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CA Outcome, Suite 5 and 6, Kennemar, , Shop 202, Izulu Office Park, Ballito, Empangeni (2026)

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26/10/2026

The Exit You Might Not Have Considered: Selling Your Company to Your Employees

“I've never been a guy who's just about getting a check, so I thought: is there a way we can keep this going, and bring others along for the ride?” (Dan Kenary, founder Harpoon Brewery, on introducing an employee ownership arrangement)

When entrepreneurs imagine an exit, they usually picture three doors: a trade sale, a private-equity deal, or a family handover. Yet there is a fourth route that is often less discussed and, for the right company, more emotionally and strategically satisfying: selling the business to the people who already know it best. When properly structured, employee ownership is a succession strategy that can deliver liquidity to the founders, stability to the staff and continuity to the customers.

Beyond the obvious buyer
For many owners, employee sales may work because they offer benefits more traditional sales do not. External bidders may promise a premium, but they can also bring integration risks, redundancies, culture changes and potentially even the wholesale dismantling of what made the company valuable in the first place. Selling to your employees, on the other hand, may offer a route towards preserving the enterprise, rewarding the workforce and allowing you to retire without feeling like you’ve sold the soul of the business.

Is it even possible?
In a conventional business sale, accountants are commonly responsible for preparing financial statements, supporting due diligence and calculating the tax implications of the transaction. An employee ownership transaction requires a much broader advisory role.

The first question your accountant (that’s us) must help you answer is the vital question of what the company is worth, and just how employees might be able to purchase it. Valuation may draw on normalising earnings, cash flow forecasts, comparable market multiples, the asset base and the particular risks of the business and ensuring accurate financial reporting. This will give you a clearer understanding of what the business is worth and whether the proposed transaction is financially sustainable.

Where employees do not have the capital to purchase a business outright, it becomes important to evaluate the options available to finance the purchase as this will impact the viability of the transaction.

How to make it happen
Once you’ve established that selling to your employees is possible, you need to decide which route to take. In South Africa, there are many different ways of doing it. Employees may acquire shares directly, either individually or through an acquisition vehicle. Some employee ownership arrangements may be structured to hold shares collectively on behalf of employees, often through a trust or another ownership vehicle. B-BBEE objectives can also be incorporated into an employee ownership arrangement.

There are many different ways to skin this cat. Each option carries different tax, governance and funding implications that change based on your company’s unique situation. Taking into account your wishes, and the financial landscape of the business, your accountant can determine exactly which of these methods is most viable.

Other considerations
Another thing which may impact the decision-making process is how taxation could be applied. Depending on how the deal is structured, founders may become liable for Capital Gains Tax on the disposal of their shares, while employees could face income tax implications if shares are acquired below market value or through certain incentive arrangements.

Trusts, debt-funded acquisitions and phased ownership transfers can all influence the overall tax outcome, making early advice essential. As your accountants, we can model different scenarios, identify potential tax efficiencies and ensure the transaction complies with the requirements of the Income Tax Act while avoiding costly surprises for both buyer and seller.

The bottom line
Selling to employees is rarely the quickest or simplest exit. It demands careful structuring, realistic valuations, appropriate funding arrangements and ongoing governance. But for founders who value continuity as much as financial return, it can provide one of the most meaningful succession strategies out there.

19/10/2026

Win the War for Talent Without Paying Enterprise-Level Salaries

“Recognise flexibility as a selling point. Generally speaking, top talent wants the option to crunch numbers at a coffee shop or stay in their slippers at home.” (Kevin Kuske)

Every small business owner knows the feeling: a promising candidate sails through the interview process, everyone loves them … And then a bigger company swoops in with a salary offer that simply can't be matched.

It's easy to assume the fight for talent is over before it starts. But compensation is only one variable in a much larger equation. In addition to cold hard cash, candidates today are looking for flexibility, growth potential, purpose, and how much their work actually matters. These are all areas where lean, close-knit companies often outperform corporate giants.

Business advisors, HR experts, and small-business owners increasingly agree: the “war for talent” isn't only won with bigger paychecks. It's won by understanding what employees genuinely value and building an offer around it. Here are our 8 tips.

1. Lead with flexibility
Flexible work arrangements have become one of the most powerful, low-cost tools available to small employers. Staffing firm Spherion notes that many candidates weigh flexibility and growth opportunities just as heavily as salary, and that smaller companies tend to have far more room to build compelling offers around said flexibility. Data backs this up: research from the Harvard Business School found that a significant proportion of employees would accept a pay cut just to keep their remote work arrangement.

2. Make company culture your differentiator
Culture is a genuine competitive advantage for small teams. As staffing firm Beacon Hill notes, many professionals actually prefer working at smaller companies where they can see the direct impact of their work. Business owners who can't win on salary may still win by offering something large employers structurally can't: proximity to leadership, visibility, and a relaxed work-life balance. Small companies should lean into this rather than apologise for their size. Job postings, interviews, and onboarding should all reflect the authentic, non-corporate environment.

3. Prioritise cultural fit as much as skill
Hiring for the right personality can matter more than choosing the candidate with the most impressive CV. PureWow CEO Ryan Harwood has said he'd rather bring on someone slightly less talented who fits the culture perfectly than someone highly talented who doesn't mesh with the team. For small businesses, where every hire has an outsized impact on daily operations, getting the right fit is doubly important.

4. Invest in growth and development
Career growth is one of the most persuasive, and least expensive, tools a small business has. The Small Business Association of Michigan points to LinkedIn's Workplace Learning Report, which found that 94% of employees said they would stay at a company longer if it invested in their career development. Mentorship, cross-training, and covering the cost of a certification or course all send the same message: this company is invested in where you're headed, not just what you can do for it today.

5. Recognise and reward often, informally and formally
Recognition costs a little and matters a lot. The Small Business Association of Michigan also recommends building in low- or no-cost perks. A relaxed dress code, team activities, a pet-friendly workplace, alongside regular recognition programs and small rewards to boost morale are all great ideas. Because small teams are more visible to leadership day-to-day, recognition can be personal and immediate rather than buried in an annual review cycle. A spontaneous gesture from the boss is often more meaningful to employees than the corporate version of the same action.

6. Move fast and communicate clearly during hiring
Large companies are often slowed down by layers of approval. Small businesses can turn speed into a selling point. Business.com points out that while a small business likely can't offer the highest salaries in its market, it can offer the fastest hiring process. On top of speed, simple communication matters. Saïd Eastman, of JobsInTheUS.com, highlights how something as small as an automatic application confirmation, or a real phone number candidates can call with questions, signals respect for applicants' time, and sets a small business apart.

7. Build the whole compensation picture, not just the base salary
Salary is only one line item in total compensation. HireHive's guidance for small employers stresses looking at the entire compensation package, including health insurance, retirement contributions, flexible time off, and remote-work stipends. This can meaningfully close the gap between a small business's offer and a larger competitor's, without requiring the same payroll spend. That’s not to say salary isn’t important: the number you offer has to be realistic, of course.

8. Treat staffing as flexible, not fixed
Not every role needs to be a full-time hire on day one. Robert Half's research into small-business staffing points back to management theorist Charles Handy's “shamrock organization” model, blending core full-time staff with contractors and outsourced specialists, as a way to access skilled talent without committing to enterprise-level headcount costs. This approach lets small businesses bring in specialised expertise for a project or busy season, then scale back down, all while keeping the core team lean and well cared for.

12/10/2026

SARS Scams and eFiling Profile

Hijacking: Taxpayers Beware
"All role players must play their part to prevent criminals from accessing taxpayers’ information." (SARS)

Every day, too many taxpayers fall victim to convincing scams that use SARS’ name to steal personal information and money.

Cybersecurity Awareness Month (every October) raises awareness about digital security, empowering South Africans to protect their personal data from digital forms of crime. It’s a good time to revisit the growing threat of SARS scams and eFiling profile hijackings.

Common SARS scam types
Phishing emails: Members of the public randomly receive false ‘spoofed’ emails, made to look as if they were sent from SARS, but which are fraudulent. Examples include emails appearing to be from returns‌.co.za or refunds‌.co.za, indicating that taxpayers are eligible to receive tax refunds. These emails contain links to false forms and fake websites designed to look like SARS sites, with the aim of fooling taxpayers into entering personal information such as bank account details, which criminals then extract and use fraudulently.
Fake SMS messages: SARS does not send *.htm or *.html attachments. Any SMS claiming to be from SARS with such attachments is fraudulent.
Fake WhatsApp messages: SARS will not provide links to be opened or SARS bank account details for payments on a WhatsApp message.
eFiling profile hijacking: Criminals gain access to taxpayers’ eFiling profiles, change banking details, and divert refunds.
What SARS will and won’t do
SARS will:
✔ Verify your personal details for telephonic engagement and authentication purposes
✔ Communicate through official SARS channels only
✔ Direct you to check your SARS profile on eFiling or the SARS MobiApp for legitimate debts

SARS won’t:
✘ Request passwords, one-time pins (OTPs), banking PINs or eFiling login credentials through email, SMS, social media or telephone
✘ Request your banking details in any communication via post, email or SMS (but SARS will verify your personal details for telephonic authentication)
✘ Send hyperlinks to other websites, even those of banks
✘ Ask for your credit card details
✘ Send *.htm or *.html attachments
✘ Provide a SARS bank account number for payments
✘ Ask you to click any link to access its website or services
What to do if you suspect a scam
Do not respond to communications that you suspect to be a scam. Simply contact us and let us provide certainty.

We will check whether the message is part of an official SARS communication campaign or if it’s a known scam message currently in circulation. If it’s a new scam, we can report it to the right authorities.

Before you share personal information or make any payments, we can verify the communication through official SARS channels. For example, if the communication pertains to outstanding debt, we can verify this directly on SARS platforms, as any legitimate debt will reflect on your SARS profile.

How to stay safe beyond Cybersecurity Month
Do not open or respond to emails from unknown sources
Be suspicious if a message asks for personal information or creates urgency
Never share confidential details with unauthorised individuals
Never click on any link to access SARS’ website or SARS services or to verify an account
Only use secure internet platforms to access electronic services such as eFiling
Enable two-factor authentication on eFiling profiles
Use strong, unique passwords and change these regularly
SARS scams are becoming more sophisticated, but the rules for spotting them remain unchanged. When in doubt, and before taking any action, contact us.

05/10/2026

Your Tax Deadlines for October 2026

07 October: PAYE submissions and payments
23 October:
End of Personal Income Tax Filing Season 2026 for non-provisional taxpayers
VAT manual submissions and payments
29 October: Excise duty payments
30 October:
VAT electronic submissions and payments
CIT Provisional Tax payments where applicable

28/09/2026

SARS Moves Traveller Declarations Online

“In my travels across the globe, I've come to believe that Franz Kafka wasn't writing fiction but rather a traveller's guidebook.” (Ned Donovan)

South Africans and foreigners crossing our border (on arrival and departure) are now required to complete one more step before they travel: an online declaration to SARS covering goods, cash and other items in their possession. The system, which is already in place across South Africa’s air, land and sea borders, became compulsory from 1 July 2026 and is part of a broader push to digitise customs controls and tighten oversight at the border.

A flurry of conspiracies
Since the announcement, social media has been flooded with conspiracy theory videos alleging ulterior motives. But the documentation released by SARS reveals travellers need not fear: this new requirement is not an income-tax filing in disguise. The available guidance makes clear that it is a customs measure aimed at simply improving how travellers declare goods, currency and other regulated items when entering or leaving the country.

So, what’s really going on?
SARS says the online process replaces much of the old manual declaration system and is intended to make compliance easier, create a smoother traveller experience and strengthen risk management at ports of entry. In practice, that means customs officials receive information earlier and can respond before a traveller reaches the inspection point.

The system asks travellers to submit their details before travel, including passport information, travel plans, contact details and the names of companions. Adults must also complete declarations for children or infants travelling with them. Once the form is submitted, the traveller receives an electronic confirmation by email. That confirmation must be kept on a mobile phone or printed out, and it contains instructions on what to do at the port of entry or departure. Travellers arriving in South Africa are directed through customs according to those instructions, while departing passengers may be told whether they need to report to customs before leaving.

When will it impact you?
For businesspeople and frequent travellers, the commercial significance lies in what must be declared. Ordinary personal belongings such as clothing, a phone or a laptop for personal use do not need to be listed. But goods above duty-free thresholds, items intended for resale or business use, and cash above the legal limits do. The guidance provided in the source material states that goods with a value up to R5 000 per person are duty-free, while goods above that level may trigger duty and VAT, with normal customs duty and VAT applying above R25 000. Cash above R100 000 must also be declared.

The rules haven’t changed, the method of declaration has. A traveller returning with expensive goods, a businessperson carrying samples, or an entrepreneur moving stock across the border may all face duties, VAT or reporting obligations depending on what they are carrying. The online declaration gives SARS a digital record in advance and gives travellers a clearer process to follow.

Tried and tested
SARS says the system was first piloted at OR Tambo, Cape Town International and King Shaka airports in 2022 before being expanded nationally. The message to travellers is straightforward: border declarations have moved online, and failing to declare goods or giving false information could lead to delays, penalties or the seizure of goods. For anyone crossing South Africa’s borders, customs compliance is now a digital-first process.

22/09/2026

Some Companies are Going Back on Automation. Should you?
“The future of business isn't about doing more with less. It's about doing what matters with more intention, alignment, and flow.” (Chais Meyer, business founder and consultant)

We all read the brochures. Automation was going to offer us a future where laborious and repetitive tasks were all handled instantly without human intervention. Jobs that used to take weeks would now take hours. Businesses rushed to automate every task they could in search of this promised utopia of lower wage bills and greater efficiency. But now, just a few years later, retailers are reopening staffed tills, customer-service teams are restoring human support, and executives are rethinking whether every process should be handed to software.

Is it time for your business to go back on automation? Here are the signs.

Customers keep asking for human help
One of the clearest warning signs is persistent demand for human help. According to HubSpot and SurveyMonkey, 53% of consumers actively dislike or hate AI in service interactions, and 82% would still prefer human support even if the outcome and waiting time were identical. Five9 separately found that 86% of consumers rate empathy and human connection as more important than speed. For businesses, that matters because automation often looks efficient internally while feeling obstructive externally. If customers repeatedly seek an employee after going through a bot, menu or self-service loop, the system may be reducing convenience rather than improving it.

Your conversion percentages have been falling
In some settings, the mere presence of a human fallback improves commercial outcomes. A Management Science study examining a credit union’s self-service loan-approval process found that inviting customers to connect with a human loan agent increased the uptake of approved loans by 24%. Crucially, very few customers actually used the option, they just liked having it there. The finding suggests that access to human support can reduce anxiety, improve trust and make customers more comfortable completing important decisions. For firms operating in finance, healthcare, education, legal services or any emotionally charged sector, full automation may damage performance even when the process appears technically sound.

Your staff spends their time rescuing broken journeys
Automation often fails by pushing complexity downstream to employees. Payments service Klarna became one of the most visible examples of that correction. After loudly promoting an AI assistant that handled large volumes of customer chats, the company later moved to bring more people back into customer service, because, as its spokesperson put it, AI brings speed while people bring empathy.

If you find your team members are constantly stepping in to correct chatbot confusion, soothe irritated customers or solve exceptions the system cannot handle, not only is automation not saving work, it’s ruining your relationship with your customers as well.

Shrinkage, theft or abandoned sales
Retail offers perhaps the clearest example of automation being scaled back for hard commercial reasons. NBC News reported that Dollar General eliminated self-checkout at about 12,000 stores, and Five Below removed it in some high-risk locations. The common thread was not nostalgia for staffed tills; it was concern over shrinkage, scanning errors, and difficult customer experiences. While your business might be saving on staffing, if it’s losing margin through mistakes, misuse, walkaways or required oversight, the costs are simply being reallocated.

Is your business better?
In routine, low-stakes tasks, automation can be enormously useful. But where trust, nuance or reassurance matter, evidence increasingly shows that businesses need visible human support. The companies rethinking automation simply recognise that efficiency only counts when it improves the customer experience and frees people up to do higher-value work. If it damages trust, degrades quality or creates hidden costs, it is not smart automation at all.

Ultimately, the question to ask yourself is not whether a task can be automated, but whether the business improves after it is. It’s vital that after a move to automation, you keep a keen eye on the numbers. As your accountants, we can help.

14/09/2026

National Wills Month: Do You Have a Business Will?

“True leadership is measured by what happens after you die.” (Myles Munroe)

Most business owners believe that their personal will has the business covered too, but that's usually not the case.

First things first, your valid, updated Last Will and Testament (i.e. your personal will) must clearly state your instructions regarding the distribution of your business assets in your estate, be they company shares, member interest, or 100% of a sole proprietorship. Without this, your business assets will be distributed under the rules of intestate succession.

But that’s not the end of the story…
Firstly, the actual transfer of ownership in a business, even as dictated in a valid, updated personal will, remains subject to the company’s structure and its governing documents. If the company’s Memorandum of Incorporation (“MOI”) or Shareholders’ Agreement includes specific rules for the transfer of shares upon death, these rules must be followed.

Secondly, a “business will”, commonly called a shareholder’s agreement, a buy-and-sell agreement, or succession plan, is essential. It focuses specifically on the company’s success when you or other partners or shareholders are no longer there.

It should answer questions like who steps in to run things, who is entitled to buy shares, and at what price. And it typically includes insurance to cover the costs of appointing key people and the agreed share sales price when the time comes.

Why you need one…
Having a properly structured (and regularly updated) business will is important because:

It prevents operational paralysis when the owner is no longer there. Without a clear plan, bank accounts can be frozen, signing authorities revoked, and employees left stranded without leadership.
It helps to prevent family and partner conflict by eliminating guesswork between grieving family members who inherit paper value and business partners who need operational control.
It secures fair valuation and liquidity, working with funding mechanisms like life insurance to ensure your estate receives fair market value for your shares immediately, rather than forcing a fire sale.
It protects your legacy by ensuring the core vision, values, and strategic direction you built are smoothly transitioned to chosen successors.
And why you need to update it regularly
Having an up-to-date business will keeps your business positioned to take advantage of changing tax legislation. A current example is the increased capital gains tax (CGT) exemption for small business owners aged 55 and older who sell their businesses. For many business owners, the sale of their business is their primary retirement asset. The increased CGT exemption means more business owners now qualify for meaningful tax relief when they exit. The exemption is determined on an asset-by-asset basis, and each asset must have been held continuously for at least five years before disposal.

A well-structured and continuously updated business will ensures your succession plan aligns with these conditions so that you and your estate can benefit from the relief available.

Types of business wills
A shareholders’ agreement can impose conditions on the transfer of shares, often taking into account the interests of the remaining shareholders, such as restrictions and approvals on transfer, pre-emptive rights and forced buyouts. Please note that the shareholders’ agreement must comply with the Companies Act and be consistent with the company’s MOI.
A buy-and-sell agreement is sometimes referred to as a “business will” because it allows business owners to govern the relationship between the respective shareholders and to outline who will take over their shares in the business and at what price in the event of their death or retirement.
A succession plan is a strategic business process to ensure continuity by preparing contingency plans for when key people in critical roles leave, retire, or pass away. It’s a good idea to include “key man” insurance to cover the costs involved.
Protect your business and your family
To circumvent the problems created by cash shortfalls, business owners are also encouraged to have personal investments outside of the business. A retirement annuity may be a sensible option since its proceeds generally enjoy significant protection from creditors, although access to the funds is restricted and they should not be regarded as a source of immediate liquidity. A life policy specifically structured to cover business debts can also make a significant difference.

The key is to work with financial, tax and legal advisers who understand the full picture. A business will that is reviewed and updated regularly – particularly when tax legislation changes, business value shifts, or ownership structures evolve – ensures your plan remains implementable and your beneficiaries are not left with a document that no longer fits the reality of your business. The cost of professional advice is small compared to the cost of getting it wrong.

The time is now
National Wills Month is the ideal time to review whether your business is properly protected – and whether your existing plan is still fit-for-purpose.

Our team is ready to review your estate planning, your personal will and your business succession and exit strategy. We will help you structure a plan that protects what you have built.

07/09/2026

Cut Your Tax Bill: Rebates and Incentives Available This Tax Season
"Next to being shot at and missed, nothing is quite as satisfying as an income tax refund." (F.J. Raymond)

SARS offers a range of rebates, incentives and deductions that can significantly reduce the tax you need to pay, if you know where to look. The challenge is knowing which ones will apply to your situation this Tax Filing Season 2026 (covering the period between 1 March 2025 and 28 February 2026) and how to claim them correctly.

We’ve put together handy (but by no means exhaustive) lists for individuals and businesses.

For individuals
Thanks to rebates available to taxpayers, you only start paying tax when you earn more than a certain amount. For the 2026 Tax Season, that amount is R95,750 if you are under age 65 (increased to R99,000 for the 2027 tax year). The thresholds are much higher for those aged between 65 and 75 and those older than 75. These are automatic rebates that reduce the tax you pay before any other relief is applied.

Medical scheme contribution tax credits provide a monthly rebate for the main member and first dependent, plus lower amounts per month for each additional dependent. If your medical expenses exceed a certain threshold, you may also qualify for additional medical tax credits based on your total out-of-pocket medical costs for the year.

Interest from a South African source up to R23,800 per annum is exempt from income tax when earned by any natural person under 65 years of age (R34,500 over 65) or a deceased estate.

Retirement fund contributions to a registered pension, provident or retirement annuity fund are deductible up to 27.5% of the greater of your taxable income or remuneration, calculated as per the income tax rules, capped at R350,000 per year (increased to R430,000 for the 2027 tax year). This is one of the most powerful ways to lower your tax bill while building long-term savings.

Tax-free savings accounts remain one of the simplest ways to build wealth tax-efficiently. All returns, including interest, dividends and capital gains, are 100% tax free. The annual contribution limit for the 2026 tax year was R36,000 (increased to R46,000 for the 2027 tax year), and the lifetime limit is R500,000.

If you work from home and have a dedicated home-office area used for your trade, you may be able to deduct a portion of your rent, utilities, rates and wear-and-tear on office furniture or equipment on a pro-rata basis. The rules are specific, and there are potential downsides to claiming, so professional guidance is recommended.

Donations to section 18A-approved organisations are deductible up to 10% of taxable income calculated in accordance with legislation. Any excess is carried forward to the following tax year.

For businesses
Small Business Corporations (SBCs) benefit from tax relief including immediate write-off of qualifying new plant or machinery, significantly reducing taxable income in years when you invest in equipment, as well as a wear-and-tear or accelerated allowance on other depreciable assets and a progressive tax rate that can deliver substantial savings for qualifying smaller businesses.

Micro businesses (turnover of R1 million or less, upped to R2.3 million for 2027) may qualify for a simplified turnover tax, instead of the usual taxes payable by companies, such as income tax, provisional tax and Capital Gains Tax (CGT).

There are also specific accelerated depreciation allowances for manufacturing and other assets used in the production of renewable energy.

Employers who register SETA learnership agreements qualify for additional tax deductions beyond the actual training cost, reducing taxable income while building skills.
Qualifying research and development costs are 150% deductible, with accelerated depreciation on R&D machinery and capital assets.

Other deductions worth noting include the Urban Development Zone allowance, the Special Economic Zones incentive offering a reduced corporate tax rate of 15%, and a potential accelerated building allowance for new and unused buildings and improvements to a building at 10% of cost per year. Business owners aged 55 or older might also qualify for a capital gains exemption when selling a business.

Do you qualify?
These are just some of the rebates, deductions and incentives available for the 2026 Tax Season. The difference between a good tax outcome and a great one often comes down to knowing which relief measures apply and how to claim them correctly. Our team stays on top of every change, so you don’t have to.

CA Outcome

26/10/2026

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12/10/2026

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