May 2026 Africa Regulatory Updates Round-Up
May 2026 has witnessed its fair share of unexpected events and regulatory developments: from the Ebola outbreak in Central Africa, to pensions update in Angola, and minimum wage updates in Zimbabwe.
Missed last month’s Regulatory Update Round-Up? Find it here.
Angola
Insurance and pension fund supervision cooperation with Portugal
Angola’s insurance regulator ARSEG and Portugal’s ASF have signed a cooperation protocol to strengthen supervision of the insurance and pension sectors.
The agreement focuses on:
- Technical training
- Information sharing
- Risk-based supervision
- Corporate governance
- Technological innovation
It also aims to improve consumer protection, strengthen regulatory systems, and align Angola’s insurance market with international standards.
Ghana
Personal income tax filing deadline extended
The Ghana Revenue Authority has extended the deadline for filing 2025 personal income tax returns to 31 May 2026.
The extension provides individuals with more time to comply with filing obligations and avoid penalties.
Kenya
Court strengthens accountability for personal data protection failures
Kenya’s High Court ruled that organisations processing personal data can be held liable for systemic data governance failures, even if breaches are caused by “rogue employees.”
Safaricom PLC was ordered to compensate affected subscribers after employees unlawfully shared sensitive customer data with third parties.
The judgment emphasises that data protection obligations are affirmative, structural, and non-delegable for companies handling personal data at scale.
South Africa
Key Companies Amendment Act provisions now in effect
Sections 5, 6, and 19 of the Companies Amendment Act 16 of 2024 came into effect on 22 May 2026. These amendments introduce new requirements for preparing and presenting company remuneration policies.
They also clarify that certain remuneration report components are not subject to audit.
The changes also allow disputes to be referred to the Companies Tribunal for arbitration after failed mediation or conciliation.
Uganda
President assents to 8 new Acts
Uganda’s president has assented to 8 new laws covering:
- Health regulation
- Energy efficiency
- Employment protections
- Forensic services
- Intellectual property
- Public enterprise reforms
Notably, the Employment (Amendment) Act, 2025 strengthens protections for domestic, casual, and migrant workers.
The reforms collectively aim to improve regulatory oversight, workplace protections, public administration, and safety standards.
Zimbabwe
Insurance & pensions industry collective agreement amended
Zimbabwe has amended the Collective Bargaining Agreement for the Insurance and Pensions Industry through a supplementary agreement.
Employers must implement revised minimum salaries for workers from grades A1 to C3 between January and June 2026.
The agreement also introduces a dual-currency salary structure and requires minimum housing and transport allowances for employees.
Ebola outbreak in Central and East Africa
The WHO has declared the Ebola outbreak in the Democratic Republic of Congo an international public health emergency, with more than 390 suspected cases and at least 105 deaths reported as of 20 May 2026. The outbreak has spread to Uganda, raising concerns of wider regional transmission, especially as the Bundibugyo strain currently has no approved vaccine or treatment.
In response, the USA has suspended routine visa services in Uganda, the DRC, and South Sudan, while also restricting entry for most foreign travellers recently present in those countries. Bahrain has introduced similar temporary entry restrictions. Businesses operating across Central and East Africa are advised to closely monitor developments, particularly regarding travel, workforce mobility, and cross-border operations.
Find more information about the situation here.
Stay ahead of regulatory changes in Africa
Africa’s regulatory environment is evolving quickly. For businesses managing employees across multiple African jurisdictions, keeping pace with these developments is both essential and unfortunately resource and time-intensive.
Africa HR Solutions operates across 46 African countries and helps businesses navigate exactly this kind of complexity, from employment compliance and work permits to payroll and HR administration.
Get in touch with our team to find out how we can support your operations on the ground.
FAQs
Frequently Asked Questions
Can I use one payroll provider for all African countries?
Some providers offer pan-African coverage, but the quality of that coverage varies significantly by country. A provider may have strong in-country expertise in larger markets like Nigeria, Kenya, and South Africa while relying on limited local networks in smaller jurisdictions. Before committing to a single provider, it is worth asking how they manage compliance in the countries most relevant to your operations.How quickly can an EOR get workers hired and on payroll in a new African market?
Timelines vary by country, but a well-established EOR can typically onboard workers in a new African market within a couple of weeks. This is significantly faster than the process of registering a local entity, which can take several months and even years in many jurisdictions.Is outsourcing payroll less secure than managing it in-house?
Not necessarily. The security of your payroll data depends on the systems, protocols, and accreditations of the provider you choose rather than on whether the function is internal or external. Reputable outsourced providers typically invest heavily in data protection infrastructure, often more so than individual company HR or finance teams.Do I need a local entity to run payroll in an African country?
In most cases, yes, unless you are using an EOR. Running payroll in a country generally requires a registered legal presence that can interact with tax authorities and social security bodies. An EOR removes that requirement by acting as the legal employer on your behalf. For companies expanding into new African markets, this is often the most practical route to compliance.Which African countries are the most complex for payroll compliance?
Countries like Nigeria, Ethiopia, and the Democratic Republic of Congo are frequently cited as more demanding environments due to the pace of regulatory change and the administrative requirements involved. Francophone West African countries operating under the OHADA legal framework have their own distinct compliance requirements that differ meaningfully from anglophone markets.Table of Contents
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