Overview of South Africa’s current labour law developments
Numerous pieces of labour legislation are currently in the process of becoming law in South Africa.
Numerous pieces of labour legislation are currently in the process of becoming law in South Africa.
While the rules around sexual harassment may seem obvious – there are actually many grey areas and, as a result, many myths which should be demystified.
Times are tough. A number of factors such as the increasing petrol price, the impending new minimum wage and ever more competitive business landscape,
In South Africa an employee’s services can be terminated as a result of his/her misconduct or incapacity or as a result of the employer’s operational requirements.
The real superheroes of the working world are those who uphold ethics and honesty.
Over the past two years Webber Wentzel has explored a number of artificial intelligence (AI) platforms related to the delivery of legal services.
Employers need to think twice before they simply suspend an employee.
If a retrenchment was unavoidable, can the employer skimp on the retrenchment process or would that be viewed as both substantively and procedurally unfair?
Labour broking, working hours and minimum wages are hot potatoes in South Africa but the country is not alone in grappling with them.
In Seopa v Imperial Cold Logistics (Pty) Ltd and Others (9 February 2018), the Labour Court had to decide whether an employer was in contempt of court if it re-employed an employee rather than reinstated him, as envisaged by the arbitration award.
Can an employee be dismissed, without due process, simply because she acted in breach of the express terms of her contract of employment?
The current South African Revenue Service (SARS) IRP3(a) Completion Guide, which aids employers in completing tax directive applications for their employees, appears to introduce a distinction between voluntary and involuntary severance benefits.
South Africa’s business landscape is highly competitive and is governed by legislation designed to enforce compliance.
Currently, South African employment laws provide minimum entitlements to specified leave types for all employees, such as annual leave, sick leave, family responsibility leave, and unpaid maternity leave of four months for female employees.
The interpretation of a “month’s notice” in a termination clause and whether a qualifier, such as a “calendar month’s notice”, bears any significance, has been the subject of debate in our law for some time.
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