Labour Compass

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Labour Compass IR Solutions
We provide outsourced industrial relations and employment law support to SME's
Contact us for a no obligation 20-min IR Compliance Assessment or email - [email protected]

🚨 Your employee’s side hustle is not the problem. The conflict of interest is.**A blanket ban on side businesses is usua...
24/08/2026

🚨 Your employee’s side hustle is not the problem.

The conflict of interest is.**

A blanket ban on side businesses is usually not the best approach.

A stronger employer position is to have a clear Conflict of Interest, Outside Business Interests and Secondary Employment Policy that requires employees to:

🔹 Disclose side hustles, directorships, outside business interests
🔹 Obtain written approval where a conflict may arise
🔹 Avoid competing with the employer
🔹 Never divert clients or business opportunities
🔹 Protect confidential information
🔹 Keep side businesses off company time and resources

⚠️ Dishonest non-disclosure of a serious conflict can itself become misconduct.

**The key principle:**

Employees may have side hustles — but not at the expense of their duty of good faith to their employer.

📩 Need help reviewing your contracts or introducing a proper conflict-of-interest and secondary employment policy? Get in touch.

🚨A strong case can still collapse because of a weak charge sheetMany employers lose disciplinary matters not because the...
22/07/2026

🚨A strong case can still collapse because of a weak charge sheet

Many employers lose disciplinary matters not because the misconduct did not happen — but because the employee was never told clearly what they had to answer to.

“Misconduct”, “poor attitude” or “insubordination” is not enough.

If the charge is vague, and the employee is refused clarification, the process becomes vulnerable before the hearing even starts.

⚖️ Clear charges protect both sides:
✅ the employee knows the case to answer;
✅ the chairperson knows what to decide; and
✅ the employer has a stronger defence if the matter reaches the CCMA.

📌 Before issuing a notice to attend a hearing, ask:

Can the employee understand the allegation well enough to prepare a proper response?

Need help drafting charges or preparing for a disciplinary hearing?

📞 Labour Compass IR Solutions

072 774 9178
[email protected]
labourcompass.co.za

🚨 Are your managers making labour law decisions without labour law training?For many SMEs, workplace risk starts long be...
21/07/2026

🚨 Are your managers making labour law decisions without labour law training?

For many SMEs, workplace risk starts long before the CCMA referral.

It starts when a manager issues the wrong warning, ignores poor performance, mishandles absenteeism, or dismisses without following the correct process.

Labour law training is not about turning managers into lawyers.
It is about giving them the confidence to manage people lawfully, fairly and practically.

✅ Fewer costly mistakes
✅ Better documentation
✅ Stronger disciplinary processes
✅ More consistent management decisions
✅ Reduced CCMA risk

📌 Train your managers before workplace issues become disputes.

Labour Compass IR Solutions offers practical labour law training for SME owners, managers and supervisors.

📞 072 774 9178
📧 [email protected]
🌐 labourcompass.co.za

Unfair suspensions could be costly: An investigation starts. Allegations are raised. Management wants the employee out o...
06/07/2026

Unfair suspensions could be costly:

An investigation starts. Allegations are raised. Management wants the employee out of the workplace.

But in South African labour law, suspension is not risk-free.

A poorly handled suspension can become a dispute on its own even before the disciplinary hearing starts.

⚠️ The consequences can be serious:

❌ Unfair labour practice claims
An employee may challenge an unfair or prolonged suspension at the CCMA.
❌ Back-pay or financial exposure
If the suspension is unpaid or improperly imposed, the employer may face repayment claims and additional risk.
❌ Damage to the disciplinary case
A procedurally unfair suspension can weaken the employer’s credibility before the hearing even begins.
❌ Reputational and workplace harm
Suspension can affect dignity, trust, team morale and the employee’s professional reputation.
❌ Claims of victimisation or ulterior motive
If the suspension looks punitive, retaliatory or unnecessary, the employer may have a much bigger problem than the original allegation.

📌 Practical takeaway:

A fair suspension must be justified, non-punitive, procedurally fair, on full pay and limited in duration.

Do not turn a manageable investigation into a CCMA dispute.

Need help with suspension notices, investigations or disciplinary processes?

📞 Labour Compass IR Solutions

072 774 9178
[email protected]
labourcompass.co.za

Immigration compliance isn’t just paperwork — it’s risk management. With 10,000 new inspectors on the ground, employers...
04/07/2026

Immigration compliance isn’t just paperwork — it’s risk management.

With 10,000 new inspectors on the ground, employers can’t afford gaps in work‑permit verification. Labour Compass helps you navigate visas, waivers, and status checks with practical support that keeps your business protected.

Call us - 062 950 0629

⚖️ Can an employee resign and still win at the CCMA?Yes — but not just because the workplace became difficult.Constructi...
03/07/2026

⚖️ Can an employee resign and still win at the CCMA?

Yes — but not just because the workplace became difficult.

Constructive dismissal is not about irritation, tension or unhappiness.

It is about whether the employer made continued employment genuinely intolerable.

That is a high bar.

But employers should not relax.

🚩 Ignored grievances
🚩 Hostile treatment
🚩 Withholding work
🚩 Poorly managed restructuring
🚩 Damaging the trust relationship

These can still turn a difficult workplace into a legal risk.

📌 Do not wait for a resignation letter to find out your workplace process is broken.

Review your grievance, disciplinary and restructuring procedures before they become a CCMA problem.

Need help?

📞 Labour Compass IR Solutions

072 774 9178
[email protected]
labourcompass.co.za

🚨 Is the employee absent… or have they deserted?Many employers get this wrong — and it can be expensive at the CCMA.Abse...
01/07/2026

🚨 Is the employee absent… or have they deserted?

Many employers get this wrong — and it can be expensive at the CCMA.

Absenteeism and desertion are not the same thing.

❌ Absenteeism = unauthorised absence from work.
⚠️ Desertion = absence **plus clear intention not to return**.

You cannot simply say:
“They have not reported for duty, so they dismissed themselves.”

That is where employers get into trouble.

Before dismissal, you should:

✅ try to contact the employee;
✅ keep proof of calls, messages and emails;
✅ issue a written notice to return or attend a hearing;
✅ give the employee an opportunity to explain; and
✅ follow a fair process before making a final decision.

📌 Rule of thumb:

Absence may stop the work — but it does not stop the procedure.

Need help managing absenteeism or desertion correctly?

📞 Labour Compass

072 774 9178
[email protected]
labourcompass.co.za

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🚨 Employers: protests don't override the law.With today's 30 June anti-foreigner march deadline, some businesses are bei...
30/06/2026

🚨 Employers: protests don't override the law.

With today's 30 June anti-foreigner march deadline, some businesses are being pressured at their gates to fire staff simply for being foreign nationals.

⚖️ The legal reality:

🔹 Nationality alone is never valid grounds for dismissal
🔹 Firing under protest pressure = automatically unfair dismissal
🔹 Even undocumented status requires due process
🔹 "I was threatened" isn't a CCMA defence

✅ Don't act on intimidation — act on legal advice. Verify documents properly, follow fair process, and document any coercion you face.

Crowds don't set labour law. The LRA does.

📩 Facing pressure this week? Get advice before the CCMA referral lands on your desk.

**Protests Are Not a Licence to Dismiss**The pressure on employers is real.But panic dismissals are not the answer.❌ No ...
29/06/2026

**Protests Are Not a Licence to Dismiss**

The pressure on employers is real.

But panic dismissals are not the answer.

❌ No protest group can instruct you to fire employees.
❌ Do not dismiss based on nationality or outside pressure.
❌ Do not use the current protests as cover.

That could expose your business to an **automatically unfair dismissal** claim — with compensation risk of up to **24 months’ remuneration**.

⚖️ At the same time, employers cannot knowingly employ undocumented foreign nationals.

So what should you do?

✅ Verify documents
✅ Request proof in writing
✅ Give employees a fair chance to respond
✅ Keep a paper trail
✅ Follow a proper process before termination

📌 The right move is **compliance, not chaos**.

Need help with a foreign-national employment audit?

📞 Labour Compass

072 774 9178
[email protected]
labourcompass.co.za

🚨 30 June Is Not Just a Protest Date — It Is a Compliance Warning for EmployersSouth Africa is facing two developments a...
26/06/2026

🚨 30 June Is Not Just a Protest Date — It Is a Compliance Warning for Employers

South Africa is facing two developments at the same time:

📢 nationwide anti-illegal-immigration demonstrations planned around 30 June; and
🔎 intensified inspections by SAPS, Home Affairs and the Department of Employment and Labour.

For employers, the message is clear:

⚠️ If you employ foreign nationals, your paperwork must be in order.

The proposed Employment Services Amendment Bill is not yet law, but it signals a much tougher enforcement approach — including proposed penalties that could reach:

💰 R100,000 for a first offence
💰 R200,000 for a repeat offence
💰 up to R1 million or 10% of turnover for further contraventions

And under the existing Immigration Act, criminal exposure remains a real risk.

✅ Check work permits
✅ Verify expiry dates
✅ Keep certified copies on file
✅ Audit contracts and payroll records
✅ Do not wait for an inspection

📌 Practical takeaway:
This is not the time for assumptions. It is the time for a proper foreign-national employment audit.

Need help checking your workforce compliance?

📞 Labour Compass
072 774 9178
[email protected]
labourcompass.co.za

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Broadacres, Fourways
Johannesburg
2191

Telephone

+27727749178

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