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...

As an Employer in South Africa, you may have received a call from an Official requesting your mandate to settle a dispute referred to the Commission for Conciliation, Mediation, and Arbitration (CCMA).

The recent Constitutional Court judgment of AFGRI Animal Feeds v. NUMSA & Others (CCT 188/22) has pivotal implications for employers. This landmark ruling, alongside the established precedents...

In our continuing our series, "Mind Your Own Business", this article explores the crucial aspect of protecting your intellectual property (IP) in the workplace.

The Constitution of the Republic of South Africa guarantees the right to fair labour practices. That right, in turn, includes the right of every worker to join a Trade Union; and every Trade Union...

The legalities behind resignations and notice periods have been a source of confusion for employers. Often, employers are unsure whether the Basic Conditions of Employment Act...

Plant-level negotiations can best be described as formal discussions between Employers and Employees who have different aims or intentions, particularly in the workplace, during which they try to reach an agreement.

Polygraph tests are often used by Employers when contemplating disciplinary action. However, the age-old questions must be asked, "Can an Employer dismiss an Employee solely for failing a polygraph test?

It is common knowledge that trade unions are recognised within the 1996 Constitution of South Africa, which provides for the right to join trade unions and for unions to bargain collectively...

Collective Bargaining has become an integral part of labour relations in South Africa. Industry Level Collective Bargaining occurs when organised...

The Labour Court of South Africa recently delivered an interesting judgment on 29 April 2024, in the case of SACCAWU obo Dlamini v Commission for Conciliation...

The Basic Conditions of Employment Act (BCEA) regulates annual leave in South Africa. The BCEA provisions for annual leave do not apply to employees who work fewer than 24 hours per month for an employer.

Many employers believe that the employment relationship automatically ends if one of their employees is arrested or imprisoned.

Negotiating, or being a good negotiator for that matter, is a skill many may claim to possess but that few truly possess.

In our previous article, we discussed the entitlement to severance pay in terms of Section 41 of the Basic Conditions of Employment Act (BCEA)...

Whether an Employer operates within the scope of the Basic Conditions of Employment Act (BCEA) or is regulated by a Bargaining Council and its consequent Collective Agreement...

The question of whether employees are entitled to severance pay is a well-established aspect of South African statutory labour law.

Annual leave is vital to all employees' well-being, offering them a much-needed respite from their daily work endeavours.

The modern working environment has evolved into such a dynamic and diverse environment that the role of a manager has evolved to much more than just overseeing tasks and operations.

The Fourth Industrial Revolution (4IR) has catalysed a shift towards freelancing and independent contracting, emphasising the need to examine Section 200A of the Labour Relations Act (LRA)...