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.

Hiring new employees is still one of the riskiest decisions an employer makes. You’re trying to protect your business, manage compliance and find the right person – all under time pressure. That’s exactly why it’s so tempting to lean heavily on important tools such as background checks, especially criminal and credit records.

From parental leave equality to incapacity management and arbitration award standings, 2025 delivered a new pivotal Constitutional Court judgment and reaffirmed legal positions. Here’s a concise, action-oriented review for HR leaders.

South Africa’s Employment Equity Act (EEA) has always aimed at two things: eliminating unfair discrimination and advancing equitable representation. In 2025, that mission gained sharper teeth. The Minister identified national economic sectors and set sectoral numerical targets under section 15A. Designated employers must now align their five-year Employment Equity Plans (EE Plans) with these sector targets—and show reasonable progress annually.

On September 4, 2025, significant amendments to South Africa’s Code of Good Practice on Dismissals came into effect—the first changes to Schedule 8 of the Labour Relations Act since its inception in 1995. While these amendments have generated considerable discussion in HR circles, the most important message is this: the law hasn’t fundamentally changed.

Harassment in the workplace and beyond remains a pervasive issue that affects countless South Africans daily. However, many people are unaware of the robust legal framework that exists to protect them. Understanding your rights and the available remedies is crucial for creating safer environments and holding perpetrators accountable.

The recent FlySafair strikes have once again thrust labour disputes into the national spotlight, affecting thousands of travelers and highlighting the far-reaching consequences of industrial action. Understanding the legal framework governing strikes and lockouts is crucial for both employers and employees navigating South Africa’s complex labour relations landscape

In recent months, we’ve seen a surge in client inquiries about trade unions and collective labour law. Many employers express concern, even panic, when they first encounter union activity in their workplace. However, understanding the fundamentals of collective labour law can transform what seems like a threat into an opportunity for building productive workplace relationships.

The Commission for Conciliation, Mediation and Arbitration (CCMA) was designed to be South Africa’s workplace safety net—a place where employees and employers could resolve disputes fairly and efficiently. But what happens when the safety net itself is torn?