September is Heritage Month in South Africa—a time to recognise the cultures, languages, traditions and histories that shape our society.
September is Heritage Month in South Africa—a time to recognise the cultures, languages, traditions and histories that shape our society.
Artificial intelligence is no longer something businesses are preparing to use in the future. It is already being used in workplaces every day.
Artificial intelligence is no longer something businesses are preparing to use in the future. It is already being used in workplaces every day.
Restraint of trade clauses are often treated as standard wording in an employment contract. They are signed at the beginning of the employment relationship, when the focus is usually on the role, salary, benefits and start date. For many employees, the restraint clause is only properly considered much later, when they resign, are dismissed, are retrenched, or receive an offer from a competitor.
Restraint of trade clauses are often treated as standard wording in an employment contract. They are signed at the beginning of the employment relationship, when the focus is usually on the role, salary, benefits and start date. For many employees, the restraint clause is only properly considered much later, when they resign, are dismissed, are retrenched, or receive an offer from a competitor.
Restraint of trade clauses are often treated as standard wording in an employment contract. They are signed at the beginning of the employment relationship, when the focus is usually on the role, salary, benefits and start date. For many employees, the restraint clause is only properly considered much later, when they resign, are dismissed, are retrenched, or receive an offer from a competitor.
Restraint of trade clauses are often treated as standard wording in an employment contract. They are signed at the beginning of the employment relationship, when the focus is usually on the role, salary, benefits and start date. For many employees, the restraint clause is only properly considered much later, when they resign, are dismissed, are retrenched, or receive an offer from a competitor.
In employment law, the word incapacity is often treated as if it belongs only in conversations about sickness, injury, or long-term medical conditions. That is usually where people’s minds go first. If an employee is unwell and can no longer perform their role, incapacity seems obvious. But in practice, incapacity is often far broader than that.
In employment law, the word incapacity is often treated as if it belongs only in conversations about sickness, injury, or long-term medical conditions. That is usually where people’s minds go first. If an employee is unwell and can no longer perform their role, incapacity seems obvious. But in practice, incapacity is often far broader than that.
In South Africa, labour law discussions often become urgent only once changes are finalised. By then, employers are scrambling to update policies, HR teams are under pressure, and employees are trying to understand rights in the middle of uncertainty.
In South Africa, labour law discussions often become urgent only once changes are finalised. By then, employers are scrambling to update policies, HR teams are under pressure, and employees are trying to understand rights in the middle of uncertainty.
In recent years, there has been a noticeable shift in how employment relationships end in South Africa. Increasingly, employers and employees are opting for mutual separation agreements rather than proceeding with formal disciplinary hearings , incapacity processes, or retrenchment consultations. On the surface, this seems pragmatic. It avoids protracted investigations and hearings, CCMA referrals, reputational […]
In recent years, there has been a noticeable shift in how employment relationships end in South Africa. Increasingly, employers and employees are opting for mutual separation agreements rather than proceeding with formal disciplinary hearings , incapacity processes, or retrenchment consultations. On the surface, this seems pragmatic. It avoids protracted investigations and hearings, CCMA referrals, reputational […]
If you’ve felt the wheels turning slower at the CCMA (or the Labour Court), you’re not imagining it. More and more employers (and employees) are struggling to get timely access to commissioners, hearing dates, and efficient processes. And it doesn’t appear to be a single-institution problem — it reflects broader strain across parts of the dispute-resolution system.
If you’ve felt the wheels turning slower at the CCMA (or the Labour Court), you’re not imagining it. More and more employers (and employees) are struggling to get timely access to commissioners, hearing dates, and efficient processes. And it doesn’t appear to be a single-institution problem — it reflects broader strain across parts of the dispute-resolution system.
