Blog
A Dishonest CV and a R2.9 Million Damages Order
A recent Labour Court (LC) judgment sends a stark warning to employees who manipulate their employment history to secure an appointment: Dismissal may be only the beginning. Where an employer can prove that it was fraudulently induced to employ someone, it may also pursue a civil claim against the employee …
The Case for Planning B-BBEE Beyond the Verification Cycle
Many companies think about Broad-Based Black Economic Empowerment (B-BBEE) only when their verification date is coming up. They then rush to collect documents, update scorecards, and look for ways to improve their points at the last minute. While the approach can work in the sense that it produces a certificate, …
Can length of service save an employee from dismissal for serious misconduct?
Employers often find themselves in the challenging position of deciding on the appropriate sanction in instances of misconduct. While it is well established that an employer must consider an employee’s mitigating circumstances, one of the most difficult factors to take into account is an employee’s appreciable length of service. In …
Standing Still Is Not an Employment Equity Strategy
Employers raise the same objection almost every time they sit down to write an Employment Equity (EE) Plan: How can anyone set five-year numerical targets when next year’s headcount is already difficult to predict? While the uncertainty is real, it doesn’t make EE planning impossible. In fact, workforce planning has …
Managing Peak Trading Seasons Without Falling Foul of Labour Law
Peak trading seasons can place considerable pressure on employers in South Africa’s wholesale and retail sector. Extended trading hours, higher customer volumes, increased deliveries, and seasonal promotions often require additional staff or longer working hours. Although employers may adapt their operations to meet these demands, flexibility must remain within the …
Employment Services Amendment Bill: New foreign-worker obligations and substantial penalties proposed for employers
The Portfolio Committee on Employment and Labour has invited public comment on the Employment Services Amendment Bill, No. 16 of 2026. The Bill was introduced in the National Assembly on 29 May 2026 and proposes significant amendments to the Employment Services Act, No. 4 of 2014. It is intended, among …
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