DE &I Journey in Recent Years


South Africa, as beautiful as it is, is a country still troubled by the legacy of exclusion and discrimination. The country has progressed and established laws and regulations that assists previously disadvantaged populations and promotes equality in all areas of life. As a proudly South African company, Relocation Africa recognises our responsibility to implement these important practices in our workplace.

Our approach to DE&I is holistic and all encompassing as we recognise the intersectionality of our staff’s identities. We view DE&I not just as compliance focused where we simply tick the necessary boxes and call it a day.  Rather, we understand DE&I on a much deeper level and recognise that is a requirement upon businesses that will ultimately impact the society in which we all live and love.

The Covid-19 pandemic left a lasting mark on societies across the world. Affecting people and populations in different ways, businesses too, were left with no choice but to re-assess and become adaptive.

In response to the pandemic, Relocation Africa stayed true to our mission and promise of embracing the unknown. In our Head office in particular, we implemented a monthly wellness check-in, wherein we created a safe space to facilitate some uncomfortable conversations. These monthly wellness check-ins laid the foundations of our DE&I responsibility and allowed for our employees to feel comfortable. It provided them with a sense of belonging and community and gave them the necessary room to be their authentic selves.

At Relocation Africa we recognise that DE&I is a cultural change which takes time, education, and substantial leadership to achieve. We train our internal staff and external consultants on topics such as Unconscious Bias with the objective to unlearn any prejudices we unknowingly held. These workshops provide safe spaces to get comfortable and be honest, without the feeling or fear of judgement.  These have led to a deeper cultural sensitivity in the workplace and helps when dealing with our clients from differing cultures.

With D E&I as a priority, our head office also adopted a more flexible working environment and culture for our team. Although covid is now, in 2024,  a thought that passes unentertained for many of us, we still maintain this same flexibility. We recognise the differing backgrounds of our staff, many of whom are mothers to young children or live far from the office. To ensure the workplace is pleasant and comfortable for all, we have implemented different working hours and even a hybrid working environment. This way, we ensure that our business practices are not only DE&I adhesive, but also accommodates for all members of our team in a manner that is convenient and comfortable.


Why Should DE&I be Implemented in the Workplace?


The DE&I initiative is crucial to creating a wholesome work culture in which every member feels valued. Diversity in the workplace brings about fresh perspectives, equity allows for all groups of people to equally participate in the workplace, while inclusion is important for retention as it allows employees to feel valued and appreciated. Overall, DE&I helps to improve employee morale, promotes business ethics, and perpetuates creative problem-solving and innovation.

A company’s identity is derived from its culture. A company’s culture affects everything from employee performance to employee retention rates and loyalty.

DE&I is a principle that, if not implemented at every level of the company and every department, is not being properly practiced, and this will inevitably reflect in the company’s culture. When implemented correctly, DE&I induces cohesiveness among employees and a healthy work environment. With a diverse, equal, and valued workforce, it is undeniable that a business increases its chances of success.


Benefits of DE&I in the workplace

  • Diverse workplaces are more innovative.
  • DE&I enhances and preserves company culture.
  • Higher employee retention and lower turnover.
  • Equity and Inclusion combats workplace burnout.
  • DEI creates a sense of belonging for all employees.
  • Inclusion improves business decision-making processes.
  • Companies are able to reach a more extensive talent pool.
  • Diverse workplace teams are much more likely to perform better financially.


Relocation Africa takes pride in our efforts that we’ve exerted over the past years to implement DE&I in all areas of business. We acknowledge it not merely as a concept, but recognise it as something for which we must take responsibility. Our journey with D,E&I is one that requires the involvement of all stakeholders, as we continue to learn and grow in this field.


Read more on the humane aspects of how we conduct business in our cornerstone article, What Makes Relocation Africa Different? 


For a different perspective, read more on the key takeaways noted by our intern on how we go about Achieving Wellness in the Workplace. 


Facts to assist you while travelling to Zambia.


Zambian population

  • 5 million.

Capital and Largest City

  • Lusaka.

Official Language(s)

  • English.


  • Zambian kwacha.

Office Hours

  • 08:00 – 17:00.


  • Saturday – Sunday.

Time Zone

  • UTC +2.

Calling Code

  • +260.


  • If a service charge is not included in the bill a tip of 10% is acceptable.


  • Most countries are represented by embassies or consulates located in the capital city.


  • Hakainde Hichilema is a Zambian businessman, farmer, and politician who is the seventh and current president of Zambia.


  • The climate of Zambia in Central and Southern Africa is tropical but modified by altitude (elevation). In the Köppen climate classification, most of the country is classified as humid-subtropical or tropical wet and dry, with small patches of semi-arid climate in the south-west. There are two main seasons, the rainy season lasts from November until April and occurs during summer, while the dry season lasts from May until October and occurs during winter.


  • The main airport in Zambia is the Kenneth Kaunda International Airport, located in Lusaka. Zambia has rail links with the DRC, Tanzania, Malawi, Mozambique, Zimbabwe, Botswana, Namibia, and Angola. Zambia also has many navigable rivers, lakes, and channels through swamps, which together reach a large proportion of the rural population. The country has 88 airports, eight of which have paved runways.


  • The main industries in Zambia that contributes to its GDP include agriculture, copper mining, manufacturing, fisheries and livestock, energy, electricity, tourism, media, and finance and banking.


  • Zambian’s traditionally serve a local dish called nshima at gatherings and have a standard set of etiquettes revolving around how nshima should be eaten. Nshima with ndiwo is the most important meal in Zambian culture. It holds significance in the traditional culture of the people as it is often shared alongside expressions, tales of hospitality and wisdom and folk tales. It is considered a sign of disrespect to serve left over nshima to an adult, as elders are typically shown more respect in the culture. Be careful not to over-indulge as Zambians believe that leaving some food behind on your plate indicates that you have been satisfied.


  • Greetings always start with a handshake and a polite, “How are you?”. This is frequently followed by questions about the wellbeing of your family, or the conditions of your journey.


  • The Kwacha (code: ZMW) is the currency of Zambia. The name kwacha is derived from the Nyanja, Bemba, and Tonga word for “dawn”. Its meaning alludes to the Zambian nationalist slogan of a “new dawn of freedom”. The name ngwee translates as “bright” in the Nyanja language.


  • Zambia has over 91 000km of roads divided into trunk roads, main roads, and district roads, which connects rural areas to other trunk and main roads. Most trunk and main roads are paved while district roads can sometimes be partially paved or may even be gravel and dirt. The condition of these roads get worse during the rainy season. All trunk roads are tolled with toll gates being administered by the National Road Fund Agency (NRFA) and Road Development Agency (RDA). When travelling to Zambia, it is important that you remember to take this into consideration as you plan your budget.


  • Although Zambia is one of the safer countries in Africa, visitors are still advised to take whichever precautions they feel necessary. Mostly petty crimes occur, such as bag snatching and theft from parked cars. It is best to always keep your bags and other valuables secure and close to you. When traveling by car, keep the doors locked and the windows up at all times. Valuables should be kept out of sight as thieves may target travelers at transport hubs, crowded market areas and shopping precincts.


  • Zambian culture traditionally separated the roles of men and women. However, this practice is much less common in recent years, especially in the urban areas. In rural areas, women in are generally assigned the household tasks, children care, and work in the fields. Men are expected to do the fishing, hunting, and livestock management, as well as the family’s financial planning. Christianity is the religion of the majority of Zambians, and this is reflected in the contemporary culture of the citizens. Weddings and other important events are mostly in the traditional Christian style but often incorporates elements of indigenous customs and rituals.


  • Zambia has a number of modern shopping centres and malls that resemble those found in western countries. Shopping in this country should be hassle free, especially in the capital city and other urban areas. There are also a multitude of online stores for the convenience of all shoppers.




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