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Constitutional Court

The system for the submission of Employment Equity reports is now open

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The Department of Employment and Labour reporting period for Employment Equity has officially started on the 1st of September 2022, and designated employers have until the 15th of January 2023 to submit. Employers are considered designated if they employ more than 50 employees or exceed the annual industry turnover threshold below. Regarding the Employment Equity … The system for the submission of Employment Equity reports is now open

Zimbabwean Exemption Permit (ZEP) Status of Zimbabwean employees

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On the 31st of December 2021, the Minister of Home Affairs has effectively ended the Zimbabwean Exemption Permit (ZEP) that applies to Zimbabwean Nationals working and living in the Republic of South Africa

EMPLOYERS’ DUTIES WHEN EMPLOYING FOREIGN NATIONALS

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The Department of Home Affairs has been cracking down on foreign nationals currently employed in South Africa and has started auditing various businesses across the country to ensure compliance with the Immigration Act 13 of 2002. 

Are you considered a designated employer in terms of the Employment Equity Act?

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The Employment Equity reporting window is coming up with the deadline for submissions being 15 January 2022. As a designated employer, failure to comply could lead to substantial penalties.

Careless use of social media has consequences

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While social media can be used effectively for business and has many positive uses, using social media carelessly in the employment context may have far-reaching consequences.

Workplace changes as we move forward in a post pandemic world

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As South Africa has recently moved to Level 1 lockdown, employers should start looking to the future and consider whether employees are required to go back to the office or move to a remote working environment on a permanent basis.

SLEEPING ON DUTY

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Employers are often faced with the dilemma of having to discipline an employee who was sleeping whilst on duty. There aren’t many things as unprofessional as an employee who sleeps on the job, however, are you able to immediately dismiss such an employee?

PLANNING ON TAKING DISCIPLINARY ACTION? DO NOT DELAY THE PROCESS UNREASONABLY LONG..

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Employers may find themselves in situations where discipline can only be instituted sometime after the fact due to various reasons such as information pertaining to the employee’s misconduct coming to light at a later stage or due to the length of an investigation into such misconduct. The question however remains, how long after the fact … PLANNING ON TAKING DISCIPLINARY ACTION? DO NOT DELAY THE PROCESS UNREASONABLY LONG..