In the intricate landscape of employment law, employers often grapple with whether or not to dismiss an employee. Two primary grounds for dismissal, incapacity and misconduct, stand out, each requiring a distinct approach and understanding.
Workers who suffer injuries while on duty are entitled to compensation and support to help them recover and get back to work. The system for paying for injuries on duty is essential to workers’ rights and social protection. Here are some critical aspects to take note of…
Failure to follow the correct procedures upon the sale or purchase of a farm could lead to employees referring the dispute to the Commission for Conciliation, Mediation and Arbitration (CCMA) or Labour Court
The most notable amendment is the narrowing of the definition of “designated employer”, which now means that employers employing less than 50 employees, irrespective of their annual turnover, will no longer form part of the designated employer definition.
Severance pay is given to an employee where they are “dismissed for reasons based on the employer’s operational requirements.” However, there are instances where an “operational requirements” retrenchee is not entitled to severance pay.