Managing employees who are not meeting the required standards is part of every manager’s responsibility. But what happens when an employee believes that a manager’s firm approach to poor performance amounts to workplace bullying or harassment?
This can put [more…]
Many employers assume that a restraint of trade clause only applies when an employee resigns. Likewise, some employees believe that retiring from the workplace automatically releases them from any post-employment restrictions. In South African labour law, neither assumption is correct.
A restraint of trade agreement can [more…]
Employment Equity (EE) compliance in 2026 is about far more than simply submitting an annual report. Recent amendments to South Africa’s Employment Equity legislation have introduced stricter compliance requirements, sector-specific numerical targets and increased accountability for designated employers – Refer to the following [more…]
For many employers, receiving notice of a labour inspection can be stressful. However, inspections form part of the Department of Employment and Labour’s ongoing responsibility to monitor compliance with South African labour legislation.
The best way to deal with an inspection is not to wait until an inspector arrives [more…]
South African labour legislation is on the verge of one of the most significant transformations in decades. Employers who fail to prepare for these proposed changes could face increased compliance obligations, substantial financial penalties and greater legal risk.
On 26 February 2026, the Minister of Employment and Labour published several draft Bills that propose [more…]
The implementation of the Administrative Adjudication of Road Traffic Offences (AARTO) marks a significant change in how traffic infringements are managed in South Africa. While many motorists focus on the impact on individual drivers, employers and businesses operating company vehicles face a new level of responsibility.
For organisations with company cars, delivery vehicles, [more…]
An employee who is facing disciplinary action suddenly resigns with immediate effect. Sound familiar?
Many South African employers assume there is nothing more they can do once a resignation letter lands on their desk. Likewise, many employees believe that resigning “with immediate effect” automatically ends the employment relationship and prevents disciplinary [more…]
Employment Equity compliance in South Africa has entered a new era — and in 2026, the consequences of getting it wrong are more significant than ever. With the Employment Equity Amendment Act (Act 4 of 2022) now fully operational and mandatory sector numerical targets gazetted for 18 industries, designated employers face [more…]
Employing Undocumented Foreign Workers in South Africa is a serious compliance issue for employers. In South Africa, employers have a legal duty to ensure that all foreign employees are legally entitled to work. Failure to comply with the Immigration Act can expose businesses to fines, criminal sanctions, and serious reputational damage.
Employee Social Media Conduct has become a critical issue in the modern workplace as social media platforms blur the line between employees’ personal and professional lives. Employees post opinions, share experiences, and engage with public discourse at all hours — often without appreciating the legal and reputational consequences their conduct may have on [more…]
Cartrack’s emergency response and engagement with the bereaved family following the tragic death of an employee have attracted significant public attention, offering valuable insights into crisis management and stakeholder communication during times of tragedy.
The recent death of a Cartrack employee at the company’s Rosebank offices has generated widespread media coverage, public scrutiny, and [more…]
A fixed term contract is a written employment agreement that establishes a defined employment period from the outset. Unlike open-ended or permanent employment, it contains a built-in expiry mechanism — either a specific end date, the conclusion of a defined project, or a triggering event such as the return of [more…]
South African businesses face heightened legal and reputational risk following a stark warning issued by ANC Secretary-General Fikile Mbalula on 26 May 2026. Speaking after the ANC National Executive Committee (NEC) weekend meeting, Mbalula confirmed that the government will actively pursue and penalise companies found to be employing undocumented migrants. If your business employs foreign [more…]
Many employers mistakenly believe that an employee on probation has fewer rights and can simply be dismissed if performance is unsatisfactory. However, under South African labour law, an employee on probation enjoys the same fundamental rights as any other employee, and dismissal during probation must still be both substantively and procedurally fair.
[more…]
From 1 May 2026, the earnings threshold under the Basic Conditions of Employment Act (BCEA) increases to R269,600.90 per year (or R22,466.74 per month).
For employers, this is more than just an updated figure — it directly determines which employees automatically qualify [more…]
The Draft Protected Disclosures Bill 2026 has recently been published by the Department of Justice and Constitutional Development for public comment. The proposed legislation follows recommendations made by the Judicial Commission of Inquiry into [more…]
Double jeopardy remains one of the more confusing areas of workplace discipline, and many employers are unsure when further disciplinary action is allowed — and when it becomes unfair. Understanding this principle is important, as getting it wrong can result in unfair dismissal claims, reinstatement orders, or costly compensation awards.
Recent COIDA Amendments have officially come into effect following a proclamation by President Ramaphosa, introducing important changes that affect employer responsibilities, reporting requirements, and the management of workplace injuries and occupational diseases.
While many of the recent COIDA amendments are already operational, additional provisions are scheduled to take effect on 1 April 2026. Employers [more…]
