As coalition politics, institutional pressure and global instability intensify, South African employers face a shifting employment relations landscape. This article explains how political drift fuels aggressive wage bargaining, strike action and policy uncertainty, and why boards must treat labour stability as a strategic risk. It highlights the importance of fair procedures, social dialogue and workplace partnership to protect business continuity and the social licence to op

As scrutiny on transformation deepens, South African organisations must move beyond reactive B-BBEE compliance. This article outlines a blueprint approach that embeds B-BBEE into business strategy, aligns leadership, integrates scorecard elements, and uses smart monitoring to turn transformation into a long-term growth and credibility advantage in 2026 and beyond.

Prepare your HR function for 2026 with a practical playbook covering equal parental leave, AI adoption, policy alignment and ethical digital transformation. Learn how to strengthen compliance, productivity and employee engagement in a fast-changing workplace.

The Labour Appeal Court confirmed the fair dismissal of 19 employees involved in strike-related misconduct at Polyoak Packaging, clarifying how interdict breaches, video evidence, and consistent disciplinary standards influence dismissal disputes.

As 2026 begins, organisations and professionals face rapid change driven by AI, digital tools and evolving labour and compliance frameworks. This article explains why January is the strategic moment to invest in professional development, align new budgets and development plans, and build sustained capacity in ethical AI use, digital skills, POPIA, employment equity and workplace transformation.

Using the bee colony as a strategic metaphor, this article explains how Broad-Based Black Economic Empowerment works best as an integrated growth strategy rather than a compliance exercise. It explores how ownership, management control, skills development, enterprise and supplier development, and socio-economic development can operate in synergy to build resilient businesses, empower black talent, strengthen SMEs and drive inclusive economic growth.

South Africa’s GDP per hour worked lags leading economies, but organisations can narrow the gap without waiting for macro reforms. This article explains what productivity is, why it matters, where South Africa sits globally, and the most effective workplace levers: digital tools and infrastructure, job and process redesign, targeted skills development, fair performance management, and trust-building leadership.

Vodacom v Makate (“Please Call Me”) reshapes South African review law. The Constitutional Court held that decision-makers must properly consider material issues and give adequate reasons; process defects can justify setting aside awards even if outcomes seem reasonable. It confirmed three review routes for CCMA awards: LRA s145, s145 read with Constitution s34, and direct reliance on s34. Matter sent back to the SCA.

The National Minimum Wage Commission has proposed a 2026 increase of CPI plus 1.5%, following its annual review under the National Minimum Wage Act. With the current wage at R28.79 per hour and 5.5 million workers affected, employers are invited to submit representations by 12 January 2026. The proposal highlights compliance risks, SMME impact, enforcement priorities and available relief measures.

New OHS regulations issued in December 2025 tighten employer duties on space standards, housekeeping, fire safety, escape routes, flooding risks, risk assessments and first-aid coverage. The rules introduce explicit criminal penalties, requiring employers to redesign workspaces, improve emergency readiness, maintain risk-assessment systems and ensure certified first-aiders per shift. Proactive audits are now essential to avoid liability.

Advance your HR career with the Advanced Occupational Certificate: HRM Officer (NQF 6). This qualification equips HR professionals to move from admin and transactional tasks into true strategic partnership. Blend knowledge, practical skills, and workplace application to manage talent, design organisations, support employment relations, and align people strategy with business goals in a fast-changing, digitally enabled workplace.

The Labour Appeal Court overturned a ruling that an ethical hacker at Sanlam was constructively dismissed, finding he resigned voluntarily and had not proven intolerable working conditions. Mental-health arguments raised only at review were rejected, with the Court confirming that incapacity and constructive dismissal must not be conflated. The CCMA’s original finding was restored, offering clarity on mental-health claims in dismissal disputes.

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South Africa’s labour-relations landscape is becoming more complex, driven by expanding case law, rising compliance demands and digital transformation. An NQF 6 Labour Relations Practice qualification equips practitioners with advanced legal, strategic and workplace-ready skills. Organisations benefit through fewer disputes, stronger compliance and improved IR capability. As labour dynamics evolve, formalised training has become essential for HR, legal and IR professionals.

B-BBEE works best when viewed not as compliance but as coordinated empowerment. Like an ant colony, South Africa’s economy thrives when every participant plays a meaningful role. Effective B-BBEE aligns ownership, skills development, supplier development and socio-economic investment into a unified growth ecosystem. By shifting from tick-box reporting to collaborative strategy, businesses can unlock new markets, build resilient supply chains and drive inclusive, long-term eco

The Constitutional Court’s Van Wyk judgment clarifies who qualifies for parental leave under the BCEA: only those who assume full parental rights under the Children’s Act. Foster parents, recognised as temporary caregivers without guardianship, do not meet this threshold. Likewise, surrogate mothers hold no parental rights in valid surrogacy agreements—parental status vests in the commissioning parents at birth. While the law is clear, the ruling raises important policy quest

Black Economic Empowerment (BEE) remains central to South Africa’s transformation agenda, but is it empowering the many or enriching a connected few? This article unpacks how BEE has shifted ownership and opportunity, where it has fallen short, and why businesses must move beyond scorecard compliance. It explores practical ways to drive broad-based, grassroots empowerment through black SMEs, skills development, inclusive procurement, and true economic participation.

The Labour Appeal Court in SACCAWU v Putini re-affirmed that labour disputes must be resolved swiftly and that unions and employers may not abuse procedural rules to delay justice. After years of litigation over a 2010 dismissal and a CCMA reinstatement award made an order of court under section 158(1)(c) of the LRA, the LAC upheld the appeal but confirmed the employee’s right to reinstatement and ordered SACCAWU to pay costs.

AARTO’s phased rollout will soon expand administrative traffic enforcement nationwide, making employer readiness essential. With delays to implementation, organisations have a brief window to update policies, monitor fines, track driver demerit points, and prepare for licence suspensions that may disrupt operations. By auditing systems, creating clear AARTO procedures, and training staff now, employers can reduce financial and operational risks before nationwide enforcement b

The Labour Appeal Court has upheld Eskom’s “pipeline” shortlisting policy as lawful under the Employment Equity Act. The Court found that prioritising designated groups for senior roles to advance transformation does not constitute unfair discrimination, provided it’s rational, flexible, and not an absolute barrier. This ruling clarifies that preferential recruitment may form part of legitimate employment equity strategies aligned with constitutional principles.