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The integrity of financial reporting depends heavily on the trustworthiness of the professionals who perform audits. When that trust is compromised from within, the consequences can be serious...

The Supreme Court of Appeal recently pronounced on the protracted equality case concerning the grievance of a former police captain, Renate Barnard, who was unsuccessful in applying for a promotion to the position of Superintendent in a specialised unit of the South African Police Service on two occasions, despite it being admitted that she was the best candidate for the position.

The Western Cape Division of the High Court in Cape Town has delivered an important judgment on the consequences of failing to disclose material conflicts of interest before concluding a mutual separation agreement.

A South African Labour Court ruling confirms that male employees are equally protected under sexual harassment laws, even when the perpetrator is female. The judgment emphasizes that employers must treat such complaints with appropriate gravity and cannot rely solely on informal resolution mechanisms when serious harassment occurs. This case establishes critical precedents for workplace harassment policies and employer liability.

Due to the COVID-19 pandemic, many employers have been embarking on consultation processes applicable to contemplated mass retrenchments as set out in section 189A of the Labour Relations Act, 1995 (LRA).

A recent judgment from the Mpumalanga Division of the High Court provides a critical interpretation of Section 35(1) of the Compensation for Occupational Injuries and Diseases Act (COIDA).

Some employers qualify the termination provisions in their standard employment contracts, by stating that they will only terminate the employee’s employment where a fair reason exists to do so and after following a fair procedure.

Whether the commissioner acted reasonably by applying section 200B of the Labour Relations Act 66 of 1995 ("LRA") to find that the appellants were to be permanently employed by the first respondent.

The law relating to the prescription of labour arbitration awards has evolved significantly over the past decade, with courts divided on whether unreviewed awards prescribe after three or 30 years. In Ramatapa v Property Practitioners Regulatory Authority, the Labour Court addressed whether an employer could avoid compliance with a certified arbitration award by claiming it had prescribed...

在雇佣关系中，替代责任的概念并不少见。事实上，涉及雇主是否可能因其雇员的行为而向第三方承担责任的案件不胜枚举。尤其是涉及金融

Imagine for a moment that an employee has a telephone conversation with a colleague ("X").

This is the fifth, and final, article in a series of articles meant to advise litigants who may have to arbitrate before the CCMA after 1 January 2012, in the face of the new "Guidelines on Misconduct Arbitrations" ("the Guidelines") which were published by the CCMA during September 2011 and which became effective on 1 January 2012.

South African employment law experts examine the statutory sick leave framework, revealing common misconceptions about the three-year cycle entitlement and exploring the staggering economic impact of absenteeism and presenteeism. Through analysis of recent case law, including a viral CCMA decision involving a social media personality, they demonstrate how courts handle sick leave abuse and why medical certificates don't provide absolute protection.

The CCMA has during September 2011 published a document titled "Guidelines on Misconduct Arbitrations" ("the Guidelines"), which will become effective on 1 January 2012.