MAIN IMAGE: Linda Erasmus – chief business officer at Greeff Christie’s licensee division
Greeff Christie’s
As South Africa’s real estate industry continues to attract new talent, the call for fair and transparent employment contracts is growing louder.
Linda Erasmus, chief business officer at Greeff Christie’s licensee division, says that while the sector offers exciting opportunities, many employment agreements still reflect outdated practices. These include contracts that overlook the rights of agents who work on commission-only models and fail to detail critical conditions such as earnings after departure or employer obligations. “Real estate has become an attractive career for both skilled and unskilled individuals, but too often, the fine print doesn’t protect them—or the companies hiring them,” she explains.
Erasmus highlights key areas that employment contracts should cover to promote fairness and legal compliance: commission structures, who pays for what, clear job expectations, and clauses for post-employment commission payments. “One of the most overlooked aspects is what happens to unpaid commission if an agent leaves or passes away,” she says. “These details must be agreed upon from the start.” In particular, new agents, who may take up to three months to earn their first commission, need assurances that recorded earnings will be honoured, even after departure.
Despite South African labour law classifying agents promoting a single brand as employees, many agencies still use independent contractor agreements. These contracts often lack essential protections, and sometimes, agencies threaten to withhold commission when agents resign. “This is not only unethical but may be unlawful,” Erasmus warns. She advises new recruits to ask how commissions are verified, which documents they’ll need if they leave, and what promises have been put into writing. At the same time, she believes companies should feel confident protecting their investment through training agreements and reasonable restraints of trade.
“Ultimately, the best employment relationships work like a good partnership,” Erasmus concludes. “When both sides understand the terms and feel respected, they’re more likely to succeed.”
