Disciplining Employees for Using ChatGPT at Work
Generative AI tools like ChatGPT and Copilot have entered almost every South African workplace, often faster than employers can write rules to govern them. AI does not, however, create a law-free zone. Existing employment, privacy, discrimination, confidentiality, and intellectual-property principles still apply. Employers are nevertheless encouraged to develop clear AI rules to remove uncertainty and […]
Sick Leave, Fridays, Mondays, and the Eight-Week Rule: What Employers Need to Know
A common scenario: an employee is off sick on Friday and still absent on Monday, with no medical certificate. The same question arises when sick leave falls immediately before or after a public holiday. Many managers assume a certificate is automatically required, but the position under the Basic Conditions of Employment Act (BCEA) is more […]
Too Sick to Work? Who should pay for a detailed Medical Report in Incapacity Cases?
Managing extended or frequent employee illness is a significant operational hurdle for South African businesses. A common point of friction arises when an employee has been absent for an extended period and the medical certificates submitted provide insufficient information for the employer to assess the employee’s ability to return to work or determine the appropriate […]
B-BBEE Fronting, A Shortcut That Carries Real Consequences
For many South African organisations, achieving a competitive Broad-Based Black Economic Empowerment (B-BBEE) level is a commercial priority. It opens doors to state tenders, secures placement on corporate supplier databases, and drives business growth. However, the pressure to maintain a strong scorecard has led some companies to take shortcuts. Consider a typical scenario: a medium-sized […]
Connecting the Dots: Why Integrated HR Matters
South African employers are facing a rapidly changing compliance landscape. Employment Equity amendments, evolving labour legislation, Skills Development, B-BBEE, and HR governance all demand attention, but managing them in isolation is costly and risky. The Fragmentation Problem Many employers engage separate service providers for different compliance requirements: one firm for labour disputes, another for skills […]
The Growing Risk of Harassment Claims: What this means for EE Compliance Certificates
Proposed Labour Law amendments being considered in 2026 may significantly expand the jurisdiction of the CCMA to hear harassment-related unfair discrimination disputes through arbitration. At present, only certain harassment disputes, most notably sexual harassment matters, may proceed to arbitration at the CCMA. Other forms of harassment tied to unfair discrimination, such as harassment based on […]
BCEA Earnings Threshold Update – 1 May 2026
The Minister of Employment and Labour has published a new earnings threshold in terms of the Basic Conditions of Employment Act (BCEA). New threshold: R269,600.90 per annum (approx R22 466 per month) What this means: Employees earning ABOVE this threshold are excluded from certain provisions of the BCEA, specifically those regulating: Ordinary hours of work Overtime […]
When “Tough Love” Becomes Harassment: Gen X Meets Gen Z at Work
The workplace in South Africa is changing and not just because of technology or remote work, a major shift is happening between generations. Many managers today are from Generation X (born roughly 1965–1980), typically characterised as being independent, resilient and used to direct, no-nonsense communication. For them, tough feedback and high expectations are part of […]
Are employers responsible for employees who are sexually harassed/assaulted at work?
Employers need to be aware that their employees have legal recourse if the employees have been sexually harassed/assaulted in the workplace, and the employer failed to address it. Previously, it was thought that employees could only follow the avenue outlined in the Labour Relations Act (LRA) and Employment Equity Act (EEA). This would entail lodging […]
Resigning with immediate effect: Not as simple as it sounds
Resigning with immediate effect: Not as simple as it sounds Employees often consider to immediately terminate their employment relationship due to a new opportunity arising or to avoid responsibility when faced with disciplinary procedures. Employment relationships are governed by an employment agreement or legal statutes, and in most cases both. If an employer and employee do not expressly agree on the notice period needed for either of them to terminate their relationship, section […]