The concept of a “broken trust relationship” is frequently invoked in misconduct dismissals. However, it is also one of the most misunderstood and misapplied principles in labour law. While trust may be relevant to sanction, it is neither automatic nor decisive. This infographic clarifies when trust matters, when it does not, and the common legal errors employers make in relying on it.
By Carl Ranger
Head of Training at Consolidated Employers Organisation (CEO SA)