Die nuwe Diensbillikheidswetswysings van toepassing vanaf hierdie jaar verander die proses van deregistrasie as aangewese werkgewer.

Employers, please take note of the increase in the National Minimum Wage (NMW), the decrease in the prescribed tax-free rate per kilometre and the increase in the Basic Conditions of Employment Earnings threshold to review the impact on your payroll.

Die wysigings aan die Wet op Diensbillikheid (EE), wat op 1 Januarie 2025 in werking getree het, het betekenisvolle gevolge vir sowel klein as groot ondernemings. Hierdie veranderinge is daarop gemik om transformasie in die werksplek te versnel en billikheid en inklusiwiteit te bevorder.

The Employment Equity Amendment Act, No. 4 of 2022 has not yet become effective. As a result of the pending commencement date of the EE amendment Act, No. 4 of 2022, all designated employers must submit their 2024 EE Reports (EEA2 and EEA4 forms).

Whilst an Employer is considering what can be put in place to create a physical safe working environment, Employers are encouraged to also consider areas where harassment can possibly occur and what preventative measures can be introduced to ensure that Employees are always treated with dignity and respect.

The Department of Employment and Labour has recently adjusted the earnings threshold under the Basic Conditions of Employment Act (BCEA). The new threshold took effect on 1 April 2024.

According to the World Health Organisation, burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.

An incomplete Curriculum Vitae (CV) with errors can be standing between you and your next job opportunity.

The Unemployment Insurance Act No. 63 of 2001 provides security to workers when they become unemployed. Lesser known is the fact that the UIF also provides a death benefit and employees can lodge a death benefit nomination form with the UIF.

It has been widely accepted by the Labour Court and the CCMA that polygraph testing in the workplace is highly contentious and the admissibility of its results remains debateable. Does this mean that an employer cannot use polygraph testing?