The South African Commercial, Catering and Allied Workers Union (SACCAWU) is deeply shocked and horrified by the fatal shooting of three women employees at Boxer Superstore in Eshowe, KwaZulu-Natal, on Saturday, 10 October 2026, reportedly by a former employee.
SACCAWU extends its heartfelt condolences to the families, relatives and loved ones of the three deceased women. We also extend our deepest sympathies to their colleagues, fellow workers and the entire Boxer workforce, who have been left traumatised by this devastating incident.
The loss of three women who went to work to earn a living and provide for their families is an unspeakable tragedy. No employee should lose their life while performing their duties. Every worker has the fundamental right to work in an environment where their life, dignity and safety are protected.
We stand in solidarity with the bereaved families during this painful period and call on Boxer management to provide the necessary support, including financial and psychosocial assistance, to the affected families and traumatised employees.
Workplace violence must never be tolerated
SACCAWU unequivocally condemns all forms of workplace violence, intimidation and the use of firearms to resolve disputes or grievances. Whatever the circumstances surrounding this incident, violence can never be an acceptable response to a workplace disagreement, disciplinary process or employment-related grievance.
We note the statement issued by the Minister of Employment and Labour, Nomakhosazana Meth, on 15 October 2026, condemning the reported shooting and calling for justice for the victims and their families.
We call on the South African Police Service and all relevant law enforcement authorities to conduct a thorough, impartial and transparent investigation into the killings and ensure that those responsible are held accountable in accordance with the law.
We caution against speculation about the motive for the shooting while investigations are ongoing. Nevertheless, the reported circumstances underline the urgent need for employers to assess workplace violence risks, strengthen security measures and ensure that grievances and disciplinary matters are managed through fair, lawful and constructive processes.
Employee mental health and wellness are essential to workplace safety
This tragedy occurred on World Mental Health Day, observed internationally on 10 October. The coincidence makes it particularly important that employers, us trade unions and government reflect on the relationship between employee wellness, workplace relationships and occupational safety.
SACCAWU emphasises that mental health is an integral part of occupational health and safety. Employee wellness cannot be reduced to a once-off awareness campaign or an employee assistance telephone number in some corporate office.
It requires a sustained commitment to creating workplaces where workers can raise concerns, seek help without stigma and access professional support when they experience distress.
The International Labour Organization (ILO), together with the World Health Organization (WHO), has called for practical measures to prevent work-related mental health conditions, protect and promote mental health, and support workers experiencing mental health difficulties.
Their 2022 joint policy brief, Mental Health at Work, highlights the importance of addressing psychosocial risks, training managers, improving workplace practices and ensuring that workers can access appropriate support.
SACCAWU believes that these principles must be translated into practical workplace policies and programmes throughout the retail sector, including at Boxer
We stress, however, that mental health challenges must never be used to stigmatise employees or to suggest, without evidence, that a mental health condition caused this particular incident. The circumstances and motive must be established through a proper investigation.
What the ILO standards require of the world of work
The ILO’s Violence and Harassment Convention, 2019 (No. 190), provides an important international framework for preventing and addressing violence and harassment in the world of work. It calls for workplace policies, risk assessments, preventive measures, appropriate training and support for affected persons.
The Convention recognises that violence and harassment can damage workers’ physical and psychological health, dignity and family lives.
Its approach reinforces the principle that workplace safety must include protection against violence and the management of associated psychosocial risks.
SACCAWU also draws attention to the ILO’s occupational safety and health framework, including Convention No. 155, which establishes principles for protecting workers’ health and safety, and Convention No. 187, which promotes a preventative safety and health culture.
These international standards provide important guidance for employers and worker organisations in developing effective workplace safety systems.
Their specific legal application depends on the relevant ratification status and applicable national law.
For SACCAWU, the message is clear: workplace safety must encompass physical security, psychological well-being, early intervention, effective grievance procedures and the prevention of foreseeable risks.
SACCAWU calls for a comprehensive employee wellness and violence prevention policy at Boxer
We call on Boxer management to urgently engage SACCAWU and its shopstewards to review existing workplace safety arrangements and strengthen employee wellness policies.
In particular, we demand the following:
1. A comprehensive workplace violence prevention policy
Boxer must develop, implement and regularly review a clear policy addressing workplace violence, threats, intimidation, harassment and other safety risks. The policy must include risk assessments, reporting mechanisms, emergency response procedures and appropriate protection for employees who raise safety concerns.
2. Strengthened employee mental health and wellness programmes
Boxer must ensure that employees have access to confidential counselling, psychological support and professional mental health services. Employee wellness programmes must be accessible, properly resourced and supported by management, rather than existing merely as a formal policy.
3. Training for managers and supervisors
Managers and supervisors must receive appropriate training to recognise signs of distress, respond constructively to workplace conflict, communicate respectfully and refer employees to qualified professionals when necessary.
Such training must not turn managers into mental health diagnosticians. Its purpose should be to promote early support, respectful engagement and appropriate referral.
4. Fair and constructive grievance and disciplinary procedures
Disciplinary hearings, performance management and workplace grievances must be conducted fairly, consistently and in accordance with applicable labour law and collective agreements. Workers must be able to raise concerns without intimidation or fear of victimisation.
Where a particular process presents a credible safety risk, appropriate protective measures must be considered without compromising procedural fairness or the rights of any party.
5. Immediate psychosocial support for affected employees
Boxer must make professional trauma counselling and other appropriate support available to employees who witnessed the shooting, were directly affected or are experiencing distress following the incident. Support should also be available to employees at the affected store and other workplaces where the incident has caused significant anxiety
6. A review of workplace security and emergency preparedness
Boxer must urgently review access controls, emergency response arrangements, communication systems and procedures for dealing with threats from current or former employees. Any measures introduced must be proportionate, lawful and developed with meaningful worker participation.
7. Meaningful consultation with organised labour
SACCAWU must be involved in reviewing and strengthening workplace safety, employee wellness and violence prevention measures. Employee representatives must have a meaningful role in identifying risks, monitoring implementation and evaluating whether these policies are effective.
The responsibility to protect workers cannot be outsourced
SACCAWU has consistently raised concerns about the treatment and working conditions of Boxer employees, including workplace safety and the protection of workers required to work late-night and early-morning shifts.
As reflected in our previous public statements, our position remains that workers are not simply a means of generating profits.
They are human beings whose lives, health, dignity and livelihoods must be respected.
While the present incident must be investigated on its own facts, it reinforces the need for employers to treat workplace safety as a fundamental responsibility rather than an administrative formality.
Employee wellness programmes cannot substitute for effective security arrangements, just as security measures cannot replace fair labour practices, constructive workplace relationships and accessible mental health support. These measures must operate together as part of a comprehensive occupational safety and health system.
We further urge the Department of Employment and Labour to engage the relevant parties and consider appropriate measures within its mandate to strengthen workplace violence prevention and employee wellness across the retail sector.
Our deepest condolences and solidarity
To the families of the three women who lost their lives, SACCAWU extends its deepest and most sincere condolences. We recognise that no words can adequately ease the pain of losing a mother, sister, daughter, colleague or loved one in such tragic circumstances.
We honour their lives and the contributions they made as workers and members of their families and communities. We call for their dignity to be respected throughout the investigation and appeal to members of the public not to circulate graphic footage of the incident, out of respect for the bereaved families and affected employees.
SACCAWU will continue to advocate for workplaces in which employees can earn a living without fear for their lives, where grievances are resolved through lawful and constructive processes, and where mental health and employee wellness receive the attention, they deserve.
Workers must never have to choose between earning a living and feeling safe. Every worker has the right to return home safely.
Issued by: SACCAWU Secretariat