As AI adoption accelerates amid economic austerity, South African employers face rising wage pressure, skills bifurcation and new bargaining demands. This article examines how AI, unemployment and inequality are converging to reshape employment relations, and outlines a “new workplace deal” built on consultation, reskilling, fair transitions, and shared productivity gains.

In De Weijer v Babcock Africa Services, the Labour Court confirmed that a retrenchment during the COVID-19 downturn was substantively and procedurally fair. The judgment highlights how operational necessity, role redundancy, consultation, disclosure of financial information, and limits on bumping are assessed under section 189 of the Labour Relations Act.

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.

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.

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.

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 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.

A strong B-BBEE strategy is now essential for competitiveness. With evolving Sector Codes and tighter verification scrutiny, organisations must align Skills Development, Procurement and ESD practices to unlock real scorecard value. Effective tracking of black-owned suppliers, verification-ready evidence, and linking bursaries, learnerships and absorption to measurable points can prevent audit losses and improve transformation impact ahead of 2025.

Job hugging—the tendency for employees to cling to their jobs despite dissatisfaction—is rising in South Africa amid economic uncertainty and limited job mobility. High unemployment and fears of retrenchment drive this behaviour, reducing innovation and engagement. Employers can counteract job hugging by promoting growth, transparent communication, and career development to restore trust and productivity while building a resilient workforce.

Swearing at a boss may feel impulsive, but in South African labour law, emotional outbursts seldom excuse misconduct. The Labour Relations Act recognises verbal abuse toward senior leaders as gross misconduct and insubordination. Dismissal can be fair if trust breaks down and procedures are followed. While stress or provocation may mitigate, the law prioritises respect, discipline, and procedural fairness over emotional impulse.

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.

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.

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

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.

Employment Equity in SA is no longer just compliance—it’s a competitive advantage driving transformation, growth, and inclusive workplaces.

Women SDFs are reshaping SA workplaces, driving skills, equity, and innovation to build inclusive, future-ready organisations.