Category: Uncategorized

Since the POPI Act came into force, businesses have come to grips with the many requirements of being POPIA compliant. One question that seems to be on everyone’s mind when personal information is used centers around consent to use personal information. The first thing businesses did when the Act was enforced was to send out…

Section 143 of the Labour Relations Act states that an arbitration award issued and certified by the CCMA “is final and binding and may be enforced as if it were an order of the Labour Court”. Ignoring these awards may have dire consequences for employers, as became clear in a recent Labour Court ruling in…

Retirement age for employees is a complex topic for employers to navigate. It is increasingly the norm for employees to want to work beyond retirement age due to financial concerns, the desire to remain productive, the increase in remote work possibilities and rising longevity. On the other hand, employers often prefer the older employees to…

In the fast-paced world of employment law, the Double Jeopardy principle again took center stage in the matter of SAMWU obo AN Malatsi v Gert Sibande District Municipality. The principle of Double Jeopardy prevents employers from subjecting employees to multiple punishments for the same offence, thereby ensuring fairness and protecting employees against undue harassment. The…

In our interconnected world, platforms like Facebook, Twitter, WhatsApp, and LinkedIn often blur the lines between our personal and professional lives. What employees do in their personal time is generally off-limits to employer intervention. But there is a limit. Where an employee’s Social Media posts impact the employment relationship detrimentally, the employer may act. This…

In a High Court judgment released on 25 October, the court found section 25 of the Basic Conditions of Employment Act (‘the BCEA’) that regulates maternity leave unconstitutional. While the validity finding has been suspended for two years to give Parliament time to amend the BCEA, the court introduced interim relief that comes down to…

In the realm of employment, there has always been a debate about when it’s appropriate to terminate an employee for a first instance of negligence. Allow us to simplify this complex topic for you. In determining the justification for dismissal, specific criteria must be met: Loss or Damage: The employee’s actions should have resulted in an…

It is common practice for employers to include restraint of trade clauses in employment contracts to prevent employees who resign from competing with the business of their previous employer. A second common practice is settling labour disputes, such as misconduct disputes, through mutual separation agreements. These agreements terminate the employment relationship between the parties voluntarily…

Processing of employees’ personal information is a necessary function in every workplace. POPIA prescribes how companies should collect, store, and share such information to protect employees’ privacy rights. Here are some fundamental POPIA principles to keep in mind: Be clear about why you need the information (‘the purpose’). Only collect the minimum personal information necessary…

As an employer, maintaining a harmonious and productive workplace is essential for the success of your business. Unfortunately, there may be times when misconduct occurs, and you find yourself in the dark about who is responsible. This is where polygraph testing can become a potentially valuable tool for employers. Polygraphs can be used during the…