Four of South Africa’s most beloved beaches have been recognised among the world’s best in the newly launched Corona Beach 100 — a first-of-its-kind global guide celebrating the most breathtaking coastal destinations on earth.

The guide’s ‘Sun Rating’ system, inspired by Michelin-style guide but rooted in natural wonder, were determined by an international panel of oceanographers, surfers, free divers, and environmentalists, with one sun for beaches worth the trip, two for those worth the journey, and three for destinations considered life-changing.

In South Africa, Kraalbaai in Langebaan was awarded the top-tier three-sun rating, celebrated for its untouched beauty and tranquil lagoon waters. Boulders Beach, home to the country’s famous penguin colony, earned a two-sun rating for its unique wildlife and serenity. Meanwhile, the idyllic Nature’s Valley, Plettenberg Bay and the iconic Camps Bay, Cape Town, each received one sun, making them must-visit spots for both South Africans and global travellers in search of unforgettable seaside moments seeking unforgettable seaside moments.

The guide is part of Corona’s global centennial celebrations, honouring 100 years of living the beachside lifestyle — and encouraging people everywhere to embrace a life lived outdoors. Through this celebration, the brand pays tribute to its legacy of connecting with nature, slowing down, and embodying the art of relaxation.

“Corona has always had a deep-rooted connection to outdoor living — it’s in the DNA of the brand,” said Vaughan Croeser, Vice President of Marketing at South African Breweries. “This connection has driven a century of innovation rooted in simplicity, sustainability, and the belief that nature brings out our best selves. Through initiatives like the Corona Beach 100, we’re proud to continue inspiring people to reconnect with the outdoors and appreciate the world’s natural wonders.”

South Africans can look forward to a series of Corona 100 celebrations taking place locally over the coming months.

Yes, your spouse can apply for a Spousal Visa to immigrate to South Africa if you are a South African citizen, including cases where you hold dual citizenship. South African immigration laws permit foreign spouses of South African citizens or permanent residents to apply for this visa, regardless of whether the South African citizen holds citizenship of another country.

However, several requirements and processes need to be followed to secure a Spousal Visa, and the fact that you hold dual citizenship may introduce some nuances. Below is a detailed explanation of the eligibility criteria, application requirements, benefits, and potential challenges your spouse may face.

1. Eligibility Criteria for a Spousal Visa

The South African Immigration Act (No. 13 of 2002, as amended) outlines the eligibility requirements for a Spousal Visa. To qualify:

1. Marriage Requirement:

o The applicant (your spouse) must be legally married to you as the South African citizen or permanent resident.

o Proof of a valid marriage certificate is required.

o Customary marriages and same-sex marriages are also recognized under South African law, provided they are legally registered.

2. Proof of Relationship:

o The marriage must be genuine and not entered into solely for immigration purposes.

o Evidence such as photographs, joint bank accounts, shared property ownership, or affidavits may be required.

3. Sponsor’s Citizenship Status:

o You must demonstrate your South African citizenship, even if you also hold foreign citizenship.

o A valid South African ID document or passport is required.

4. Dual Citizenship Compliance:

o As a South African citizen holding dual citizenship, you must ensure that you have retained your South African citizenship through formal notification to the Department of Home Affairs, as required under the South African Citizenship Act.

o Proof of retention or confirmation of South African citizenship may need to be provided.

5. Financial Support Proof:

o The South African sponsor must prove they have sufficient financial means to support the spouse during their stay.

2. Benefits of the Spousal Visa

1. Right to Work, Study, or Run a Business:

o Unlike other visas, a Spousal Visa allows the applicant to apply for an endorsement to work, study, or operate a business in South Africa without needing a separate work or business visa.

2. Renewable Long-Term Visa:

o The Spousal Visa is typically issued for 2-3 years and is renewable, as long as the marriage remains valid.

3. Pathway to Permanent Residence:

o After 5 years of marriage, the spouse may qualify for permanent residence in South Africa, provided the couple can prove that the relationship remains genuine and ongoing.

4. Simplified Application Process:

o Processing times for a Spousal Visa are often shorter than for other types of visas, particularly if all documentation is properly submitted.

5. Family Reunification:

o The visa prioritizes family unity, making it easier for spouses to live together in South Africa without requiring employer sponsorship.

3. Challenges and Potential Cons of the Spousal Visa

1. Proof of Marriage Authenticity:

o Couples may face scrutiny to ensure the marriage is genuine and not a means to gain immigration benefits. This process may involve interviews or requests for additional evidence.

2. Dependency on Sponsor:

o The visa is dependent on the South African spouse’s citizenship and relationship status. If the marriage ends (through divorce or death), the visa may no longer be valid, and the foreign spouse would need to apply for a different visa to remain in the country.

3. Renewal Requirements:

o Although the visa can be renewed, the couple must repeatedly prove that their relationship is still valid, which may involve periodic reviews and paperwork.

4. Delays in Processing:

o While processing times are usually shorter than for work visas, delays at Home Affairs can still occur, particularly if any documentation is missing or incorrect.

5. Impact of Dual Citizenship:

o Holding dual citizenship can sometimes lead to extra scrutiny from the Department of Home Affairs, particularly if there are doubts about whether you retained your South African citizenship legally.

4. Application Process for a Spousal Visa

Step 1: Gather Documents

• Certified copy of the South African spouse’s ID or passport showing South African citizenship.

• Proof of dual citizenship retention (if applicable).

• Marriage certificate and proof of a genuine relationship.

• Financial statements proving the sponsor can support the spouse.

• Medical and radiological reports for the applicant.

• Police clearance certificates from all countries where the applicant has lived for more than 12 months.

Step 2: Submit the Application

• Applications must be submitted at the South African embassy or consulate in the applicant’s home country.

• If the applicant is already in South Africa on another visa, an application for a change of status may be submitted at the Department of Home Affairs.

Step 3: Receive Outcome

• Processing times generally range from 8–12 weeks, but this may vary depending on the volume of applications and administrative efficiency.

5. Dual Citizenship Considerations

Since you hold dual citizenship, it is essential to ensure:

1. South African Citizenship Retention:

o Confirm that you did not lose your South African citizenship when acquiring foreign citizenship.

o Retention certificates may be requested during the visa application process.

2. Use of South African Passport:

o When entering and leaving South Africa, you must use your South African passport and not the passport of your other nationality, as required by South African law.

3. Declaration of Marital Status:

o Ensure your marriage is registered with the South African Department of Home Affairs, as this is a prerequisite for the Spousal Visa application.

6. Alternatives to a Spousal Visa

If your spouse does not qualify for a Spousal Visa, other options include:

1. Life Partner Visa – For couples in permanent cohabitation relationships without formal marriage. Requires proof of a relationship lasting 2 years or more.

2. Relative’s Visa – For spouses who may not qualify under the spousal category but have other qualifying relationships to South African citizens.

3. Work or Business Visa – If your spouse intends to work or run a business in South Africa, these visas may be considered.

7. Final Thoughts

In summary, your spouse can absolutely apply for a Spousal Visa to immigrate to South Africa, even if you hold dual citizenship, as long as you can prove your South African citizenship and the validity of your marriage. This visa offers significant flexibility, including the ability to work, study, or start a business, but it does require ongoing compliance with immigration laws and renewal processes.

To streamline the process, it is recommended to consult an immigration specialist to review your documentation and assist with the application.

How can we help you , please email us to info@samigration.com or whatsapp message me on: +27 82 373 8415, where are you now? check our website : www.samigration.com

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No one goes into the legal profession thinking it is going to be easy. Long working hours are fairly standard, work is often completed to tight external deadlines, and 24/7 availability to clients is widely understood to be a norm, particularly in commercial and international practice.

But too often, the demands of law can create an unhealthy workplace environment. In 2021, the stress of high workloads, low job control, and risks of secondary trauma led SafeWork NSW to categorise legal work as “high risk” for fatigue hazards – putting it alongside night shift work, emergency services, and fly-in, fly-out roles.

To investigate this problem, we surveyed about 1,900 lawyers across Victoria, New South Wales and Western Australia in March and April last year.

We asked them about their workplace culture and its impact on wellbeing, about their levels of psychological distress, and whether they had experienced disrespectful behaviours at work.

We also asked whether they intended to leave either their employer or the legal profession in the near future.

Their answers allowed us to identify the type of workplace culture that is harmful to lawyers’ wellbeing. Here’s why fixing this problem matters to us all.

Unhealthy environments

Among the professionals we surveyed, about half found themselves in a workplace culture with negative effects on wellbeing.

A third of this group said their workplaces were characterised by poor working relationships, self-interest and pressure to cut corners or bend rules.

Alarming numbers of lawyers currently want to leave their current employer or quit the profession entirely.

These poorer workplace cultures involved higher levels of psychological distress and more disrespectful behaviours from superiors and coworkers.

They were also characterised by a lack of effective wellbeing supports such as mental health leave arrangements or workload allocation practices.

Long working hours were common. More than half of participants (53%) said they worked more than 40 hours per week and 11% said they put in more than 60 hours.

About a third of the lawyers we surveyed wanted to quit their firm, while 10% planned to leave the profession, within a year.

Society can’t afford to ignore this problem. Lawyer wellbeing can directly affect the quality of legal services and may even lead to disciplinary action against individual lawyers. All of this can undermine public trust and confidence in the justice system.

Workload ‘cannot be sustained’

We invited participants to explain why they intended to leave the profession. Their answers are telling.

One mid-career lawyer at a large firm said:

I am in my 11th year of practice working as a Senior Associate at a top-tier firm. To put it bluntly, the work rate at which I am currently operating, which is required to meet the billable targets and budgets set for us, cannot be sustained for my whole working life – it’s too much.

A small-firm junior lawyer talked of the workload issues described by many:

The pay is not worth the stress. I can’t sleep because I’m constantly worried about deadlines or making mistakes, and I got paid more when I was a bartender. I love the work, but it’s a very tough slog and damaging my own wellbeing – for what?

Our data showed junior lawyers take a lot of the pressure, reflected in higher-than-average levels of psychological distress. Equally concerning was the extent to which senior lawyers with practice management responsibilities also reported above average distress.

Our research also showed the challenges extended beyond private practice and into government, legal aid and corporate “in-house” settings.

As one mid-career legal aid lawyer put it:

Lack of debriefing and supports, lack of formal mentoring and supervision, mental health toll, high workload and poor workplace culture, lack of training and supports to deal with clients in crisis, [mean it’s] not [a] family-friendly profession.

The positives

There was also good news. Three themes stood out in the responses from the 48% who told us they worked in positive workplace cultures. This suggests where support should be targeted.

For nearly two thirds of our sample, having good colleagues was the most important wellbeing support. As one mid-career lawyer put it:

Informal support such as debriefing with colleagues has been most beneficial for me.

Good flexible working and (mental health) leave arrangements came across as the most important practical support employers could provide.

Good workload allocation practices - and a willingness from managers to “reach out to discuss work-life balance” - make a real difference to peoples’ experience.

Support from colleagues was the most important wellbeing support. UM-UMM/Shutterstock

It matters to the rest of us

The legal profession and its regulators have been engaging with the wellbeing problem for a while now. Our findings suggest there is still more to be done.

For the profession as a whole we felt that there was still a need to develop greater understanding of the specific wellbeing needs of both junior lawyers and those managing them, as these are the two groups experiencing the most distress.

Legal regulatory bodies should work to better understand how economic drivers of legal practice, such as high workloads and billing expectations, can have negative consequences for wellbeing, and whether any regulatory levers could lessen these impacts.

The UK Foreign Office has issued a travel alert for UK tourists as Portugal joins twenty other European countries in introducing the Entry/Exit System (EES) in October 2025. This new biometric border system will require all non-EU nationals, including British visitors, to submit fingerprints and a facial scan upon arrival at borders in Portugal and other Schengen Area countries. The system is being implemented to enhance border security, streamline entry procedures, and better track traveller movements. While it aims to improve safety and reduce illegal migration, UK tourists are advised to expect longer queues at entry points as the system rolls out, particularly in the early stages. The Foreign Office has urged travellers to be prepared for these changes, which will replace the current practice of passport stamping with biometric data registration.

The European Union is introducing the EES as part of a broader modernization of its external border controls. The move is designed to enhance security, better monitor short-term stays, and streamline entry for non-EU nationals—including millions of UK tourists.

Biometric Checks to Replace Passport Stamps

Once the EES takes effect, UK travellers entering Schengen countries such as Portugal, France, or Italy will be required to undergo biometric registration. This includes having four fingerprints scanned and a facial image captured upon arrival.

Rather than having passports stamped by hand, each visitor’s arrival and departure will be logged digitally through a secure central database. This digital record will help border officials determine how long a person has stayed and whether they’ve respected the 90-day limit permitted for short-term visits within the Schengen Zone.

The UK is no longer part of the EU or the Schengen Area, so its citizens are now treated as third-country nationals. As a result, the EES applies fully to all UK passport holders.

One-Time Registration Valid for Multiple Visits

Travellers will only need to complete the full biometric registration process once every three years. After their first EES check-in, subsequent trips will require only verification against the stored data.

This is expected to make future crossings smoother—particularly for frequent travellers, business professionals, and second-home owners. However, during the system’s initial rollout in late 2025 and early 2026, longer wait times at airports and ferry terminals are expected, especially at high-traffic destinations like Lisbon, Faro, or Porto.

No Pre-Travel Submission Required

Unlike some travel authorization programs, the EES will not require UK visitors to submit biometric data in advance or register online before departure. All data collection will occur on arrival at a Schengen border point, using automated kiosks or with the assistance of immigration officers.

While this makes preparation easier, it also means that travellers should be prepared for longer queues, especially in the early months of implementation as systems and personnel adjust.

The EES: What’s the Purpose?

The Entry/Exit System is part of the EU’s broader effort to digitize and secure its borders. Key goals of the system include:

• Preventing people from overstaying the legal 90-day limit

• Identifying those who may pose security risks

• Enhancing the accuracy of border records

• Speeding up re-entry for repeat visitors

It also helps harmonize entry procedures across the Schengen Area, replacing manual procedures with uniform digital tracking.

Importantly, the system is not designed to limit the number of visits travellers can make—it’s intended to ensure that stays remain within the allowed timeframe.

Where the EES Applies

The system will be rolled out in 29 European countries—all members of the Schengen Area, which includes most EU nations as well as non-EU countries like Norway, Switzerland, and Iceland.

However, a few EU member states are not participating:

• Ireland and Cyprus are not part of the Schengen Area, so travellers to these countries will still have their passports stamped manually.

For most popular EU holiday destinations—including Portugal, Spain, Greece, Italy, France, and Germany—the EES will be fully enforced at air, land, and sea borders.

What Is a “Short Stay” Under the EES?

For EES purposes, a short stay is defined as up to 90 days in any 180-day period. This means travellers can spend up to three months in the Schengen Area within a six-month window—but must then leave for at least 90 days before returning.

Previously, it was difficult for border authorities to monitor exactly how long someone had been in the area, especially if their passport lacked a clear series of stamps. The new digital system will automatically calculate the number of days remaining.

Overstaying could result in fines, entry bans, or refusal of entry on a future trip—so accurate record-keeping is crucial.

Travel Impact: What British Tourists Should Expect

If you’re planning a trip to Portugal or any other Schengen country after October 2025, here’s how your travel experience may be affected:

• Longer border processing times—especially on your first trip under the new system

• Automated kiosks at airports and ports to scan fingerprints and facial data

• Extra travel time recommended, particularly at major travel hubs

• No changes to visa-free status for short trips, but better enforcement of the 90-day rule

British travellers are not required to apply for a visa or any separate permit just yet. However, this will change once the ETIAS (European Travel Information and Authorisation System) comes into force, likely in 2026.

What’s the Difference Between EES and ETIAS?

While both are part of the EU’s push for smarter border control, the two systems serve different purposes:

• EES is a digital border entry/exit log using biometric data

• ETIAS is a pre-travel authorisation system similar to the US ESTA, where travellers apply online before visiting

Once ETIAS is launched, UK travellers will need both a valid ETIAS and to register under the EES. For now, only the EES is confirmed for October 2025.

How to Prepare for the EES

Though there’s nothing travellers need to do before the system launches, a few simple steps can help ensure a smooth journey:

1. Double-check passport validity—it should be valid for at least three months beyond your intended departure from the Schengen Area

2. Arrive at the airport early, especially if flying during holiday periods

3. Watch for updates from airlines and the UK Foreign Office about implementation timelines

4. Understand your travel limits under the 90/180-day rule

5. Be patient—transitions like this often come with growing pains

Looking Ahead

As Europe steps into a new era of travel management, UK holidaymakers will need to adapt to smarter, more secure borders. The new Entry/Exit System is not meant to discourage travel, but to ensure fairness, transparency, and safety for all visitors.

The UK Foreign Office has issued a travel alert as Portugal joins twenty other European countries in introducing the Entry/Exit System (EES) in October 2025, requiring UK tourists to register fingerprints and facial scans upon arrival. This new biometric system aims to enhance security and streamline border control processes, but may lead to longer wait times for travellers.

Whether you’re off to explore Lisbon’s vibrant streets, relax on the Algarve’s golden beaches, or enjoy a weekend in Paris, knowing what to expect at the border will make your journey smoother and stress-free.

Construction Industry Federation says people are being turned off applying

Construction industry needs skilled workers to build houses.

Almost 10,000 work permits were granted to non-EU nationals in the first three months of this year, indicating that the numbers coming to work here will be far in excess of last year’s total. However, the figures show there is a shortage of workers in various sectors across the country.

The number granted permits for the first three months of this year reached 9,897, with 1,095 applications refused and 230 withdrawn.

The number of permits being granted has jumped massively from a low of 3,863 in 2013 as the recession reached its peak. Four years earlier in 2009, as the recession was starting to take hold, the total was 7,962.

In the construction industry workers from outside the EU are urgently needed to relieve the housing crisis due to the shortage of units being built compared to the demand. But they are currently being “delayed or turned off” coming to Ireland due to “a lack of synchronised efforts” by two government departments, an industry watchdog claims.

The claims have been made by the Construction Industry Federation (CIF), the sector’s representative body, even though the number of construction workers granted work permits from outside the EU for the first two months of this year has more than doubled compared to the same period in 2024.

Construction industry needs skilled workers to build houses. Photo: Andrew Aitchison

A total of 262 people were granted construction work permits in January, February and March last year, while 1,523 in total for 2024 were given the green light. For the first three months of this year, 577 construction work permits have so far been approved.

Sean Downey, director of the CIF’s learning and development department, said that despite efforts by the Department of Enterprise, Trade and Employment to fast-track their entry into the country, the requirement by the Department of Foreign Affairs for visas from countries outside of the EU is delaying the process by as much as four months.

“To us there seems to be no synchronised communication and work permit guidance between both departments. The Department of Foreign Affairs should be linking closer with Trade and Employment and construction companies which hold trusted employer status,” Mr Downey said.

“By having to wait four months to get a visa to work here, it is putting a lot of potential workers off coming to Ireland from such places as South ¬Africa.

“The Department of Trade held a very successful recruitment campaign there last year to encourage more skilled construction people to come here yet Foreign Affairs does not seem to be liaising with them. This obviously in return is impacting on housing units being built.”

The payroll data, based on tax paid by workers, put the number working in construction at 143,100 in June last year, up from 133,300 at the end of 2022. The most recent Labour Force Survey data puts the numbers employed in construction at 171,000 but the State needs tens of thousands more to meet housing and retrofitting 2030 targets.

Mr Downey said this is creating a “barrier” to getting a “very skilled” workforce from South Africa, China and Russia here to help with the crisis.

Mr Downey made his comments as the Department of Trade, Enterprise and Employment released figures for the first two months of this year to the Sunday Independent which show the numbers of non-EU workers being granted work permits still continues to rise year-on-year.

Of the work permits granted for ¬January and February 2,204 were ¬issued to the Indian community, 692 to Brazilians, 656 to those from the Philippines, 475 from China, 272 from South Africa and 46 from Russia.

The sectors where most foreign ¬nationals from outside the EU are employed are in construction and related industries, healthcare, agriculture and food, the service industries, technology and communication based companies.

Of the work permits granted for non-EU nationals in January and February this year, the highest numbers are based in Dublin with 3,295, with 550 in Cork and 297 in Kildare.

“It is not unusual to have people speaking 20 different languages on a construction site now. You have the first wave of EU nationals coming here in the early 2000s but perhaps weren’t that skilled in the industry,” Mr Downey said.

“They in turn are subcontracting work out to others from their own countries and are bringing multiples of workers here from countries such as Romania, Moldova and Poland. However, it needs to be reiterated that Irish workers are still in the majority but there are steady numbers coming here from both inside and outside the EU.”

A spokesperson for the Department of Trade, Enterprise and Employment said because of work permits not being needed by EU citizens it is “impossible” to ascertain the numbers of such nationalities working in construction and ancillary companies.

However, anecdotal evidence from large and small construction companies suggests thousands of workers are arriving from former Eastern Bloc countries such as Romania.

“Many construction firms will not publicly speak about issues employing foreign workers in case it impedes them,” said Mr Downey.