All Things Labour Law

10/05/2026

DID YOU KNOW ? That the only dispute where the threshold is not applicable for consideration at the CCMA is sexual harassment disputes furthermore, CCMA has exclusive jurisdiction over these disputes

03/05/2026

The very first chapter of the Labour Relations Act 1995
Section 4 (a) (b) states that every employee the right-
A- to participate in forming a trade union or a federation of a trade union
B- to join a trade union subject to its constitution
so I don’t understand why do you allow your employer to tell you that “ I don’t allow TU within our companies “
And so my point I’m trying to make that no individual or juristic person supersedes the Act further enshrined with freedom of association embedded in Constitution of the Republic of South Africa 🇿🇦

27/04/2026

Since its public holiday know your right, in terms of the BCEA you are supposed to get double the daily rate or double the hours off when you are required to work,

however if you are not working on that day you are supposed to get your normal daily wage even if you did not work on that day.
Don’t let anybody tell you otherwise

25/04/2026

HOW SHOULD A COMPANY MANAGE POOR WORK PERFORMANCE ?

I’m terms of schedule 8 item 9 guidelines in cases of dismissal based on poor work performance states in determining mentioned above, what should be considered
A- wether the employee failed to meet the performance standards
B- the employee was aware or could reasonably be expected to have been aware of the performance standard
C- the fair opportunity to meet the required standards
D- dismissal was an appropriate sanction for not meeting the appropriate performance standards

13/04/2026

With everything becoming so expensive naturally you would want a salary increase, but did you know it’s not an automatic right to receive and increase.
unless expressly stated within your contract, but if not then you will have to rely on your trade union to go into wage negotiations on your behalf, and if the employer still doesn’t give you the increase, employees will have to go on strike to compel the employer to pay you the increase.
Would you be willing to go strike ? because the no work no pay principal will apply.

Let me hear your opinion, let’s engage

12/04/2026

So when Labour Relations Act talks about trade unions must engage in collective bargaining, what does this mean ?

This is where the art of Negotiations come in and this ties your representation of members within that workplace, assuming you got the mandate from your members and the mandate could be an increase in salary, more contributions by the employer towards medical aid or provident/ pension fund to name a few examples.
Majority In numbers I’m the workplace increases bargaining power.

But in my view you ask for literally anything From the employer to improve your condition of service/employment or the protection of the workers interests within the workplace, everything is up for negotiation even in instances where you think things are fixed, it’s actually not.

I hope the picture is becoming clearer. It’s important for you to understand this concept.

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23/03/2026

Schedule 8 of the Labour Relations Act requires that all employers should adopt disciplinary rules that establish the standard of conduct required of their employees. Additionally, it is further prescribed that employers should progressively attempt to correct the behaviour of its employees by issuing warnings before resorting to measures such as a dismissal. There is effect of expired warnings and whether such warnings can be considered in determining the appropriate sanction for further similar misconduct.

Warnings should therefore be seen as corrective instead of punitive measures. This means that the employer must first attempt to correct the behaviour of an employee instead of punishing the employee. The way in which warnings are issued and for how long they will remain valid depends entirely on the size and nature of the organisation. Furthermore, according to Schedule 8, employers must keep record of disciplinary action taken against its employees. Such information must include the nature of any disciplinary transgressions, the actions taken by the employer and the reasons for the actions.
The reason we highlighting this is because if wrongly implemented the employer opens himself up for litigation that could cost him dearly if he failed to prove fairness at CCMA

20/03/2026

IN a Dismissal based on INCAPACITY there is 2 elements to consider its.....
1. It’s based on poor work performance
2. It’s based upon unfit to perform duties based on I’ll health or injury

For the dismissal to be fair a few boxes must be ticked
- employer must provide resources, training and give the employee reasonable time to improve
- the employer must take reasonable steps to accommodate the employee with the injury/illness by way of light duty or any other means

08/03/2026

A Collective Agreement is an agreement or contract between an employer and one or more registered unions. It is reached through the process of Collective Bargaining and sets forth the terms of employment for the employees who are members of represented union/s.

26/02/2026

Facts

20/02/2026

The Starting point to successful be shortlisted for a government JOB

Tips on completing the Z83 - Government Application Form
https://www.labour.gov.za/DocumentCenter/Publications/Public%20Employment%20Services/Tips%20on%20how%20to%20complete%20Z83%20application%20form%20for%20employment%20in%20Public%20Service.pdf