Recruitment is one of the most important decisions an employer makes. Yet, in many South African businesses, recruitment is still handled in a rushed and informal way. A vacancy opens, CVs start arriving, someone quickly scans through them, a few interviews are booked, and the employer hopes the chosen candidate will work out. The problem […]
Submitting a CV is more than sending a document. It is the beginning of a recruitment process that involves personal information, screening, possible assessments, employer matching and, in some cases, future placement opportunities. For employers, CVs are useful recruitment tools. For candidates, they contain highly personal information. A CV may include contact details, employment history,
Personality tests, behavioural assessments and workplace-fit screening tools are becoming more common in recruitment. For employers, this makes sense. A CV can show qualifications and experience, but it does not always show how a candidate communicates, responds to pressure, manages conflict, handles structure or fits into a specific workplace environment. In South Africa, however, employers
Hiring the wrong person is expensive. For many South African employers, the cost is not only financial. A poor appointment can lead to performance problems, absenteeism, misconduct, team conflict, client complaints, operational delays and eventually a costly exit process. This is why more employers are moving away from simply reading CVs and hoping for the
For many South African employers, immigration compliance has historically been treated as something separate from day-to-day labour law. That approach is becoming increasingly dangerous. A March 2026 employer alert discussed a CCMA award confirming that where a foreign national employee does not have a valid work permit, continued employment may be unlawful and the employer
Constructive dismissal remains one of the most misunderstood concepts in South African labour law. Many employees use the phrase loosely to describe any unhappy resignation, and many employers assume that once an employee resigns, the matter is over. Neither approach is correct. On 24 February 2026, the Constitutional Court delivered judgment in Maleka v Boyce,
One of the most important labour-related developments for employers in 2026 is not found in the Labour Relations Act at all. It is found in the Compensation for Occupational Injuries and Diseases framework. The Compensation for Occupational Injuries and Diseases Amendment Act came into operation in phases from 23 January 2026, with further implementation dates
South African employers are once again facing the prospect of labour law reform, and this time the conversation is already gaining momentum. On 26 February 2026, the draft Labour Law Amendment Bill was published for public comment. Although it is still only a draft and not yet binding law, employers should not make the mistake
From 1 April 2026, a system of administrative sanctions is set to replace criminal prosecution for certain non-compliance issues (based on staggered commencement dates under the proclamation process).
The Constitutional Court’s judgment in Maleka v Boyce N.O. and Others brought sharper clarity to what must be proven — and it strengthens the expectation that employees should use internal remedies before resigning.
