When employees use social media to complain about work, employers must respond carefully. This blog explains when social media posts may justify disciplinary action, what evidence employers should collect, why a social media policy matters, and how South African employers can protect their businesses through fair process and proper documentation.
When an employee refuses to sign a workplace policy, it does not automatically mean the policy is invalid. South African employers must focus on clear communication, proper documentation, fair process and consistent application. This blog explains what employers should do when employees refuse to sign workplace policies and how to protect the business through proper records.
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
Valentine’s at work can trigger serious HR and legal risk. Here’s how employers can prevent harassment claims, office romance fallout, and misconduct disputes.
A Valentine’s warning for employers: if the Labour Department arrives tomorrow, would your contracts, posters, policies and safety file protect you — or expose you?
A Valentine’s-style labour update for employers: key compliance changes, parental leave developments, Employment Equity pressure, and what to prioritise for 2026.
