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.

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

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

South Africa’s unemployment rises to 32.9% in Q1 2025, with youth joblessness at 62.4%—calling for urgent, united action.

COSATU's protest on 7 October urges employers to prioritise preparedness, communication, and contingency plans to ensure business continuity

Explore alternatives to retrenchment under the Labour Relations Act, focusing on cost reduction strategies to retain employees.

Understanding procedural fairness in retrenchment is crucial for avoiding negative outcomes at the CCMA.