Can an employee stop a disciplinary hearing with a doctor’s note? This article explains South African labour law on sick notes, postponements, hearsay evidence, and in absentia hearings. It unpacks key cases showing why a certificate saying “unfit for work” may not be enough to justify non-attendance at a disciplinary enquiry.

The Mid-Year Labour Law Update 2026 gives South African employers a clear view of key legal developments, case law, and compliance risks from the first half of the year. Learn how to adjust policies, strengthen processes, and prepare for emerging workplace challenges before they escalate.

The Minister of Employment and Labour has increased the BCEA earnings threshold to R269 600.90 per year, effective 1 May 2026. This change affects which employees qualify for protections on working hours, overtime, meal intervals, rest periods, Sunday work, night work, and certain public holiday pay rules. Employers should audit payroll, contracts, and workforce classifications to stay compliant.

Artificial intelligence is reshaping how work is done across HR, finance, operations, and leadership. This article explores how organisations in South Africa can build real AI capability, move beyond experimentation, and apply AI tools effectively through structured, practical learning.

When does one incident justify multiple disciplinary charges? This article explains the legal test for splitting charges in South African labour law, with key case insights on fairness, evidence, and how employers should draft defensible charges.

Automation is becoming essential for South African businesses facing rising costs and complexity. This article explains how organisations can identify automation opportunities, improve HR and labour law processes, and build internal capability for long-term efficiency and compliance.

Fuel price increases in South Africa are impacting business costs and employment decisions. This article explores how employers can respond responsibly, avoid reactive retrenchments, manage legal risk, and make sustainable, well-sequenced workforce decisions during economic pressure.

Supervisors are critical to organisational performance. This article explores how to develop frontline managers into effective leaders through communication, delegation, conflict management, and coaching skills in modern workplaces.

Managing organisational change in South Africa requires a structured, compliant, and people-focused approach. This guide covers key steps including legal considerations, employee engagement, leadership alignment, and implementation strategies to ensure successful and sustainable business transformation.

The new Code of Good Practice: Dismissal (2025) builds on Schedule 8 but introduces a more structured approach to misconduct cases. This article explains how to determine guilt, assess sanction, apply consistency, and evaluate trust, harm, and fairness in disciplinary processes under South African labour law.

POPIA has transformed how South African organisations manage personal information. This article explains key compliance requirements, risks of non-compliance, and how businesses can move from fragmented policies to structured, organisation-wide data protection practices.

From SATAWU v Garvas to SACCAWU v Massmart, South African labour law has clarified civil liability for strike-related damage. This article explains the shift toward High Court delictual claims, the role of foreseeability and prevention, and what employers and unions must prove in strike violence cases.

The Kunene v Akani Egoli judgment is a major warning to South African employers: disclosures made during grievance processes can qualify as protected disclosures under the Protected Disclosures Act. This article explains the case, the legal protections for whistleblowers, the risks of retaliation, and why every organisation needs a clear whistleblowing policy and trusted internal reporting channels.

Effective workplace discipline in 2026 requires fair processes, strong evidence, and consistent decision-making. This article explores how to manage misconduct, conduct disciplinary hearings, and reduce unfair dismissal risk through structured, legally sound practices.

COIDA reforms and 2026 regulations are transforming how employers must manage workplace injuries in South Africa. This article explains why injury-on-duty starts before the claim form, and how rehabilitation, return-to-work, and integrated case management are now essential for compliance, fairness, and labour law defensibility.

A Labour Appeal Court ruling involving Standard Bank clarifies when negligence and failure to follow internal policies justify dismissal. The case highlights the importance of clear procedures, employee accountability, and the duty of honesty and fidelity expected in the financial services industry.

Within the B-BBEE framework, skills development plays a critical role in building economic participation and sustainable transformation. This article explores how organisations can move beyond compliance by investing in learnerships, internships, bursaries and leadership development to strengthen talent pipelines, support youth employment and drive long-term national growth.

South Africa’s whistleblower framework is under growing pressure to evolve. This article explores how the Protected Disclosures Act and Labour Relations Act interact in the workplace, why current protections are seen as inadequate, and how proposed reforms may expand employer duties, strengthen anti-retaliation measures, and reshape whistleblowing as a core governance and employment law issue.

South Africa’s new COIDA Rehabilitation and Return-to-Work Regulations place legal duties on employers to support injured workers through structured rehabilitation and reintegration programmes. Learn key compliance steps, employer obligations, and how the new framework prioritises human recovery.

A landmark Labour Court ruling clarifies that the Prescription Act does not apply to internal disciplinary proceedings. Employers may discipline historical misconduct, although unreasonable delays may still affect procedural fairness and CCMA outcomes.