Is your organisation prepared for COSATU’s protected nationwide protest action on 19 June 2026? Learn what Section 77 of the Labour Relations Act means for employers, including no-work-no-pay rules, employee participation rights, essential services obligations, workforce planning, picketing considerations, and strike preparedness strategies.

What are the biggest compliance risks facing South African organisations in 2026? Learn how upcoming Protected Disclosures Act amendments and new Consumer Protection Act direct marketing regulations affect whistleblower policies, reporting channels, consumer consent, opt-out requirements, governance frameworks, and compliance obligations. Understand what employers must do to reduce legal, operational, and reputational risk.

Can employees be dismissed for WhatsApp messages sent to colleagues? The Labour Court's decision in Weir Minerals Africa v NUMSA confirms that workplace communications which intimidate employees or discourage reporting misconduct can justify dismissal. Learn how the Court assessed the meaning of “impimpi”, the role of remorse, reinstatement, and the fairness of dismissal under South African labour law.

Can an employee be dismissed for failing to disclose a disciplinary record during a promotion interview? Learn how the Labour Court ruled in Hlangana v South African Local Bargaining Council, why misrepresentation was considered serious misconduct, and what the case means for employers, recruitment processes, workplace integrity, and trust-based employment relationships.

South Africa’s NCC Opt-Out Registry has changed the rules for direct marketing. Learn what businesses must do to comply with the Consumer Protection Act amendments, including NCC registration, monthly database cleansing, opt-out management, POPIA compliance, marketing consent requirements, and enforcement risks for email, SMS, WhatsApp, and telephonic campaigns.

B-BBEE procurement is evolving from a compliance exercise into a strategic driver of transformation, supplier resilience, and sustainable growth. Organisations embracing “procurement with purpose” strengthen supplier ecosystems, improve B-BBEE scorecard performance, and support black-owned enterprises through procurement strategies. By aligning procurement with enterprise development, governance, and localisation, businesses can unlock long-term competitive and transformation

South Africa’s 2026 POPIA health information regulations place stricter obligations on employers processing employee medical records, sick notes, occupational health assessments, and disability information. Learn about lawful processing grounds, operator agreements, health data security, cross-border transfers, and POPIA compliance risks for HR and occupational health environments.

MLLU BotBuddy 2026 is a labour law AI assistant built for South African employers, HR professionals, ER practitioners, and legal teams. Trained on labour law update content and South African case law from 2023 onward, it helps users search cases, generate policy clauses, create compliance checklists, and support disciplinary and workplace processes. Delegates attending the Mid-Year Labour Law Update 2026 receive exclusive six-month access.

South African labour law generally requires precautionary suspension to remain on full pay. But recent Labour Court rulings confirm that employers may convert suspension to unpaid where employees deliberately delay disciplinary hearings through postponements, sick notes, or abuse of process. Learn what the law says and what employers should document.

Employment Equity Committees are becoming central to compliance, consultation, and transformation governance in South Africa. Learn how EE Committee capacitation helps organisations manage sectoral targets, DG Reviews, EE Plans, workforce analysis, and Employment Equity reporting effectively in 2026.

The Labour Law Amendment Bill proposes limiting reinstatement for employees earning above R1.8 million. This article explains how unfair dismissal remedies may change, the legal and business implications, and what employers and executives should prepare for in South Africa.

Artificial intelligence is transforming hiring, performance management, and workplace monitoring. This article explains why South African employers need an AI policy now, how existing laws like POPIA, the LRA, and the EEA already regulate AI use, and what a compliant AI governance framework should include.

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 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.

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.

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.

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.

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.