Trusts firmly in SARS’s crosshairs

The South African Revenue Service (“SARS”) has indicated that it scheduled its implementation of administrative penalties for non-compliance with trust tax returns for the beginning of 2026. Trustees should take note of this deadline as trusts remain firmly on SARS’s radar.

All South African trusts must be registered for income tax with SARS to submit their tax returns yearly. It is irrelevant whether a trust is active or not. SARS will do a deep dive into the trusts’ tax return submissions, and if the trust has failed to submit its tax returns, SARS will proceed with issuing penalties, which negatively impact the financial position of the trust.

Trustees must also be aware that SARS is cross-referencing information with the Master of the High Court and other third-party data providers to establish which trusts have been registered with the Master of the High Court but have not been registered for tax with SARS. If a trust was registered with the Master of the High Court but not registered for tax with SARS, the trustees can expect to receive final demands from SARS for the trust to submit its tax returns. Failure to comply will result in penalties and unnecessary costs for a trust. Trustees must not wait until a final demand has been received from SARS. Trustees should take note that getting all compliance and tax documentation up to date and submitted is a lengthy process that should be started as soon as possible to meet the 2026 deadline of SARS.

It is therefore important that trustees register their trusts for income tax compliance with SARS and start submitting outstanding tax returns from the year that the trust was registered with the Master of the High Court. Tax return submissions don’t only require the financial statements of the trust but also accurate beneficial ownership compliance documentation, the minutes of the trust meetings, resolutions passed by the trustees of the trust and certain trust documentation.

To assist you in getting your trust affairs in order, don’t hesitate to get in touch with our Trust Office team.


Disclaimer: This article is the personal opinion/view of the author(s) and does not necessarily present the views of the firm. The content is provided for information only and should not be seen as an exact or complete exposition of the law. Accordingly, no reliance should be placed on the content for any reason whatsoever, and no action should be taken on the basis thereof unless its application and accuracy have been confirmed by a legal advisor. The firm and author(s) cannot be held liable for any prejudice or damage resulting from action taken based on this content without further written confirmation by the author(s).

January 16, 2026
Culture vs style: When workplace dress codes cross the line

Culture vs style: When workplace dress codes cross the line

Dress codes are a familiar part of many workplaces, yet employers often fail to calibrate how far they are allowed to go in regulating employee personal appearance. While employers may enforce standards of neatness, safety and professionalism, these rules cannot override constitutional rights, nor can they operate in a discriminatory manner. A recent reminder of this emerged from the Supreme Court of Appeal, where the court had to consider the fairness of dismissing correctional officers for refusing to cut their dreadlocks, contrary to the employer’s dress code.

Competition Commission guidelines on confidential information

Competition Commission guidelines on confidential information

The Competition Commission of South Africa (“Competition Commission”) identified a need to guide merger parties and stakeholders on claiming confidentiality over information. In September 2025, the Competition Commission issued Guidelines on the Commission’s handling of confidential information (“Guidelines”), which, however, are not binding on the Competition Commission, the Competition Tribunal or the Competition Appeal Court, but must be taken into account by these authorities when interpreting and applying the Competition Act 89 of 1998 (“Competition Act”).

Termination of joint ownership, rights in question: PIE Act explained

Termination of joint ownership, rights in question: PIE Act explained

In a recent Western Cape court case where the court ordered the termination of joint ownership of properties, an interesting question arose as to whether the termination of joint ownership did not amount to an eviction contrary to the Prevention of Illegal Eviction from and Unlawful Occupation of Land Act, 19 of 1998 (PIE Act)? We look at the requirements for the termination of joint ownership by our courts and whether this can infringe on the PIE Act.

Sign up to our newsletter

Pin It on Pinterest