Eskom has noted recent public commentary by the National Union of Metalworkers of South Africa (NUMSA) regarding the 2026 wage negotiations, including claims that Eskom budgeted for a 9% increase for bargaining‑unit employees and that management received more than 100% salary increases.
Eskom confirms that the 2026 wage negotiation process has been concluded within the Central Bargaining Forum (CBF), following structured engagement with its three trade unions: National Union of Mineworkers (NUM), National Union of Metalworkers of South Africa (NUMSA) and Solidarity, that commenced in October 2025.
The wage settlement has been signed by the National Union of Mineworkers (NUM) and Solidarity, and the agreement provides for a 7% salary increase over a three‑year period, effective from 1 July 2026, together with revised benefits. These two unions represent more than two‑thirds majority of employees covered by the Central Bargaining Forum, and the agreement is binding on all employees within the bargaining unit. Eskom notes that NUMSA declared a deadlock on 10 April 2026 and opted not to sign the agreement.
In the interest of factual accuracy and responsible public engagement, Eskom provides the following clarification of the recent statements made by NUMSA.
NUMSA’s statement references a 9% figure and asserts that Eskom’s budget provides for a 9% salary increase for bargaining‑unit employees. Eskom wishes to clarify that references to a 9% figure are not correct.
Eskom explains that the multi‑year price determination framework, decided by the National Electricity Regulator of South Africa (NERSA), approves how much Eskom can spend on producing electricity, establishes an overall revenue envelope across a defined period and does not constitute a guaranteed or ring‑fenced allocation for wage increases in any single year.
Within that framework, Eskom is required to balance employee costs against critical and competing requirements, including maintenance, capital investment, debt commitments and reliability priorities.
Accordingly, Eskom’s internal budgeting for wage adjustments is determined by what is affordable and sustainable within approved parameters and the utility’s broader operational commitments, rather than a single percentage being treated as a pre‑set wage allocation.
Furthermore, NUMSA alleges that certain executives and members of management received remuneration increases of more than 100%, at the expense of bargaining‑unit employees. Eskom rejects this allegation and categorically clarifies that there were no across‑the‑board executive or management salary increases of the nature claimed. Assertions suggesting that management remuneration increased by 100% are incorrect.
During the period under review, remuneration adjustments were applied to three executive positions to align those roles with the median of the relevant market, following changes in role scope and disclosure requirements. These adjustments were limited, role‑specific, and related to alignment and disclosure considerations, and do not constitute an escalation in overall executive remuneration. Eskom further confirms that all remuneration practices are governed by established governance frameworks and oversight processes, with any adjustments implemented within approved controls, guidelines, and budgetary parameters.
Eskom remains committed to responsible and respectful engagement with organised labour and other stakeholders and encourages continued dialogue that is factual, constructive and focused on the broader interests of employees, the organisation and the country.
We are clear that our people are central to driving sustainable growth and to maintaining an organisation that is resilient, credible, and attractive to future partners and investors. In this context, Eskom continues to foster a culture of operational excellence grounded in skilled people, robust systems, and aligned processes.
These efforts are supported by Eskom’s broader focus on operational discipline and performance improvement, ensuring the utility remains sustainable and able to meet its critical mandate of ensuring energy security.
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Dr. Judy Dlamini is a qualified medical doctor, with an MBA and PhD in business leadership. She is an accomplished businesswoman, an author, and founder and current executive chairperson of the Mbekani Group. After a successful medical career spanning 10 years, Dlamini decided to explore new terrains, she enrolled for an MBA degree, after which she joined HSBC Investment Bank, and pursued her PhD through UNISA. Today, Dlamini owns and operates luxury retail stores; Luminance. The fledgling business, Mbekani Group, she started 20 years ago has grown into a diverse and successful entity with operations and investments in medical devices, health management, facilities management, retail and property. In addition to a long and successful business career, she and her husband are founders and trustees of Mkhiwa trust, a family public benefit organisation with a focus on rural development and education.