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Civil Procedure / Debt

Emoluments Attachment Order (EAO)

An emoluments attachment order (EAO) — colloquially a "garnishee order" — is a court order directing your employer to deduct money from your salary and pay it to a creditor. It can be set aside if issued without proper consent or by the wrong court.

Legal Definition

A court order issued under section 65J of the Magistrates' Courts Act 32 of 1944 that attaches a judgment debtor's emoluments (salary or wages) to satisfy a judgment debt. The National Credit Act s90(2)(n) prohibits consent to an EAO in a credit agreement unless it is signed before a commissioner of oaths at the time of conclusion. The Constitutional Court (University of Stellenbosch Legal Aid Clinic v Standard Bank [2016] ZACC 18) held that EAOs issued without proper jurisdiction, notice, or consent violate the right to access courts and can be rescinded. Deductions that leave the debtor without enough for subsistence have been held unconstitutional.

📖 Constitutional / Statutory Basis: Section 34 (access to courts); NCA s90(2)(n); Magistrates' Courts Act s65J

Practical Example

A clothing retailer obtains a judgment and, without notifying you, applies for an EAO in a distant court, deducting 40% of your salary. You can apply to rescind the EAO on grounds of lack of jurisdiction and failure to notify you.

Frequently Asked Questions

What is the maximum percentage that can be deducted under an EAO?
There is no fixed statutory maximum, but courts must ensure deductions are just and equitable. Courts frequently apply the guideline that deductions should not leave the debtor without enough for subsistence. If combined EAO deductions are excessive, you can apply to vary each order downward.
How do I rescind an EAO?
Apply at the magistrate's court that issued the order using Form 22. State the grounds: lack of jurisdiction, no proper notice, invalid consent, or incorrect amount. Legal Aid SA can assist qualifying persons.
Can I be dismissed because my employer received an EAO?
No. The BCEA and LRA protect employees from dismissal based solely on an EAO. Dismissal in these circumstances may constitute automatically unfair dismissal under LRA s187.

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