This article focuses only on the second option, challenging or opposing the compliance order. When one looks at a compliance order received from the Department of Employment and Labour...

The recent Labour Court matter of Independent Municipal & Allied Trade Union on Behalf of Espach v Polokwane Local Municipality (2024) 45 ILJ 308 (LC) revolves around an application...

Schedule 8(4)(2) of the Labour Relations Act, the Code of Good Practice, states that an employee can be represented by a fellow employee or a union representative during a disciplinary hearing.

In our previous article, we emphasised the importance of proper employment contracts and highlighted the significance of including clauses relating to restraint of trade agreements...

In April 2023, significant amendments to the Rules of the Commission for Conciliation, Mediation and Arbitration (CCMA) came into effect. Among these amendments...

Severance pay in South African labour legislation is primarily governed by the Basic Conditions of Employment Act (BCEA) and the Labour Relations Act (LRA).

We have previously written about what an essential service entails and the main reasons why the Labour Relations Act (LRA) defines specific industries as "essential".

South Africa is a multicultural, dynamic, and ever-evolving country. This translates into the work environment that presents itself with its own unique challenges. Consequently, businesses...

Employers in South Africa have long faced challenges related to the misuse of sick leave and fraudulent activities related to the acquisition of sick leave certificates.

Upon appointment in a new position in a business or organisation, employees are usually issued employment contracts that contain a myriad of clauses, terms, and conditions.

The case National Bargaining Council for the Road Freight and Logistics Industry (NBCRFLI) v Bloch N.O. offers critical insights for employers, particularly those managing incentive schemes under collective agreements.

Section 213 of the Labour Relations Act defines a collective agreement as...

The evidentiary stage of an Arbitration hearing is a defining part of the process. What types of evidence may be relied upon, and what is the Employers' burden of proof, the value of witness testimony, and the consequences of failing to produce a witness?

Short-time work, a strategic response to economic fluctuations, plays a pivotal role in South African labour law. This article aims to delve into the legal intricacies and practical considerations...

One of the responsibilities of the Department of Employment and Labour is to ensure that all employers adhere to the Basic Conditions of Employment Act (BCEA) and the National Minimum Wage Act (NMWA).

Section 114 of the Labour Relations Act (LRA) provides that the Commission for Conciliation Mediation and Arbitration (CCMA) has the power to hear and determine a dispute between an employer...

The recent announcement by the Department of Employment and Labour to increase the National Minimum Wage (NMW) from R25.42 to R27.58 per hour, effective from 1 March 2024...

In the complex landscape of South African labour law, jurisdiction holds a pivotal role in determining the validity and enforceability of settlement agreements.

Employment relationships rarely remain unchanged for prolonged periods. Employer's requirements may occasionally vary, necessitating an employment contract amendment.

In terms of Section 198B(1) of the Labour Relations Act (LRA), a fixed-term contract is defined as "a contract of employment that terminates on the occurrence of a specified event...