South Africa’s 2026 Budget Speech was framed as a turning point — and for once, that is not just political rhetoric. With public debt stabilising, inflation moderating, and previously announced tax hikes withdrawn, Treasury has sent a clear message: discipline is back, but so is accountability. For HR leaders and executives, the real question is not what the Budget says, but what it demands of leadership inside organisations. Here are the key strategic takeaways for HR leaders and EXCOs — and how to implement them at workplace level. Wage Pressure Is Coming — But the Budget Won’t Absorb It for You While personal income tax brackets and rebates have finally been adjusted for inflation, this merely prevents fiscal drag — it does not meaningfully increase employees’ disposable income. At the same time: Fuel levies and sin taxes increase from 1 April 2026 Cost-of-living pressures remain structurally embedded CPI is forecast at approximately 3.4% Strategic HR response: Expect renewed collective bargaining pressure, particularly in unionised environments Budgetary relief from Treasury will not translate into wage moderation expectations from employees What to do now: Move early on data-driven wage benchmarking Revisit total reward models (benefits, flexibility, non-cash value) Prepare defensible affordability positions aligned to operational sustainability This is a year where poor wage strategy will translate directly into labour instability.   “Do More With Less” Is Now Official Policy — And It Applies to You Treasury’s emphasis on spending efficiency, headcount discipline and productivity mirrors what many private employers are already experiencing. The era of growth-through-headcount is over. Strategic HR response: Workforce planning must shift from numbers to capability density Performance management systems must withstand scrutiny Underperformance will increasingly be framed as a cost and governance issue What to do now: Audit role design and spans of control Strengthen incapacity and poor performance processes Ensure line managers are trained to manage performance lawfully and decisively Skills Investment Is a Business Imperative — Not an ESG Nice-to-Have With modest GDP growth projected, productivity — not expansion — will drive competitiveness. Strategic HR response: Skills development must be tightly linked to business-critical capability Training spend will face sharper ROI scrutiny What to do now: Align skills plans to operational bottlenecks Prioritise scarce and future-critical skills Use training as a retention and redeployment tool Small Business Relief = Restructuring Flexibility Increased VAT thresholds and CGT relief signal intent to support business sustainability. Strategic HR response: Commercial flexibility must be balanced with labour law compliance Section 197 and operational requirements dismissals remain high-risk What to do now: Review contractor and outsourcing models Stress-test restructuring strategies against labour legislation Involve legal advisors early Governance, Compliance and Ethics Are Back in the Spotlight Regulatory tolerance is shrinking. Strategic HR response: HR governance failures will increasingly be viewed as reputational and financial risk What to do now: Audit disciplinary and investigation processes Ensure consistent consequence management Align HR risk reporting with Board and audit structures The Bottom Line The 2026 Budget does not promise growth through spending. It demands growth through leadership, discipline and execution. People strategy is now fiscal strategy. Those who align workforce decisions to economic reality will build resilience. Those who do not will manage disputes, disengagement and reputational risk. The Annual Employment Conference #AEC2026 brings together South Africa’s leading labour, HR, and employment-relations experts for a deep dive into the most urgent challenges facing employers in a changing world of work. 2026's conference promises to unpack the economic, technological, and legislative forces reshaping the workplace, offering practical insights on navigating organisational change, managing workforce risks, strengthening compliance, and preparing for the next wave of policy reform. Delegates will gain forward-looking guidance from top practitioners, case-based analysis of emerging employment trends, and strategic tools to build resilient, future-ready workplaces. Register now: https://www.globalbusiness.co.za/gbs-event-details/annual-employment-conference-2026 View our upcoming events: Upcoming Events  and Qualifications ,   like Annual Employment Conference 2026 (#AEC2026), WSP/ATR, Needs Analysis, Planning & Reporting , Higher Occupational Certificate: HRM Administrator NQF5 , and Advanced Occupational Certificate: HRM Officer (NQF 6). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Why 2026 will be a defining year for employers South African employers are heading into a year where the “people agenda” and the “technology agenda” can no longer be run separately. HR leaders are expected to manage legal compliance, labour stability, workforce capability, productivity, and culture while also responding to the accelerating adoption of artificial intelligence (AI) and digital tools. The result is a new kind of employment risk: not only whether you comply, but whether your organisation can adapt fast enough to remain competitive and credible to employees, unions, clients, and regulators. That is why the Annual Employment Conference (#AEC2026) is positioned around a practical theme that many organisations are actively wrestling with: how to combine Human Insight and Artificial Intelligence  to make better workforce decisions, improve execution, and protect the organisation in a fast-changing environment. The key conversations employers are prioritising right now The most valuable employment conferences are the ones that help teams connect the dots across disciplines that usually sit in silos. In 2026, those dots increasingly include labour-law risk, the impact of AI on HR decision-making, and the operating reality of transformation, productivity, and governance. #AEC2026 is framed as a one-day, case-study-driven platform where HR, ER, and leadership teams can align on what’s changing and what to do next, with an emphasis on real-world implementation rather than theory. What “future of work” means in practice, not slogans For many organisations, “future of work” has become shorthand for several concrete challenges. The first is decision quality: hiring, performance, discipline, and policy decisions must be consistent, defensible, and data-informed. The second is speed: policy shifts and workforce pressures require rapid interpretation and rollout across sites and business units. The third is trust: employees need to believe decisions are fair, explainable, and not outsourced to opaque tools. Any HR or leadership strategy that ignores these three pressures tends to create unnecessary conflict and reputational risk. Why CPD-focused learning still matters for business outcomes When HR and ER teams stay current, the payoff is usually operational: fewer avoidable disputes, cleaner processes, stronger manager capability, and better internal communication. Events that package learning into clear takeaways and practical examples help teams build shared language and improve consistency across the organisation. AEC2026 also offers SABPP-accredited CPD HR points , which can be useful for professionals who need formal recognition alongside practical learning. A low-key next step If this is on your 2026 priority list, the Annual Employment Conference (#AEC2026)  takes place on 12 March 2026 , with an in-person option at The Maslow Hotel, Sandton , and a virtual option on Microsoft Teams . Pricing on the event page is R3,990 (excl. VAT)  for the Johannesburg session and R2,990 (excl. VAT)  for the MS Teams virtual session, and there is also a table booking option  with a group discount code listed for teams attending together. The Annual Employment Conference #AEC2026 brings together South Africa’s leading labour, HR, and employment-relations experts for a deep dive into the most urgent challenges facing employers in a changing world of work. 2026's conference promises to unpack the economic, technological, and legislative forces reshaping the workplace, offering practical insights on navigating organisational change, managing workforce risks, strengthening compliance, and preparing for the next wave of policy reform. Delegates will gain forward-looking guidance from top practitioners, case-based analysis of emerging employment trends, and strategic tools to build resilient, future-ready workplaces. Register now: https://www.globalbusiness.co.za/gbs-event-details/annual-employment-conference-2026 View our upcoming events: Upcoming Events  and Qualifications ,   like Annual Employment Conference 2026 (#AEC2026), WSP/ATR, Needs Analysis, Planning & Reporting , Higher Occupational Certificate: HRM Administrator NQF5 , and Advanced Occupational Certificate: HRM Officer (NQF 6). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

A landmark reform process has concluded at NEDLAC. Proposed amendments to four major pieces of labour legislation are now gazetted for public comment. Here is what you need to know — and why you need to act. After more than two years of intensive tripartite negotiations involving Government, Organised Labour and Organised Business, the National Economic Development and Labour Council (NEDLAC) has finalised its report on the most comprehensive review of South African labour law in over a decade. Proposed amendments to the Labour Relations Act (LRA) , the Basic Conditions of Employment Act (BCEA) , the Employment Equity Act (EEA), and the National Minimum Wage Act (NMWA) have now been gazetted for public comment. This is not routine legislative housekeeping. These amendments represent a fundamental reshaping of the employment law ecosystem — with far-reaching implications for how South African businesses hire, manage, discipline, retrench and compensate their workforce. What Has Changed — And What Remains Contested Business representatives, led by BUSA Labour Market Convenor Jonathan Goldberg , fought hard at the negotiating table and achieved some remarkable outcomes. Key wins for the employer community include: A new earnings threshold of R1.8 million per annum limiting reinstatement as a remedy for high-paid employees in non-automatic unfair dismissal cases — reducing lengthy and costly CCMA disputes; A simplified test for procedural fairness — requiring only that an employee had a fair and reasonable opportunity to respond — aligned with updated case law; A two-year exemption for start-up businesses with fewer than 50 employees from extended bargaining council collective agreements, providing critical breathing room for new entrants; Reforms to section 189A large-scale retrenchment proceedings, restoring the ability to challenge all aspects of a retrenchment dismissal after the fact — reducing procedural complexity; A 24-month validity cap on section 77 socio-economic protest certificates , curtailing the abuse of stale certificates; Expanded CCMA jurisdiction and efficiency reforms — including the ability to consolidate related claims, expand the use of inquiries by arbitrators, and carry forward unexpended budget balances. These are meaningful achievements. They reflect sustained, strategic engagement by the business constituency and should be recognised as such. But There Are Areas That Demand Your Attention Not every outcome will be straightforward to manage. Several proposed amendments will require conscious and proactive risk management on the part of employers: Statutory severance pay is set to double — from one to two weeks per year of service for completed years after the Amendment Act commences. This has direct cost implications for workforce restructuring plans and financial modelling. The extended definition of "employee" — through a new Schedule 11 to the LRA — seeks to extend organisational, collective bargaining and freedom of association rights to non-standard workers and platform-based workers. The cost and operational implications of this extension are significant and not yet fully understood. New protections for "on call" workers under a proposed section 9B of the BCEA will impose minimum pay guarantees and advance notice obligations — directly affecting businesses that rely on flexible staffing models. The narrowing of the unfair labour practice definition — removing disputes about promotion, demotion, probation, training and benefits from the CCMA's jurisdiction — while welcomed by business, will require a careful review of internal escalation and grievance procedures. The Quantum Foods NMW amendment , which seeks to exclude contractual bonuses from minimum wage calculations, resolves a contentious LAC ruling — but requires businesses to review their remuneration structures and payroll configurations without delay. Proposed EEA amendments on arbitrary wage differentiation — while not yet agreed — signal a trajectory toward increased litigation risk on pay equity grounds that employers should begin stress-testing now. This Is a Call to Action The public comment period on these proposed amendments is a critical opportunity. Submissions made at this stage have real influence on whether amendments proceed in their current form, are modified, or are withdrawn entirely. If you are an employer, business owner, HR professional or industry body, you have both the right and the responsibility to make your voice heard. Consider the following steps: Read the proposed Amendment Bills (LRA, BCEA, EEA and NMWA Amendment Bills) and assess their specific impact on your sector and workforce model; Submit formal commentary through industry bodies, employer associations or directly to the Department of Employment and Labour; Attend briefings and webinars to ensure you fully understand what is proposed before the comment window closes; Begin scenario planning now — particularly around severance pay obligations, flexible staffing arrangements and employment equity compliance; Review contracts, policies and procedures in light of the new dismissal code, the revised ULP definition and the expanded definition of employee. Understand the Implications — Before It's Too Late Global Business Solutions (GBS), in partnership with Jonathan Goldberg, Labour Market Convenor for BUSA and one of the key business negotiators in the NEDLAC process, will be hosting a 2-hour webinar specifically designed to walk employers and stakeholders through these amendments — what they mean in practice, where the risks lie, and how to prepare. This is your opportunity to hear directly from those who were in the room. 📌 Given the importance and potential compliance impact of these reforms, we are hosting two Navigating South Africa’s Landmark Labour Law Reforms Pop-Up  sessions to unpack what this means in practice and what organisations should already be preparing for. Upcoming online sessions: 3 March 2026 - https://www.globalbusiness.co.za/gbs-event-details/navigating-sas-landmark-labour-law-reforms-pop-up-03-march-2026 25 March 2026 - https://www.globalbusiness.co.za/gbs-event-details/navigating-sas-landmark-labour-law-reforms-pop-up-25-march-2026 Alternatively reach out to us at: info@globalbusiness.co.za | 043 721 1030 South Africa's labour law is evolving. The question is not whether your organisation will be affected — it is whether you will be ready. COMPLIMENATRY COMPARISON: NEDLAC REPORT VS GOVERNMENT GAZETTE Provisions Unchanged from NEDLAC Report to Government Gazette Executive Summary This document compares the NEDLAC Final Report on the Labour Law Reform Process with Government Gazette No. 54220 dated 26 February 2026. The analysis identifies provisions that were agreed upon by all social partners (Business, Labour, and Government) during NEDLAC negotiations and subsequently included unchanged in the published Labour Law Amendment Bill, 2025. A total of 43 substantive provisions were agreed to by all parties in the NEDLAC process and incorporated into the Gazette without material changes. Overview of the NEDLAC Process The labour law reform process at NEDLAC ran from April 2022 until October 2024, comprising 28 task team meetings. The process addressed amendments to: Labour Relations Act (LRA) Basic Conditions of Employment Act (BCEA) Employment Equity Act (EEA) National Minimum Wage Act (NMW) The social partners established a Labour Law Reforms Task Team with facilitators, legal drafters, and technical support to negotiate proposed amendments. Detailed Comparison: Unchanged Provisions The following table sets out all provisions where consensus was reached by Business, Labour, and Government in the NEDLAC process and which appear unchanged in the published Government Gazette. Labour Relations Act Amendments – Part 1 Topic/Section NEDLAC Position Status in Gazette Key Details Labour Court Amendments (ss 153, 156, 160, 162, 167, 169, 170, 179) Agreed by all parties Clauses 25–33 of LRA Bill Institutional improvements including appointment procedures, jurisdiction clarification, cost discretion expansion Essential Services (ss 65, 70, 71(9), 72, 74) Agreed by all parties Clauses 5, 7–10 of LRA Bill Clarification of Essential Services Committee relationship to CCMA, promotion of minimum services agreements Bargaining Councils – Secret Ballot (ss 26(15)(a), 95(9), 26(15A)) Agreed by all parties Clauses 1–4 of LRA Bill Secret ballot requirement for closed shop agreements; 3-year lapse provision Bargaining Councils – Funding (s 32A(2)) Agreed by all parties Clauses 1–4 of LRA Bill Minister empowered to renew funding agreements for up to 36 months Bargaining Councils – Regulations (s 99) Agreed by all parties Clauses 12–16 of LRA Bill Ministerial regulations on record retention for strike and lock-out ballots Registrar Powers – Guidelines (s 106(4)) Agreed by all parties Clauses 12–16 of LRA Bill Minister to publish guidelines for registrar cancellation powers after Nedlac consultation Registrar Powers – Federations (s 107) Agreed by all parties Clauses 12–16 of LRA Bill Registrar authority to regulate federations of trade unions and employers' organisations Financial Records (ss 53, 98) Agreed by all parties Clauses 12–16 of LRA Bill Alignment with Companies Act 2008 financial reporting standards High-Paid Employees Remedies (ss 193(2A), 194(1), 194(4), 208B) Agreed by all parties Clauses 43, 46 of LRA Bill High earners limited to compensation (not reinstatement) except automatically unfair dismissals; compensation caps introduced High-Paid Threshold (s 208B) Agreed by all parties Clauses 43, 46 of LRA Bill R1,800,000 per annum for May 2024–April 2025; annual CPI adjustment on 1 May Test for Procedural Fairness (s 188(3)) Agreed by all parties Clause 33 of LRA Bill Fair and reasonable opportunity to respond standard; does not apply to retrenchments Labour Relations Act Amendments – Part 2 Topic/Section NEDLAC Position Status in Gazette Key Details Inquiry by Arbitrators – Whistleblowing (s 188A(13)) Agreed by all parties Clause 36 of LRA Bill Clarification of payment provisions in whistleblowing inquiries Section 189A – CCMA Rules Agreed by all parties Clause 37 of LRA Bill CCMA empowered to make rules for facilitations rather than Ministerial regulations Section 189A – Post-Facilitation Agreed by all parties Clause 37 of LRA Bill Unfair dismissal disputes may proceed to Labour Court without further conciliation after facilitation Section 189A – Procedural Fairness Challenge Agreed by all parties Clause 37 of LRA Bill Restoration of pre-189A position allowing retrenchment challenges post-dismissal CCMA – Picketing Jurisdiction Agreed by all parties Clauses 6, 18–22 Clarification of who may conciliate picketing disputes CCMA – Rules & Procedures Agreed by all parties Clauses 6, 18–22 Expanded CCMA jurisdiction across employment laws CCMA – Enforcement Role Agreed by all parties Clauses 6, 18–22 Legal status confirmed for CCMA enforcement role CCMA – Inquiry Fees Agreed by all parties Clauses 6, 18–22 Regulation of fees charged in section 188A inquiries CCMA – Expanded Mandate Agreed by all parties Clauses 6, 18–22 Statutory mandate expanded to include dispute prevention Arbitration Awards as Court Orders (s 143(5)) Agreed by all parties Clauses 38, 44, 45 Awards treated as Magistrate’s Court or Labour Court orders BCEA, EEA and Other Amendments Topic/Section NEDLAC Position Status in Gazette Key Details EEA – Harassment Claims Agreed by all parties Clauses 1–2 of EEA Bill Low-paid employees may refer any harassment claim to CCMA EEA – Bargaining Council Jurisdiction Agreed by all parties Clauses 1–2 of EEA Bill Accredited councils may determine EEA disputes BCEA – Severance Pay CCMA Jurisdiction Agreed by all parties Clause 4 of BCEA Bill CCMA jurisdiction clarified BCEA – Condonation Applications Agreed by all parties Clauses 6–10 CCMA may consider condonation for employer appeals BCEA – Compliance Orders Agreed by all parties Clauses 6–10 Clarification of adjudication powers BCEA – Consolidation of Claims Agreed by all parties Clauses 6–10 Arbitrator may consolidate related claims BCEA – Fines for Non-compliance Agreed by all parties Clauses 6–10, 12 Clarification of fine imposition proceedings Code of Good Practice on Dismissals Agreed by all parties Annexure G Updated unified Code applying to all dismissal categories Summary Statistics Total agreed provisions by all parties (Business, Labour, Government): 43 LRA amendments agreed by all parties: 32 BCEA amendments agreed by all parties: 7 EEA amendments agreed by all parties: 2 Codes and Regulations agreed by all parties: 2 Key Themes of Unchanged Provisions Institutional Efficiency and Jurisdiction Expanded CCMA jurisdiction across all employment laws Clarification of enforcement powers and procedures Streamlined dispute resolution processes Enhanced rule-making authority for dispute resolution bodies Labour Court Reforms All parties agreed to significant Labour Court reforms, including: Appointment procedures for judges Expanded discretion on costs Jurisdictional clarifications Confirmation as final court of appeal (subject to Constitutional Court) Essential Services and Bargaining Councils Enhanced Essential Services Committee processes Secret ballot requirements for closed shop agreements Extended funding agreement periods Improved registrar oversight mechanisms High-Paid Employees Restriction to compensation (not reinstatement) except automatically unfair dismissals Compensation caps for unfair dismissals and labour practices Annual CPI adjustment of threshold CCMA Operational Improvements Jurisdictional clarity across employment statutes Enhanced rule-making powers Expanded mandate including dispute prevention Consolidation of related claims Enforcement mechanisms and cost recovery Conclusion The Government Gazette No. 54220 of 26 February 2026 reflects substantial consensus achieved through the NEDLAC labour law reform process. All 43 provisions agreed upon by Business, Labour, and Government during negotiations have been incorporated unchanged into the published Labour Law Amendment Bill, 2025. These unchanged provisions primarily address: Institutional efficiency of labour market institutions Jurisdictional clarity and operational improvements Essential services regulation Bargaining council operations Dispute resolution procedures Enforcement mechanisms The high level of agreement on these technical and operational matters demonstrates the effectiveness of the NEDLAC social dialogue process in achieving consensus on labour law reform, even while other contested provisions remain subject to ongoing debate. References [1] National Economic Development and Labour Council. (2024). Final NEDLAC Report on the Labour Law Reform Process. NEDLAC. [2] Department of Employment and Labour. (2026, February 26). Labour Relations Act, 2025: Labour Law Amendment Bill, 2025. Government Gazette, 54220, Notice 3801. The Annual Employment Conference #AEC2026 brings together South Africa’s leading labour, HR, and employment-relations experts for a deep dive into the most urgent challenges facing employers in a changing world of work. 2026's conference promises to unpack the economic, technological, and legislative forces reshaping the workplace, offering practical insights on navigating organisational change, managing workforce risks, strengthening compliance, and preparing for the next wave of policy reform. Delegates will gain forward-looking guidance from top practitioners, case-based analysis of emerging employment trends, and strategic tools to build resilient, future-ready workplaces. Register now: https://www.globalbusiness.co.za/gbs-event-details/annual-employment-conference-2026 View our upcoming events: Upcoming Events  and Qualifications ,   like Annual Employment Conference 2026 (#AEC2026), B-BBEE Session 2 : Leadership That Looks Like South Africa, WSP/ATR, Needs Analysis, Planning & Reporting , Higher Occupational Certificate: HRM Administrator NQF5 , and Advanced Occupational Certificate: HRM Officer (NQF 6). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Annual Labour Law Update - PE/Gqeberha (#ALLU2025) Tuesday, 11 November 2025 | Live in PE/Gq R3 950.00 (Excl. VAT) Live | Optional SABPP Certificate (6 CPD Points) R55.00 #ALLU2025: Your Ultimate Guide to Labour Law Changes in South Africa Navigate the most impactful labour law shifts of the year with ALLU 2025 —South Africa’s flagship legal update for HR, legal, and business professionals. From digital transformation and foreign national compliance to the latest NEDLAC amendments and landmark court rulings, this event delivers everything you need to stay compliant and strategic. Join Jonathan Goldberg and the GBS leadership team for expert insights, a breakdown of 40+ game-changing cases, and a deep dive into the new Code of Good Practice on Dismissals, LRA, BCEA, EE, and NMW amendments. 📍 Live & Virtual Sessions | 🎓 6 CPD Points R3 950 Excl. VAT (Live) | R2 950 Excl. VAT (Virtual) ⚠️ Seats are limited—secure your legal edge today! Great news, registrations are OPEN! Register Now Time & Location 11 November 2025, Tuesday, 09:00 - 15:30 Live in Port Elizabeth/Gqeberha, EC About The Event The workshop will cover the following themes that are emerging in case law and statutory amendments, and which can not be ignored – Digital Transformation and Employment Law Recent Labour Court, Labour Appeal Court and Constitutional cases NEDLAC Proposed amendments on the LRA, BCEA, EE, and NMW Acts Risk Management and Compliance Innovation in LR Practices More Than Just an Update — Over R28 000 in Added Value Your Annual Labour Law Update 2025 ticket unlocks far more than a day of expert insight. Alongside practical guidance on 40+ key cases, policy updates, and emerging workplace trends, delegates receive exclusive tools and savings valued at over R28 000 — included in the ticket price. Policy & Template Pack – Ready-to-use HR and labour law documents (worth R3 000 excl. VAT). 50% Discount on a Harassment Assessment – Comprehensive organisational risk review and reporting (save up to R15 000 excl. VAT). 30% Discount on a 1-Year DE Bot Licence – Automate compliance tasks and workplace checks (value R9 000 excl. VAT). Free Absenteeism Webinar – Practical strategies to manage attendance and productivity (worth R1 000 excl. VAT). These bonuses alone exceed the cost of your ticket, whether you choose Virtual (R2 950) or Live (R3 950 with catering, networking, and a premium delegate gift). By attending ALLU 2025, you don’t just stay compliant, you leave equipped with tangible tools and savings that support your HR and legal strategy long after the event. Why Attend ALLU? 1. Labour Law Review – major changes coming out of NEDLAC unpacked The significant amendments to labour laws that arise from the NEDLAC social partner negotiations over the past 2 years will be addressed in the context of current and predicted case law. The resulting impact on policies, employment relations and costs, and workforce strategies will be addressed. The scope includes the amendments to the NMW Act, BCEA, LRA, and the EEA, which will probably be promulgated in Q3 or Q4 of 2025. 2. The Power of Being Ahead of the Evolution Curve Delve into the latest case law emanating primarily from the Labour Appeal Court, the Labour Court, and various topical arbitration awards that provide insight into current and imminent employment relations imperatives. These legal decisions cover the entire employment lifecycle regulated by labour law, from recruitment and selection, employment contracting and succession planning, remuneration and terms of employment, through dismissals, retirement and abscondments, and discrimination, as well as: Revolutionary interpretations of restraint of trade - from protecting business interests to ensuring fair competition, including selective enforcement and urgent applications Game-changing rulings on religious discrimination that redefine workplace accommodation and employee rights Critical new standards for operational requirement dismissals and alternative employment obligations Pivotal developments in handling sexual harassment claims and workplace gender discrimination Groundbreaking decisions on CCMA jurisdiction in dismissal disputes and res judicata Essential guidance on transfers of business under section 197 and employee rights Fresh perspectives on protected disclosures and whistleblower protection during disciplinary proceedings Must-know developments in workplace violence during strikes and employee misconduct Cutting-edge rulings on demotion and unfair labour practices Key decisions on collective agreement disputes and bargaining council jurisdiction Critical updates on fixed-term contract terminations and date of dismissal calculations Landmark rulings on employer and employee obligations regarding confidential information Pivotal cases clarifying disciplinary hearing requirements and procedural fairness Essential guidance on employee removals and dismissals following third-party instructions New boundaries in dishonesty dismissals and banking sector obligations 3. Plus a dedicated section covering all the latest statutory amendments, including: Comprehensive Labour Law Review (LRA, EEA, BCEA, NMW Act) New Code of Good Practice on Dismissal Employment Equity Amendment Act and Ministerial Targets This update brings together the most significant developments that will impact your workplace policies and procedures in 2025 and beyond. 4. In-Depth Learning Materials Participants who register for and attend the Annual Labour Law Update will be provided with a comprehensive set of presentation slides. These slides contain essential learning points for each case discussed during the seminar. You will also receive a meticulously curated compilation of over 200 Labour Law Cases, thoughtfully organized into various topics and presented in an electronic book form. We will unpack 40 of these most important cases. South Africa's labour law landscape continues to evolve at a rapid pace, presenting both challenges and opportunities for employers and employees alike. As Court interpretations refine existing statutes and new regulations emerge, organizations must stay vigilant to ensure compliance and foster positive workplace relations. The Annual Law Update (ALLU) is your essential guide to navigating this complex terrain. Led by Jonathan Goldberg, Chairman of Global Business Solutions and one of South Africa's foremost authorities on labour law, ALLU provides unparalleled insights into the latest legal developments. With his experience as Labour Market Chamber Convenor at NEDLAC and Ministerial appointment to the National Minimum Wage Commission, Jonathan offers a unique perspective on the forces shaping South African labour policy. Don't get caught off guard by shifting regulations or precedent-setting rulings. Join over 1000 of your peers at ALLU to get ahead of the curve and equip your organization with the knowledge needed to thrive in today's dynamic labour environment. Key Topics: IMPORTANT: In addition to the many Labour Appeal and Labour Court judgements, the impact of the vast amendments to labour laws that have been under negotiation at NEDLAC over the past 2 years will be an additional core focus area - this will include the coming amendments to the NMW Act, BCEA, LRA and the Employment Equity Act. South African Labour Law Update: Key Developments Restraint of Trade: Courts are strictly enforcing non-compete agreements that protect legitimate business interests, while dismissing overly broad clauses. Religious Discrimination: Employers must reasonably accommodate religious observances, as seen in a ruling favouring a marketing manager dismissed for refusing to work on the Sabbath. Workplace Assessment Practices: Psychometric testing for promotions upheld as valid when within policy guidelines and fairly administered. Operational Retrenchments: Courts remain strict on consultation requirements and objective selection criteria, even when business necessity is clear. Confidentiality Breaches: Employees reinstated after courts determined shared emails were not actually confidential, highlighting proportionality in discipline. Strike-Related Misconduct: Violent strike action has lost legal protection, with courts granting interdicts against participants in destructive industrial action. Jurisdictional Boundaries: Clarification on when disputes must go through CCMA conciliation before court proceedings, particularly for severance claims. Union Rights: Supreme Court reinforces union communication rights and protection from employer interference. Settlement Enforcement: Employers face contempt charges for non-compliance with settlement agreements, with courts taking avoidance of legal service seriously. Evidence Standards: Dismissal rulings overturned where arbitrators improperly relied on hearsay evidence, reinforcing fair hearing requirements. Retirement Age Disputes: Constitutional Court clarification on when dismissals based on age constitute discrimination. Workplace Bullying: New precedents requiring employers to take proactive measures against harassment and toxic work environments. #ALLU2025 is your comprehensive resource for understanding the current labour law landscape, equipping you with the knowledge to navigate and adapt to ongoing changes effectively. Don't miss this opportunity to stay ahead in South Africa's dynamic labour environment. Presented by Global Business Solutions (GBS) - Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form More about the presenter: Jonathan, AKA Johnny Goldberg Chairman, Global Business Solutions, Chartered Director, and Commissioner on the National Minimum Wage Commission Johnny is a renowned expert in South Africa’s labour law and regulatory landscape with over 30 years of experience. A trusted advisor and thought leader, Johnny has led high-level negotiations at plant, industry, and NEDLAC levels. Holding an MBA (Cum Laude), LLB, and Chartered Director status, he is a sought-after speaker and consultant on employment equity, wage negotiations, and business strategy. As a Commissioner on the National Minimum Wage Commission and Labour Market Convenor at NEDLAC, Johnny represents business interests in shaping national policy and transformation. Thembi Chagonda Joint-CEO, Global Business Solutions, and Employment Equity Commissioner Thembi, Joint CEO of Global Business Solutions, is one of South Africa’s leading HR consultants, with over 20 years of expertise in transformation, diversity, and skills development. A trusted advisor on BBBEE, Employment Equity, and HR compliance, Thembi holds a Bachelor of Social Science, a Postgraduate Diploma in Labour Law, and an Executive Certificate from Columbia Business School. As an Employment Equity Commissioner and industry leader, Thembi drives transformation initiatives, delivers impactful training, and shapes strategic HR solutions across sectors. Her leadership and contributions have positioned her as a key influencer in South Africa’s HR landscape. John Botha Joint-CEO, Global Business Solutions and CEO, Circle and Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. A former Group Executive Director of South Africa's largest JSE-listed workforce solutions company at just 31, John has represented South Africa at the International Labour Organisation and led key labour law negotiations at NEDLAC. His academic credentials include a BCom Honours, a Postgraduate Diploma in Labour Law, and executive training from Columbia Business School and MIT. Renowned for his innovative strategies and transformative insights, John is a sought-after speaker and trusted advisor, helping organisations drive growth while navigating complex regulatory environments. Register Now Be the first to know about upcoming events—keep in touch on our socials: Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 AI Compass Capacitation Programme – Ongoing Intake Now Open / Virtual Event Register Now Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 Virtual Event The AI Compass Capacitation Programme officially launched in February 2026, with over 80 delegates joining the first live session. Due to strong demand, additional places have been opened for professionals who would still like to participate. This is a structured 10-month capacitation journey, wi... Share Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 WSP/ATR, Needs Analysis, Planning & Reporting / Virtual Event Register Now Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 Virtual Event Join us for a practical two-day workshop to master the submission of Workplace Skills Plans and Annual Training Reports. Learn to navigate SETA grants portals, align training activities with compliance, and secure your Mandatory Grant application. Perfect for Skills Development Facilitators aimin... Share Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 COID Amendments Update / Virtual Event Register Now Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 Virtual Event The COID Amendment Act has changed employer obligations, reporting requirements, and coverage in a major way. Join this focused 1.5-hour webinar to understand the expanded definition of who is covered (including contractors, domestic workers and gig-economy workers), the updated compensation fram... Share Load More

COID Amendment Update Thursday, 12 February 2026 | Virtual R950.00 (excl. VAT) The COID Amendment Act has changed employer obligations, reporting requirements, and coverage in a major way. Join this focused 2-hour webinar to understand the expanded definition of who is covered (including contractors, domestic workers and gig-economy workers), the updated compensation framework, and the new compliance and digital submission requirements—so your organisation can stay compliant and reduce risk. 12 February 2026 | 09:00–11:00 | Zoom | R950 excl. VAT. Great news, registrations are OPEN! Register Now Time & Location 12 February 2025, Thursday, 09:00 - 11:00 Virtual About The Event The Compensation for Occupational Injuries and Diseases (COID) Amendment Act has significantly shifted the legal and operational landscape for employers, HR teams, and health and safety practitioners. Non-compliance exposes organisations to heightened risk through stricter record-keeping expectations, stronger safety obligations, and penalties. This 2-hour webinar provides a practical breakdown of what has changed and what you need to implement immediately to remain compliant. You will receive clear guidance on the Act’s expanded coverage, including the inclusion of contractors, domestic workers, and gig-economy workers , and how this affects your internal policies and workforce risk profile. We will unpack the revised compensation framework , including updated benefits, assessment rates, and calculation methods, and clarify the new reporting timelines and digital submission requirements that impact HR and compliance workflows. The session also covers updated procedures for medical practitioners and insurers , as well as the new return-to-work and rehabilitation provisions designed to promote reintegration of injured employees. Who should attend: HR Professionals, Health & Safety Officers, Compliance Managers, Business Owners and Directors, and Legal/Risk Advisors. Event details: 12 February 2026 | 09:00–11:00 | Virtual | R950 excl. VAT. Contact: info@globalbusiness.co.za for more info. Presented by Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form More about the presenter: John Botha Joint-CEO, Global Business Solutions and CEO, Circle and Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. A former Group Executive Director of South Africa's largest JSE-listed workforce solutions company at just 31, John has represented South Africa at the International Labour Organisation and led key labour law negotiations at NEDLAC. His academic credentials include a BCom Honours, a Postgraduate Diploma in Labour Law, and executive training from Columbia Business School and MIT. Renowned for his innovative strategies and transformative insights, John is a sought-after speaker and trusted advisor, helping organisations drive growth while navigating complex regulatory environments. Register Now Be the first to know about upcoming events—keep in touch on our socials: Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 AI Compass Capacitation Programme – Ongoing Intake Now Open / Virtual Event Register Now Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 Virtual Event The AI Compass Capacitation Programme officially launched in February 2026, with over 80 delegates joining the first live session. Due to strong demand, additional places have been opened for professionals who would still like to participate. This is a structured 10-month capacitation journey, wi... Share Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 WSP/ATR, Needs Analysis, Planning & Reporting / Virtual Event Register Now Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 Virtual Event Join us for a practical two-day workshop to master the submission of Workplace Skills Plans and Annual Training Reports. Learn to navigate SETA grants portals, align training activities with compliance, and secure your Mandatory Grant application. Perfect for Skills Development Facilitators aimin... Share Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 COID Amendments Update / Virtual Event Register Now Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 Virtual Event The COID Amendment Act has changed employer obligations, reporting requirements, and coverage in a major way. Join this focused 1.5-hour webinar to understand the expanded definition of who is covered (including contractors, domestic workers and gig-economy workers), the updated compensation fram... Share Load More

Emoji Liability Crises Thursday, 05 February 2026 | Virtual R950.00 (excl. VAT) URGENT HR COMPLIANCE ALERT: Recent cases show emojis are now being used as evidence in harassment and discrimination disputes, exposing organisations to legal and reputational risk. Join our 1½-hour expert-led webinar to understand how the Employment Equity Act, POPIA, Cybercrimes Act, and PEPUDA apply to emoji use — and how to protect your company from litigation. Includes a FREE ready-to-implement Emoji Policy Template. Great news, registrations are OPEN! Register Now Time & Location 05 February 2026, Thursday, 09:00 - 10:30 Virtual About The Event Emojis may seem harmless, but they’ve become a legal minefield in modern workplace communication. South African companies now face rising risks of unfair discrimination and harassment claims , as well as potential loss of Employment Equity compliance certificates , due to unregulated emoji usage under the EE Amendments . The Emoji Liability Crisis webinar provides a practical, compliance-driven roadmap to safeguard your organisation. In this critical 1½-hour online session , leading Employment Equity and labour law experts unpack how emojis intersect with the Employment Equity Act , POPI Act , Cybercrimes Act , and Promotion of Equality and Prevention of Unfair Discrimination Act (PEPUDA) . You’ll explore real-world cases where emojis were admitted as evidence in harassment disputes, learn how courts interpret digital intent, and receive actionable guidance for immediate risk mitigation. What You’ll Learn: The South African legal framework governing digital communication and emoji use Recent case law and global precedents shaping employer liability A risk assessment model for identifying high-risk patterns and cultural or generational gaps Best-practice policy development and training strategies to prevent misuse Immediate protection steps – audit procedures, interim controls, and compliance checklists Industry-specific recommendations for client communications and disciplinary protocols Exclusive Delegate Bonus: Every attendee receives a FREE Emoji Usage Policy & Procedure Template , ready for implementation within 48 hours. Event Details: Format: Virtual Webinar | Duration: 1½ hours Date: 05 February 2025 Time: 09:00 - 10:30 Price: R950.00 excl. VAT Contact: info@globalbusiness.co.za for more info. Presented by Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form More about the presenters: John Botha Joint-CEO, Global Business Solutions and CEO, Circle and Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint-CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. A former Group Executive Director of South Africa's largest JSE-listed workforce solutions company at just 31, John has represented South Africa at the International Labour Organisation and led key labour law negotiations at NEDLAC. His academic credentials include a BCom Honours, a Postgraduate Diploma in Labour Law, and executive training from Columbia Business School and MIT. In recent years, John has also been at the forefront of Global Business Solutions’ AI journey. He was one of the original strategic minds behind the firm’s award-winning disciplinary inquiry bots, designing the frameworks and process flows that ensure these tools are not only technologically advanced but also robust, fair and compliant. Working closely with the AI division headed by Joshua Botha, John focuses on aligning AI and automation with sound labour law, sustainable employment practices and clear business outcomes. John brings strategic perspective, deep regulatory insight and decades of boardroom experience, which perfectly complements Joshua’s hands-on, Gen Z-driven approach to AI and automation. Together, they offer clients a unique combination of visionary strategy and practical implementation, grounded in the real-world challenges of HR, labour law and organisational change. Joshua Botha Head of AI, Global Business Solutions Joshua Botha is the Head of AI at Global Business Solutions, where he leads the design and implementation of practical AI tools and automation workflows for clients. A recent BCom graduate from the University of Pretoria (2024), Joshua combines a strong business grounding with a hands-on focus on intelligent automation and AI-driven process improvement. He originally joined Global Business Solutions in the B-BBEE division under the mentorship of Cindie van Blerk and Richard Ryding, working on complex compliance and transformation projects for high-profile clients. This experience gave him a deep understanding of regulatory frameworks and organisational risk, which now underpins his approach to building trustworthy, compliant AI solutions. Joshua has since taken over from Courtney Botha as Head of AI and now drives the ongoing enhancement of Global Business Solutions’ AI and automation portfolio, including the continuous upgrading of the company’s award-winning disciplinary inquiry bots. Working closely with John and the broader consulting team, he focuses on turning real-world HR and labour challenges into robust, user-friendly AI workflows. As a presenter and facilitator on the AI Compass Capacitation Programme, Joshua brings an energetic, Gen Z perspective to making AI tangible, practical, and immediately useful inside clients’ organisations. Register Now Be the first to know about upcoming events—keep in touch on our socials: Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 AI Compass Capacitation Programme – Ongoing Intake Now Open / Virtual Event Register Now Mar 03, 2026, 10:00 AM GMT+2 – Nov 06, 2026, 2:00 PM GMT+2 Virtual Event The AI Compass Capacitation Programme officially launched in February 2026, with over 80 delegates joining the first live session. Due to strong demand, additional places have been opened for professionals who would still like to participate. This is a structured 10-month capacitation journey, wi... Share Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 WSP/ATR, Needs Analysis, Planning & Reporting / Virtual Event Register Now Mar 10, 2026, 9:00 AM GMT+2 – Mar 11, 2026, 4:00 PM GMT+2 Virtual Event Join us for a practical two-day workshop to master the submission of Workplace Skills Plans and Annual Training Reports. Learn to navigate SETA grants portals, align training activities with compliance, and secure your Mandatory Grant application. Perfect for Skills Development Facilitators aimin... Share Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 COID Amendments Update / Virtual Event Register Now Mar 11, 2026, 9:00 AM – 10:30 AM GMT+2 Virtual Event The COID Amendment Act has changed employer obligations, reporting requirements, and coverage in a major way. Join this focused 1.5-hour webinar to understand the expanded definition of who is covered (including contractors, domestic workers and gig-economy workers), the updated compensation fram... Share Load More