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Employees everywhere already use Artificial Intelligence (chatbots, coding assistants, drafting tools, open-source platforms and the like) for work tasks every day. If this is untracked and/or unauthorised by the employer, this ‘shadow AI’ poses risk to the organisation on many levels, especially if the employees are blissfully unaware of those risks. There are some basic steps an employer can take to mitigate this.

“Trust, but verify.” Unfortunately, in the age of Artificial Intelligence, this adage is getting increasingly more tenuous, especially in the field of recruitment. AI has enabled fraud at scale and in South Africa, where unemployment is at an all-time high and there is unfortunately a prevailing culture of ‘moral flexibility’, verification processes have become increasingly complex but more necessary than ever.

When legal issues arise unexpectedly in an organisation or business, they can disrupt operations, drain resources, and damage reputations. Over the years, we have seen in very real terms how some simple, pre-emptive steps can help organisations stay ahead of potential problems. We explain how in this article.

South Africa’s labour market is dynamic and governed by complex laws designed to protect both employees and employers. These laws are also frequently updated, and their interpretation can vary depending on the context – so a basic understanding of the legislation is not enough. It is no mean feat to stay on top of everything for organisations and businesses, and it is not something that HR can just be expected to manage alone. Expert guidance and support are required to ensur

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.