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What happens after an offer of employment had been extended and accepted in principle, but the employer changes its mind prior to a contract being signed or the employee starting work? Is it as easy as simply 'withdrawing the offer'? Not so much. Under South African law, there are legal consequences that cannot be ignored.

Investing in comprehensive and regular data privacy training is essential for effective compliance. It empowers employees, supports leadership, builds trust, and sustains organisational resilience in an increasingly complex data landscape. Incorporating data privacy training into your compliance strategy is therefore not just a regulatory necessity but a business imperative.

Innovation is the new black. In today’s fast-paced business environment, organisations must continuously evolve to stay competitive and efficient. This strategic workplace development process involves a deliberate and thoughtful approach involving all areas of the business and requires proactive planning and execution. It is about aligning physical spaces, people, processes, and culture with the organisation’s strategic goals and to become future-ready.

Clients often ask us the following: (1) Can’t you just do a 2-page employment contract for me; or (2) What employment policies must I have to be compliant with the law? Our response, in typical lawyer-speak, is that it depends on what you want to achieve. Let’s unpack this.

A competent verdict in South African labour law is a legal concept allowing an employee to be found guilty (and potentially dismissed) for misconduct different from the original charge on the charge sheet. This concept was confirmed by the Labour Appeal Court (LAC), ruling on more than one occasion that an employee may be found guilty of misconduct for which they were not specifically charged, as long as the finding does not prejudice the employee.

On 3 October 2025, the Constitutional Court in South Africa handed down judgement in a matter that was heard towards the end of 2024, concerning the constitutionality of the current parental leave dispensation in South Africa. It confirmed that legislative changes need to be made, and has given interim’ reading-in’ parental leave provisions that must be applied while the legislative process takes it course.