The Labour Appeal Court in IMATU obo Spangenberg v Overberg District Municipality [2024] ZALAC 56 reaffirmed that employers cannot unilaterally alter agreed job descriptions or bypass approved job evaluation systems. The LAC reinstated the arbitration award, finding the Labour Court exceeded its powers by directing the PAC to act outside its mandate. The ruling underscores the sanctity of job evaluation processes and the limits of managerial discretion in labour relations.

Poor employee offboarding exposes South African companies to POPIA breaches, IP theft, and reputational harm. A structured exit framework protects data, enforces legal obligations, and preserves institutional knowledge. From asset recovery and access control to confidentiality reminders and exit interviews, strategic offboarding is a compliance safeguard and culture-building tool that turns risk into operational resilience.

Mental health in South African workplaces demands urgent attention. Post-COVID, anxiety, burnout, and depression have surged. Employers must move beyond compliance with the OHSA, EEA, BCEA, and COIDA to create safe, compassionate environments. From men’s mental health awareness to practical actions like EAPs, flexible work, and empathetic leadership, it’s time to normalise help-seeking and make mental wellbeing a daily workplace priority.

South Africa’s Home Affairs has extended Lesotho and Zimbabwe Exemption Permits (LEPs and ZEPs) to 28 May 2027, offering temporary relief but prolonging uncertainty. Employers must still verify all foreign nationals’ work status, maintain proper documentation, and prepare for compliance inspections. The latest extensions highlight the need for proactive immigration due diligence and long-term workforce planning amid ongoing policy indecision.

AI is transforming how South African organisations measure B-BBEE SED. Beyond spreadsheets, it enables automated beneficiary checks, impact scoring, NLP insights, forecasting, and real-time dashboards. The result is credible, audit-ready reporting that proves meaningful spend and guides higher-impact projects. AI turns SED from a tick-box task into a data-driven, strategic pillar that amplifies human outcomes and measurable, sustainable change.

The Labour Appeal Court in Potgieter v Samancor Chrome Ltd [2025] ZALAC 15 confirmed that an arrear wages claim only prescribes once reinstatement occurs, not when reinstatement is ordered. Since the employee’s claim was filed within three years of actual reinstatement, the Court found prescription properly interrupted. The ruling clarifies that reinstatement revives employment first before wages become claimable, protecting employees’ right to arrear pay recovery.

South Africa’s 2025 labour law landscape brings faster legal changes and stricter compliance demands. From new case law on dismissal and strikes to evolving Employment Equity reporting, pay transparency, and policy implementation standards, employers face higher stakes than ever. The Annual Labour Law Update 2025 helps HR, IR, and executives navigate these shifts with practical toolkits, curated case digests, and nationwide sessions to future-proof workplace policies and redu

The Constitutional Court’s landmark ruling in Van Wyk and Others v Minister of Employment and Labour transforms parental leave in South Africa. Declaring sections of the BCEA and UIF Act unconstitutional for discriminating against fathers, adoptive, and commissioning parents, the Court ordered immediate interim relief: any two parents can now share four months’ leave. Employers must urgently update policies, payroll, and contracts to ensure compliance and avoid unfair discrim

SA employers face growing legal and cyber risks as technology, social media, and AI reshape the workplace. A robust IT Acceptable Use, Cybercrime, Social Media & AI Policy is now essential for compliance and resilience. Aligning with the Cybercrimes Act, POPIA, ECTA, RICA, and labour law safeguards privacy, mitigates cybercrime, and ensures fair, ethical AI use. Clear rules, training, and incident response protocols protect companies from legal exposure and reputational harm

LAC upholds 2015 restraint of trade: Jones v Compendium confirms enforceability where no clear novation exists, safeguarding employer interests.

Build a compliant, future-ready resourcing policy in SA—align EE, POPIA, fair pay, and recruitment best practices to support business and transformation.

Fair grievance systems boost retention, trust & compliance. Build clear, timely processes to prevent CCMA disputes & protect culture.

Protect your brand: SA employers need clear social media policies, training & compliance to manage risks in today’s digital workplace.

Human-in-the-Loop AI safeguards fairness in SA workplaces—ensuring ethical recruitment, EE compliance, and dignity in sensitive decisions.

Solidarity v Minister tests affirmative action compliance. Outcome may reshape SA’s Employment Equity Regulations and employer obligations.

A significant ruling, delivered on 29 August 2024, in the matter of UMICORE CATALYST SOUTH AFRICA (PTY) LTD V NUMSA AND OTHERS (PA3/23)...

Workplace romances aren’t banned in SA law, but fair policies on disclosure, conflicts, and conduct are vital for trust and compliance.

Master EE compliance: submit accurate EEA2 & EEA4 reports by 15 Jan 2026. Avoid penalties—join our accredited training on 7 Oct 2025.

The Constitutional Court has clarified whether dismissal after retirement age is automatically unfair under the Labour Relations Act. In MISA v Great South Autobody CC [2024] ZACC 29, the Court split on whether dismissal months after the agreed retirement age amounts to unfair age discrimination. While some judges argued that delay could waive the employer’s right, the majority held that section 187(2)(b) allows dismissal at any time after the agreed retirement age, provided

Effective employment equity (EE) is essential for inclusive workplaces and legal compliance in South Africa. The Employment Equity Act distinguishes between designated employers (50+1) with full obligations, and non-designated employers (50-1) with lighter requirements. From EE committees and annual reporting to fair discrimination rules and certificates of compliance, knowing these differences ensures businesses stay compliant while building equitable, competitive workplaces