Employers often confuse uniforms with protective clothing, yet the legal distinction is critical when determining who bears the cost. Recent CCMA arbitration confirms clear obligations under labour legislation, particularly in the retail sector. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
It is well established within the Employment Equity Act (EEA) that employees should not be unfairly discriminated against within the employment relationship. However, an important question arises: does the EEA apply in a blanket manner to all instances of pay differentiation, or can certain operational realities justify differences in remuneration? The Facts In Association of [...]
If Taryn Terblanche’s favourite book is One Hundred Years of Solitude, it’s probably not because she’s keen on gloom - it’s because she understands the weird, wonderful truth that life isn’t neat. It’s chaotic, circular, occasionally absurd and somehow still full of laughter and love. Which makes it the perfect metaphor for a woman who [...]
Introduction This article considers the Labour Court of South Africa judgment in CIPLA v Mwale & Others (C424/24) [2026] ZALCCT 22 (“Mwale”). The case addresses the fairness of dismissals arising from the enforcement of zero-tolerance alcohol policies, with particular focus on the evidentiary burden placed on employers. It highlights a critical issue: whether a positive [...]
Discretionary bonuses and 13th cheques are commonly used to reward performance and motivate employees. While employers have broad discretion in awarding these benefits, that discretion must be exercised fairly, consistently, and transparently to avoid disputes. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Introduction Labour relations in South Africa have always been dynamic. This is driven by the modernisation of workplaces, evolving economic realities, social pressures, and changing interpretations of legislation. Recent developments, including proposed amendments to the Labour Relations Act 66 of 1995, reflect an ongoing effort to modernise labour law. In labour relations, adaptability is essential [...]
Employers generally enjoy discretion in recruitment decisions – but that discretion is not unlimited. Where appointment decisions are unfair, irrational, or discriminatory, employers may face legal consequences. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)
Workplace bullying is not just a human resources issue; it is a serious legal risk. The High Court judgment in Louw v Netcare Universitas Hospital confirms that employer inaction in the face of bullying can result in significant civil liability, well beyond the CCMA or Labour Court. By Carl Ranger Head of Training at Consolidated [...]
Insolence and insubordination often appear together in workplace disciplinary matters, but they are not the same offence. Insolence generally refers to rude, disrespectful, or contemptuous behaviour towards an employer or manager. Insubordination, by contrast, involves the deliberate refusal to obey a lawful and reasonable instruction. While these forms of misconduct are closely related, Courts have [...]
While serious misconduct is easy to spot, time theft is far more subtle and increasingly common. From excessive social media use to extended breaks, employers often struggle to determine when wasted time crosses the line into misconduct, justifying dismissal. By Carl Ranger Head of Training at Consolidated Employers Organisation (CEO SA)