As South Africa’s mining and civil engineering sectors continue to navigate economic uncertainty, many companies with loading and hauling capabilities are pivoting to offer their services as contractors to opencast mining operations. While this shift has opened up new opportunities, it also comes with legal and regulatory obligations – most notably, the need to register with the Bargaining Council for the Civil Engineering Industry (BCCEI).

“This load-and-haul work even though being done on mines is not considered mining; it is considered civil engineering work,” explains Brian Ngubane, Senior Designated Agent at the BCCEI. “Any company undertaking this type of work is required by law to register with the BCCEI in order to remain compliant.”

The BCCEI is a statutory body established in terms of the Labour Relations Act (LRA), mandated to regulate conditions of employment and labour relations in the civil engineering industry. Its scope of application – determined by the National Economic Development and Labour Council (NEDLAC) and recognised by the Department of Employment and Labour – covers a wide range of mining-related tasks. These include the excavating, loading, hauling and dumping of mineralised or waste material, bulk earthworks, topsoil stripping, drilling, blasting and road construction and maintenance.

“The scope also extends to services like dust suppression, stockpiling, pumping and dewatering of stormwater and contaminated water, rehabilitation of waste dumps and earthwork areas, topsoil spreading, hydro-seeding and watering,” Ngubane adds. “All these activities fall squarely within the definition of civil engineering under the jurisdiction of the BCCEI.”

Importantly, this requirement only applies to contractors who are paid a fee for their services whether on a monthly basis or calculated tonne moved – and who do not have a direct financial interest in the minerals being extracted.

“Often these companies are hired to move material on behalf of the mine, but they don’t share in the mine’s profits or revenues,” says Ngubane. “That’s when BCCEI registration becomes mandatory.”

A key point, he stresses, is that registration is not optional. “If your work falls within the scope of the BCCEI, you are legally required to join. But what many don’t realise is that this registration brings real value – both to the company and to the broader industry sector.”

One of the BCCEI’s core functions is to facilitate collective bargaining on behalf of employers and employees, ensuring sector-wide wage agreements and employment conditions that promote stability and predictability. This is especially helpful for smaller contractors who may not have the capacity to negotiate complex labour agreements independently.

“Through our centralised bargaining process, we help create a level playing field,” says Ngubane. “This ensures that companies who offer fair wages and benefits are not undercut by those who exploit workers to win tenders.”

Beyond bargaining, the BCCEI also provides accredited dispute resolution services and supports the implementation of industry-wide agreements. The compliance department, through its designated agents, assists in reducing the risk of labour unrest – vital for both private contractors and the mines they serve.

“The BCCEI brings together employer organisations like SAFCEC and CEO and trade unions such as NUM and BCAWU,” says Ngubane. “This structure leverages the experience and knowledge of the parties who have a clear and in-depth understanding of the industry to develop agreements that are practical, enforceable and beneficial to all parties.”

He adds that the BCCEI also engages in regular dialogue on sector-wide issues and provides access to employee benefits such as retirement funds, medical aid and funeral cover, though these are managed independently.

For those unsure about their legal obligations, the BCCEI’s designated agents across the country are on hand to assist. “Our agents are industry experts and can advise companies on whether they fall within the BCCEI’s scope,” says Ngubane. “They also guide new members through the registration process and explain the range of services and benefits available.”

With the trend of outsourcing civil functions in mining expected to continue, the BCCEI is urging all contractors operating on mines to clarify their position and register where applicable.

“Complying with the BCCEI is not just a legal requirement – it is an investment in fair labour practices, operational stability and long-term success,” Ngubane concludes.

The Bargaining Council for the Civil Engineering Industry (BCCEI) has concluded a new three-year settlement for two of its collective agreements in the civil engineering sector. Officially signed on Monday 4 August 2025, by employer organisations – the Consolidated Employees Organisation of South Africa (CEO) and the South African Forum of Civil Engineering Contractors (SAFCEC) – together with trade unions – the Building, Construction and Allied Workers Union (BCAWU) and the National Union of Mineworkers (NUM) – this milestone comes at a time when South Africa’s economy is under pressure and infrastructure investment remains constrained. It provides much-needed stability and certainty for both employers and employees.

The two agreements – the Wage and Task Grade Collective Agreement and the Conditions of Employment Collective Agreement – will take effect once gazetted by the Minister of Employment and Labour and remain in place for three years. These agreements are expected to reinforce industrial stability, safeguard jobs and enable more effective long term planning. The current agreements which will expire on 31 August 2025 have been extended to 28 February 2026 and will be superseded by the new ones upon promulgation.

Kevin Moodley, Acting General Secretary of the BCCEI, says the conclusion of negotiations and the signing of these agreements reflect the maturity of industrial relations in the sector. He emphasises that this outcome gives employers the confidence to plan ahead, while ensuring that workers’ employment conditions are protected during what remains a highly challenging period.

The negotiation process was marked by extensive engagement between employer organisations and organised labour. Driven by a shared objective, the parties worked toward a balanced outcome that supports sustainability, affordability and fairness, ensuring the sector remains resilient in the face of economic headwinds.

In terms of wage adjustments, all employees covered by the new Wage and Task Grade Collective Agreement will receive an across-the-board increase of 6% in the first year, followed by increases of 5.5% in the second and third years, respectively.

Changes to the Conditions of Employment Collective Agreement include a reduction in the eligibility period for maternity benefits from 24 months to 18 months, with all other terms of this benefit remaining unchanged. The agreement also introduces a food component into the living out allowance, while the sleepout allowance has been increased.

Moodley notes that the agreements have been welcomed by the employer constituency as a vital enabler of business continuity. In an industry that is both highly competitive and unpredictable, multi-year agreements are seen as essential for maintaining stability and supporting operational planning. This outcome, he says, strengthens business viability and helps preserve employment.

Labour representatives have similarly endorsed the agreements for upholding workers’ rights while supporting recovery and retention. Moodley adds that the agreements protect employees’ interests while recognising the economic challenges the industry continues to face. He describes the outcome as forward-looking, one that enhances job security and supports the future of the sector.

As a statutory body established under the Labour Relations Act, the BCCEI plays a vital role in regulating employment conditions, fostering social dialogue and maintaining a stable labour environment within the civil engineering sector. The Council remains committed to promoting sectoral growth and compliance through transparent and inclusive engagement.

The new agreements will be available on the BCCEI website for reference. Once gazetted by the Department of Employment and Labour these will become binding and the updated versions will also be published online. 

In an industry where clarity, compliance and continuity are essential, the Bargaining Council for the Civil Engineering Industry (BCCEI) has emerged as an indispensable pillar of strength. As a statutory body tasked with regulating employment standards in civil engineering, the BCCEI provides the structural integrity needed to build both physical infrastructure and economic resilience.

The BCCEI’s work goes far beyond traditional labour relations. “We exist to support the sector’s ability to function effectively and grow sustainably,” says Lindie Fourie, Operations Manager at the BCCEI. “From dispute resolution and compliance to addressing industry challenges and collective bargaining, our mandate touches every part of the value chain.”

Its unique framework of six collective agreements offers clarity on employment terms, fair wages, retirement funding, registration requirements and dispute resolution – all carefully structured to reflect the complex nature of the civil engineering sector. Importantly, these agreements are not static. They evolve with input from the four official parties – the two employer organisations and two trade unions that govern the BCCEI – ensuring that negotiated outcomes are practical, fair and future-focused.

One of the BBCEI’s most active and essential roles is played by its Compliance Department and designated agents. Deployed nationwide, they offer on-the-ground engagement with contractors and employees including those in remote locations. These designated agents don’t just enforce rules – they serve as educators, advisors and liaisons, helping to prevent misunderstandings and promote participation in the BCCEI’s structures.

“This type of dedicated sector-specific support is invaluable,” says Fourie. “It reduces conflict, builds trust and creates a working environment where projects can proceed without unnecessary disruptions.”

The BCCEI also focuses on collaboration with external stakeholders to assist in addressing various industry challenges. Through these strategic partnerships, the Council is able to align its efforts with broader sector priorities, drive meaningful engagement and ensure that the interests of all parties are represented in decision-making processes. She says that by doing this, the BCCEI contributes to the development of sustainable solutions that support stability, promote fair labour practices and enhance the overall resilience of the civil engineering sector.

“In a sector tasked with building the infrastructure that underpins progress, the BCCEI provides the essential scaffolding of labour stability, fairness and opportunity. Our efforts are not just about today’s projects, but about securing South Africa’s tomorrow,” Fourie concludes. 

As South Africa intensifies its focus on infrastructure development to stimulate economic growth, the need for a robust and well-regulated civil engineering sector has never been more urgent. At the centre of this stability is the Bargaining Council for the Civil Engineering Industry (BCCEI) which plays a strategic role in fostering fair labour practices, ensuring compliance and enabling collaboration across all levels of the industry.

“The BCCEI exists to ease the administrative and regulatory pressures that employers and labour face so they can focus on delivering infrastructure,” explains Lindie Fourie, Operations Manager at the BCCEI. “We manage key processes, provide clarity and offer a platform where both employers and employees can work together on fair enforceable labour standards.”

This is achieved through six collective agreements that define everything from working conditions to retirement benefits. These legally binding frameworks eliminate the inconsistency that often undermines project efficiency, especially on public sector jobs. With recent amendments to the Wage and Task Grade and Conditions of Employment Collective Agreements now in effect, it is crucial that all parties familiarise themselves with the updates to maintain compliance.

The BCCEI’s Dispute Resolution Collective Agreement allows for industry-specific arbitration, removing the need to approach general bodies like the CCMA. This streamlined sector-specific process enables timely resolution and prevents unnecessary project delays.

The BCCEI also plays a powerful enabling role in skills development. Its ability to engage with Sector Education and Training Authorities (SETAs) opens access to training grants and initiatives that are vital to tackling the ongoing shortage of technical skills. “We use our position to link decision-makers and industry players, driving conversations that result in practical action,” says Fourie.

Ultimately, the BCCEI’s impact extends well beyond its immediate stakeholders. By creating a stable labour environment, it supports infrastructure projects that improve public services, enable job creation and stimulate investment. “Our collective agreements bring structure, order and fairness. That’s not just good for industry – it’s good for the country,” Fourie concludes.

The civil engineering industry, known for its complex projects and large-scale operations, demands precision, cooperation and clear communication. Given the high stakes, it’s inevitable that conflicts arise. The key to maintaining a stable and productive work environment lies in effective dispute resolution. In this space, the Bargaining Council for the Civil Engineering Industry (BCCEI) plays a vital role, offering solutions tailored specifically for the sector.

Merle Denson, Manager of the BCCEI’s Dispute Resolution Centre, highlights that dispute resolution is not just about settling disagreements. “It’s an integral part of sound business management,” she explains. “Effective resolution prevents conflicts from escalating into costly legal battles, conserving both time and resources.”

The BCCEI’s Dispute Resolution Centre (DRC) stands out in its approach by offering industry-specific dispute mechanisms. Accredited by the Commission for Conciliation, Mediation, and Arbitration (CCMA), the Centre ensures that all cases are handled within legal frameworks, promoting fair and just outcomes. 

“This is crucial,” Denson explains, “as civil engineering disputes often involve highly technical aspects that require industry knowledge. The BCCEI’s panel of commissioners is specifically chosen for their knowledge of the civil engineering field as well as appropriate legislation, allowing for informed decisions that benefit all parties involved.”

Denson says that one of the standout features of the BCCEI’s approach is its accessibility. By scheduling cases regionally, this reduces the logistical and financial burden on parties ensuring disputes are resolved quickly and efficiently. “This regional focus is further bolstered by the Centre’s access to online services; this digital approach not only increases efficiency but also reduces costs, making the resolution process more accessible across the industry.”  

Denson explains that the DRC encourages parties to choose the online route for dispute resolution, allowing them to leverage the BCCEI’s established resources across its regional offices. “Conducting sessions online significantly reduces the time and costs associated with travel for all parties, which is especially beneficial for cases scheduled in distant or external venues. This approach enhances accessibility and streamlines the process, ensuring that disputes are resolved efficiently and conveniently for all parties involved,” she says. 

Financial accessibility is another cornerstone of the BCCEI’s success. Both employers and employees contribute to the dispute resolution fund through a monthly levy, ensuring that services remain affordable and accessible. This mechanism has allowed the Dispute Resolution Centre to resolve numerous disputes without burdening the parties involved with excessive costs.

In dismissal cases, which are common within the industry, the BCCEI Dispute Resolution Centre follows a well-structured process. From the initial referral to the final arbitration, each step is handled with care, ensuring fairness and impartiality. The involvement of experienced commissioners and arbitrators guarantees that the process remains transparent and that settlements are reached efficiently.

“Dispute resolution is fundamental to maintaining stability and fairness within the civil engineering industry,” says Denson. “The BCCEI’s Dispute Resolution Centre is uniquely positioned to provide expert and accessible solutions, fostering a harmonious work environment that benefits all stakeholders.”

While the BCCEI is well-known for its dispute resolution services, its mandate extends far beyond. As a bargaining council, its responsibilities include the conclusion and enforcement of collective agreements, preventing and resolving labour disputes, administering dispute resolution processes and promoting training and education within the sector. Additionally, the BCCEI is involved in developing labour policies and legislation, providing industrial support services and extending its offerings to non-parties within the civil engineering industry.

“In essence, the BCCEI plays a pivotal role in shaping the civil engineering landscape, not only by resolving disputes but by fostering an environment of growth, fairness and stability. This makes it an indispensable institution for all stakeholders in the sector,” Denson concludes. 

When it comes to infrastructure and civil engineering projects, the importance of selecting companies registered with the Bargaining Council for the Civil Engineering Industry (BCCEI) cannot be overstated. This registration signifies a commitment to adhering to established wage agreements, fostering fair labour practices and ensuring a stable and ethical industry. Prioritising these companies that are in good standing is crucial for the economy for several compelling reasons.

All civil engineering companies and contractors, including many of those working within the surface mining sector, are bound by the wage agreements set forth by the BCCEI, and are furnished with a Letter of Good Standing by the Council. This ensures that employees receive fair compensation, aligned with the legislated minimum wage standards. By maintaining these standards, companies that are in good standing help ensure fair compensation, enhance worker morale and productivity, and reduce income inequality. “Fair wages contribute to higher job satisfaction, which in turn boosts productivity and overall project quality,” says Lindie Fourie, Operations Manager at the BCCEI.

The adherence to wage agreements by registered and compliant companies ensures that contracts are not secured through unethical cost cutting measures, such as underpaying employees. This is critical for creating a level playing field where companies compete based on the quality of their work and efficiency rather than exploiting labour costs. 

“Ethical labour practices lead to sustainable business models, which benefit the industry in the long run and help stabilise the market, ensuring that all players have an equal opportunity to succeed,” she says. 

When projects are awarded to companies that are in good standing with the BCCEI, it drives the entire industry towards higher standards. This encompasses not only fair wages but also compliance with safety regulations, investment in training and development and quality assurance. These companies are more likely to adhere to safety standards, reducing workplace accidents and promoting a culture of safety, and such compliant companies significantly reduce the risk of job stoppages and unnecessary delays on a project. 

Further, Fourie says, ensuring fair wages allows companies to invest in their workforce through training and development, leading to a more skilled labour force. Higher standards in labour practices often translate to higher quality in project execution, benefiting clients and the community at large.

The positive impact of engaging companies that are compliant extends beyond the industry itself. It contributes to broader economic growth by creating more job opportunities and reducing unemployment rates, especially at a time when South Africa needs this most. It also increases consumer spending as workers receiving fair wages have more disposable income, which stimulates demand for goods and services in the economy. 

A stable, ethical industry is also more attractive to investors, leading to increased investment in infrastructure and development projects. “By prioritising companies that are registered with the BCCEI and adhere to BCCEI regulations, we not only support fair wages but also drive economic growth through job creation and increased consumer spending,” Fourie emphasises.

“Lastly, choosing companies that adhere to BCCEI regulations reflects a commitment to corporate social responsibility, and demonstrates the industry values ethical practices, community engagement and long-term viability,” she continues. “These companies are seen as responsible employers who value their workforce, strengthening the relationship between companies and the communities they operate in, and such ethical companies are more likely to be viewed as long-term partners in development, fostering ongoing economic collaboration.”

The civil engineering sector remains a cornerstone of infrastructure development and economic growth, embodying a wide range of projects from roads and bridges to dams and urban development. Within this field, the Bargaining Council for the Civil Engineering Industry (BCCEI) plays a pivotal role in maintaining industrial harmony, setting standards and ensuring fair practices. 

Lindie Fourie, Operations manager at the BCCEI, says that membership in the BCCEI is not just a legal requirement, but should be seen as a strategic asset for any business operating within this space. 

“There are multifaceted benefits of belonging to the BCCEI, both for employers and employees in the civil engineering industry,” she continues. “Most importantly, the BCCEI is instrumental in establishing and enforcing industry standards that ensure sustainability in civil engineering projects.”

These standards are not arbitrary; they are the result of collaborative discussions and agreements between employers’ organisations and trade unions representing employees. By adhering to these standards, members contribute to the industry’s reputation for excellence and reliability, which is essential in securing both local and international contracts.

“Facilitating fair employment practices is a fundamental responsibility of the BCCEI with one of its primary roles being to negotiate and enforce collective agreements that cover wages, working hours and other employment conditions. This ensures a level playing field for both employers and employees within the industry, preventing undercutting and unfair competition,” Fourie says. 

For employers, these agreements provide clarity and predictability, helping them to plan and budget effectively. For employees, they guarantee fair treatment and equitable pay, encouraging harmonious working conditions.

The BCCEI provides a structured mechanism, through its compliance department with designated agents who are available to attend disputes between employers and employees regarding any matter covered in the collective agreements, avoiding costly and time consuming litigation. This mechanism is designed to be fair, impartial and expedient, ensuring that both parties can return to their normal activities as soon as possible. 

“By facilitating amicable resolutions, the BCCEI helps to maintain industrial harmony and prevent work stoppages that could delay projects and impact profitability, Fourie explains. 

The BCCEI serves as a powerful advocate for the civil engineering industry, representing its interests in discussions with government and other stakeholders. It is more than just a regulatory body; it is a vital partner for anyone involved in the civil engineering sector. 

Membership offers a range of benefits, from ensuring fair employment practices and setting industry standards to providing dispute resolution services. “By fostering a collaborative and supportive environment, the BCCEI helps to ensure the long-term health and success of the civil engineering industry. Whether you’re an employer or an employee, belonging to the BCCEI is an investment in your future and the future of civil engineering,” Fourie concludes. 

In the realm of civil engineering, maintaining fairness and stability is paramount. To achieve this, effective dispute resolution is indispensable, and this is where the Bargaining Council for the Civil Engineering Industry (BCCEI) play a vital role in this sector.

Merle Denson, the Dispute Resolution Centre Manager at the BCCEI, stresses that dispute resolution is not only a means to solve conflicts but also a vital aspect of good business management. “It prevents conflicts from escalating, saving both time and money, and additionally, it offers an alternative to costly court proceedings,” she says.

The BCCEI’s Dispute Resolution Centre plays a central role in handling industry-specific disputes, and is accredited by the Commission for Conciliation, Mediation, and Arbitration (CCMA). This ensures that disputes are efficiently resolved within legal parameters. The Dispute Resolution Centre boasts a panel of commissioners with deep industry knowledge and experience, guaranteeing expert handling of complex civil engineering issues. Moreover, it prioritises accessibility by scheduling cases regionally, minimising financial burdens and time constraints for parties.

Denson says that in addition to this and in response to the challenges posed by the COVID-19 pandemic, the Dispute Resolution Centre also offers online dispute resolution services, enhancing efficiency and reducing costs.

The accessibility of the Dispute Resolution Centre’s services is ensured through a funding mechanism, where employers and employees contribute to the cost of dispute resolution via a monthly levy.

In dismissal cases referred to the Dispute Resolution Centre, the process involves referral, notice of hearing, conciliation, arbitration and potential settlement agreements. Commissioners and arbitrators, appointed by the BCCEI, are crucial in ensuring fair and efficient resolution.

“Effective dispute resolution is vital for the civil engineering industry’s stability and fairness, and the BCCEI and its Dispute Resolution Centre provide accessible, expert and efficient mechanisms for resolving industry-specific disputes, fostering a harmonious work environment,” Denson concludes. The BCCEI’s primary goals and objectives extend beyond dispute resolution as a bargaining council. Its responsibilities encompass concluding and enforcing collective agreements, preventing and resolving labour disputes, administering dispute resolution functions, establishing and managing funds for dispute resolution, promoting and initiating training and education schemes, developing proposals for labour policies and legislation, providing industrial support services and extending services to non-parties in the industry.

Registration with the Bargaining Council for the Civil Engineering Industry (BCCEI) is not only compulsory but also incredibly advantageous for both companies and their employees. The operations manager at the BCCEI, Lindie Fourie, strongly believes that company registration promotes a more balanced and sustainable sector for all parties involved.

Membership with the BCCEI transforms a company into an active participant in the civil engineering industry. The BCCEI plays a pivotal role in facilitating collective bargaining concerning wages and general terms of employment, consequently leading to fairer outcomes for everyone involved.

Fourie underscores the advantage of this process, stating, “Being part of the BCCEI makes a company an active participant, able to leverage our national footprint and information sharing abilities including the opportunity, through party representatives, to lobby stakeholders in the industry.”

Collective bargaining outcomes benefit both employers, especially those lacking the resources for prolonged negotiations, and employees, who may not be adequately organised to present their demands at the company level. Not only does it facilitate a fairer outcome, but it also minimises disruptions in the working environment, allowing resources and energy to be channelled where most needed.

Furthermore, certain minimum allowances which employees are entitled to, under the conditions of employment for the civil engineering sector, often go unnoticed by both parties.

Fourie points out that registration with the BCCEI can help clarify these conditions, ensuring that both employers and employees understand their rights and obligations. In addition, this does lead to a levelling of the playing field in some respects encouraging contractors to compete fairly against each and end the practice of under cutting minimum wages in an attempt to secure contracts at the detriment of employees.

“Registration with the BCCEI presents an opportunity for companies to actively contribute to the civil engineering sector’s stability and sustainability. The mutual benefits for both employers and employees resulting from the BCCEI’s involvement cannot be overstated, making it a win-win for all,” Fourie concludes.

Taking an important step in addressing systemic extortion in the construction sector, the Bargaining Council for the Civil Engineering Industry (BCCEI) has signed the Anti-Corruption Pledge and set up a platform for joint action. 

Working in support of Public Works and Infrastructure (DPWI) Minister Patricia de Lille’s and Special Investigating Unit Advocate Mothibi’s Infrastructure Built Anti-Corruption Forum, the BCCEI is calling on all affected parties to be part of a collaborative solution. 

“It has been encouraging to see government and media expressing growing concern about how the construction mafia is impacting South Africa’s future,” says BCCEI operations manager Lindie Fourie. “After many months of consultation and planning, the BCCEI has an action plan in place that reaches out to all parties involved.”

Construction sites have been disrupted country-wide by criminal gangs often presenting themselves as business forums. As far back as 2020, it was estimated that the resulting losses suffered by the economy had reached over R40 billion. Representing employers and employees in the civil engineering sector, the BCCEI has been proactive, says Fourie.

“In addition to engaging with our own stakeholders, we have put our full support behind the Infrastructure Built Anti-Corruption Forum set up by Minister De Lille and the Special Investigating Unit (SIU),” she says. “We are now looking forward to building practical partnerships to roll back the lawlessness that threatens our sector.”

She highlights that the minister called for a risk analysis focusing on key threats to the execution of projects. This would include identifying high priority projects where these risks were delaying successful completion. 

“Our action plan deliberately aligns with the efforts of government departments and agencies, so that the energy of all affected parties can be harnessed,” she says. “The focus has often been on the South African Police Service to do more about stemming this criminal activity; but the long-term solution really needs everyone’s involvement.”

She highlights that the BCCEI action plan includes macro level engagements with government, as well as support mechanisms at the micro level where construction projects are planned or being conducted. The BCCEI council has approved the appointment of a resource to co-ordinate input from project stakeholders including contractors, clients, employees and communities and offer guidance to contractors when sites are disrupted by construction mafia or communities. This will include working closely with the responsible persons within SAPS mandated to address extortion incidents. 

“To help our members to execute projects safely and smoothly, we are creating a centralised database with key contacts at regional and national level,” says Fourie. “This includes unions, government departments, police, private security, community leaders and even taxi associations.”

The BCCEI is also reaching out to credible specialists who may be able to assist in resolving site disruptions. At project level, she says the plan would see engagement between clients and contractors on how to systematically deal with criminal and other disruption. 

“The aim is to equip both parties with guidelines to prevent and respond to external interference – with the support of SAPS and a national policing strategic plan,” she says. “Importantly, we would like to see every project having contact details of a nominated mobile policing unit.”

Projects should also have local contacts in the trade unions, municipalities, emergency services and Department of Employment and Labour – who will be able to provide support. Fourie emphasised that it was not enough just to react to project interference; proactive steps need to be taken to prevent it. This, she says, needs to take place within a framework of acceptable behaviour that all parties formally accept. 

“Awareness needs to be built around the value that civil engineering projects are adding to communities, and community expectations must also be carefully managed,” she says. “Reacting to disruption will need more effective collaboration and intervention – with careful monitoring and recording of information on each incident.”

She is hopeful that momentum is building in the national response to construction mafia disruption and violence. The safety of employees on site remains the key concern. A key aim must be to create a stable environment where law-abiding communities and capable local sub-contractors can benefit fully from construction works, she explains.