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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.

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.

The new Code of Good Practice: Dismissal  (4 September 2025) has codified and clarified the principles relating to workplace discipline...

Navigating the complex world of business and legal compliance can be challenging. We have often observed that many organisations...

Most individuals and organisations aim to avoid conflict, on the presumption that if there is no conflict, then all is well. That is a...