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…]
URGENT WARNING TO EMPLOYERS: Hiring Undocumented Migrants Is Now a Compliance RiskFefaTech2026-05-27T12:42:13+02:00
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…]
Draft Protected Disclosures Bill 2026: What Employers in South Africa Need to KnowFefaTech2026-06-20T07:36:01+02:00
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…]
Recent COIDA Amendments in South Africa: What Employers Need to KnowFefaTech2026-06-20T06:57:11+02:00
Workplace harassment remains a critical issue in South African workplaces, with its implications resonating through the social and economic fabric of the country. This article examines the evolution of workplace harassment laws in South Africa, the implementation of training programmes, and the obligations that employers have to create and maintain a safe working environment.
In the realm of workplace discipline, the term “consistency” frequently arises, along with its counterpart, “inconsistency.” These concepts are pivotal to the fair and equitable administration of disciplinary action. To comprehend the requirement of consistency, one must move beyond simplistic definitions and delve into the practical implications of treating “like with like” and ensuring fairness [more…]
Consistency in workplace disciplineFefaTech2025-01-31T09:25:24+02:00
Final written warnings constitute a crucial element within the disciplinary framework of any Organisation. They afford employers the opportunity to communicate to employees that their conduct is deemed unacceptable, emphasising the need for a change in behaviour to avert dismissal.
The occurrence of persistent or recurrent misconduct may lead to the issuance of a final written [more…]
Applying a final written warning as a suitable disciplinary measure to address and correct the employee’s behaviourFefaTech2024-07-24T11:14:53+02:00
Employers are often over-hasty to conclude that an employee’s actions amount to a resignation where it suits the employer. Caution should be exercised.
A contract of employment can end at the employer’s instance, in the form of a dismissal, or by the employee in the form of a resignation. Although a written resignation is preferred, sometimes [more…]
Should a resignation be reduced to writing? Are you staying or going?FefaTech2024-07-17T09:05:56+02:00
Corporate Wellness Awareness Week, July 1-5, emphasises how crucial employers are in fostering employee well-being.
Celebrating Corporate Wellness Awareness Week from 1 to 5 July by highlighting the vital role that companies play in fostering employee health and well-being is not just a matter of timing, it’s a matter of necessity.
An employer is entitled to insist on reasonably harmonious relationships within its business. An employee may not act in a way which results in disharmony or disruption and a breakdown in relationships at work.
“Incompatibility” refers to, for example, an employee not fitting in with the organisational values of the employer, an inability to work in [more…]
Where the employee is unable get on with fellow employees (incompatibility) – How to manage thisFefaTech2024-06-12T09:19:02+02:00
