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The National Minimum Wage Commission, chaired by Professor Imraan Valodia, has released its annual report and recommendations for the adjustment of South Africa’s national minimum wage for 2026. This follows a comprehensive review process in line with the National Minimum Wage Act (No. 9 of 2018), which mandates annual evaluation and public consultation to ensure the wage remains a robust tool for reducing poverty and wage inequality. Key Highlights Proposed Adjustment: The Commission recommends that the national minimum wage for 2026 be increased by the Consumer Price Index (CPI) plus 1.5% . This recommendation is based on economic indicators, public input, and the need to maintain the real value of the minimum wage. Current Wage Context: As of March 2025 , the national minimum wage stands at R28.79 per hour . Approximately 5.5 million workers are paid at or below this rate, highlighting the importance of compliance and enforcement. Sectoral Impact: The Commission notes persistent challenges with compliance, especially in agriculture and domestic work. Small, medium, and micro-enterprises (SMMEs) are recognised as particularly vulnerable to wage adjustments, and the Commission encourages targeted relief and support measures. Public Participation: Employers, employees, and stakeholders are invited to submit written representations regarding the proposed adjustment. Submissions must be sent to the Directorate: Employment Standards, Department of Employment and Labour, Private Bag X117, Pretoria, 0001, or via email to nmwreview@labour.gov.za by 12 January 2026. Calls to Action for Employers Engage in the Review Process: Employers are strongly encouraged to review the Commission’s recommendations and submit their written representations before the deadline. Your input is vital to ensuring that the minimum wage policy balances worker protection with business sustainability. Assess Business Impact: Evaluate how the proposed CPI + 1.5% increase may affect your operations, especially if you are an SMME or operate in sectors with narrow margins. Consider whether you may need to apply for a temporary exemption if you face genuine financial constraints. The Department of Employment and Labour provides an exemption system for qualifying employers Ensure Compliance: The Commission highlights ongoing issues with non-compliance. Employers are reminded of their legal obligations under the National Minimum Wage Act. Enhanced enforcement is expected, and non-compliance may result in penalties. Participate in Sectoral Dialogue: Employers are urged to engage with industry associations and bargaining councils to ensure that sector-specific concerns are represented in the national dialogue. The Commission also recommends that wage adjustments be linked to sectoral economic indicators and profitability Support Targeted Relief and Incentives: Advocate for and utilise available support measures, such as the Employment Tax Incentive (ETI), to help absorb increased labour costs and support youth employment. Additional Recommendations The Commission calls for improved enforcement, transparency in exemption processes, and the publication of exempted employers. Employers are encouraged to participate in future focus groups and public hearings to ensure a broad and inclusive stakeholder engagement. The Commission urges alignment of wage-setting with broader national goals, including the National Development Plan and Sustainable Development Goals For further information, access the full report at www.gpwonline.co.za or contact the Department of Employment and Labour. 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 AI Compass Capacitation Programme 2026,  From Parental Leave to AI: Your 2026 HR Playbook, Annual Employment Conference 2026, Advanced Occupational Certificate: HRM Officer (NQF 6), 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. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

In the matter of Sanlam Life Insurance Limited v Mogomatsi and Others (CA12/2022) [2023] ZALAC 15; [2023] 11 BLLR 1166 (LAC); (2023) 44 ILJ 2516 (LAC) (17 August 2023), the Labour Appeal Court (LAC) overturned a Labour Court (LC) ruling that found a former Sanlam ethical hacker had been constructively dismissed. Instead, the Court restored the original CCMA finding that the employee had resigned of his own accord and had not been forced out by intolerable working conditions. The employee joined the employer in June 2017 as a Senior Penetration Tester, responsible for probing the company’s information systems for security weaknesses. His working relationship with the company became strained from late 2018 onwards, following an incident where he applied late for December leave but went on holiday anyway. Although a disciplinary hearing was convened, the charges were later dropped after management accepted there could have been a misunderstanding. From early 2019, tensions continued around issues such as timekeeping, an expired professional certificate, disagreements with team members, missed deadlines, and his exclusion from certain training opportunities and conferences. A significant incident in April 2019 resulted in a final written warning for unprofessional conduct relating to a Santam project. Everything came to a head in May 2019 during a major cyber breach at an affiliate of the employer in Kenya. The rest of the team worked intensively for several days, but the employee did not log in at the agreed time and later accused his colleagues of lying about solving the problem first. His manager instructed him to apologise or face further disciplinary action, warning that resignation was also an option. Instead, the employee went off sick for two days and then resigned on 30 May 2019. He referred a constructive dismissal dispute to the CCMA, claiming that his employer had made his working life intolerable. The CCMA Commissioner rejected the constructive dismissal claim, ruling that the employee had resigned voluntarily. The Commissioner found that although management had acted firmly at times, their conduct did not make continued employment objectively intolerable. The employee then took the matter on review to the LC. For the first time, he relied heavily on arguments about his mental health, alleging stress and depression had played a major role. The LC accepted this broader reasoning, finding that the employer should have handled him more sensitively, and ruled that he had, in fact, been constructively dismissed. It awarded him four months’ compensation. Upon appeal, the LAC was critical of the LC for relying on evidence not presented at the arbitration, particularly relating to mental health. It found: • The employee did not raise mental ill-health during the CCMA proceedings. • Sanlam had no evidence that he was mentally unwell at the time. • The Labour Court conflated incapacity due to illness with constructive dismissal. • The employee failed to prove that the employer made continued employment intolerable. The Appeal Court reinstated the CCMA’s award and dismissed the constructive dismissal claim. No cost order was made. 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 AI Compass Capacitation Programme 2026,  From Parental Leave to AI: Your 2026 HR Playbook, Annual Employment Conference 2026, Advanced Occupational Certificate: HRM Officer (NQF 6), 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. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Why this notice matters The December 2025 notice under the Occupational Health and Safety Act sharpens long‑standing Environmental and General Safety Regulations and ties them to explicit criminal penalties for non‑compliance. For employers, this is not an abstract legal tweak: it directly affects space planning, housekeeping standards, emergency readiness, risk assessment systems, and first‑aid staffing at every workplace. ​   Space, clutter, and usable floor area The Environmental Regulations now spell out that, in indoor workplaces (other than building sites), employers must provide at least 2.25 m² of effective open floor area per employee and maintain sufficient clear space at every machine so work can be done safely. “Effective open floor area” excludes areas blocked by furniture, storage, or machinery, so crowded offices, workshops, and warehouses may need re‑planning, decluttering, or reduced occupancy to comply. ​ In practice, this means HR and facilities must work together to map floor areas, count occupants per zone, and redesign layouts so workstations, circulation routes, and machine access points are free of obstructions. Space standards also give health and safety reps a concrete benchmark for objections where overcrowding or “hot‑desking” creeps into unsafe territory. ​   Housekeeping, building integrity, and fall hazards The regulations reinforce a basic but often neglected truth: a safe workplace starts with housekeeping. Employers must keep indoor workplaces clean and orderly, maintain floors, walkways, stairs, and passages in good repair, skid‑free and unobstructed, and ensure roofs and walls are sound and lea k‑free.​ All openings, hatchways, stairways, and open sides where a person could fall must be boarded, fenced, or otherwise guarded, with temporary removal allowed only when necessary for access or moving materials, and then under controlled conditions. Where overhead work could result in falling objects, the employer must install catch platforms or nets or clearly fence off danger areas, which has immediate implications for contractors, maintenance teams, and multi‑storey plants. ​   Flooding, fire, and escaping the building Where there is a substantial risk of flooding, employers must have systems to receive immediate warning of imminent flooding and must warn people in writing before erecting constructions that could cause water to accumulate or converge. For sites near dams, rivers, or stormwater channels, this calls for documented flood‑risk assessments, integration with local early‑warning systems, and clear internal communication protocols. ​ Fire precautions and means of egress are also tightened: escape doors should, as far as practicable, open outwards, stay clear and be easy to open from inside; stairways need substantial handrails; fire‑escape stairs must be non‑combustible, unobstructed and must not discharge into enclosed dead‑ends. Workplaces must have at least two escape routes where appropriate, and all escape routes must be suitably wide and graded, forcing employers to re‑look at locked doors, grilles, internal security barriers, and mezzanine structures that compromise evacuation. ​   Fire‑fighting equipment and emergency planning Employers must provide an adequate supply of suitable fire‑fighting equipment at strategic points, taking into account the size, construction, and location of the workplace and the nature and quantity of flammable materials present. Equipment must be maintained in good working order, which practically means an inventory, inspection schedule, service records, and clear signage so employees can find and use extinguishers quickly. ​ This regulatory emphasis dovetails with broader emergency preparedness: evacuation drills, updated fire plans, clear assembly points, and role allocation (fire marshals, floor wardens) become demonstrable compliance tools rather than “nice‑to‑have” policy statements. For multi‑tenant buildings, employers must ensure their plans align with the landlord’s systems and that responsibilities are clearly allocated in lease or service agreements. ​   Risk assessments as a living system General Safety Regulation 2 requires every employer and user of machinery to evaluate risks arising from their activities and to take necessary steps to make conditions safe for any person at or affected by the workplace. This pushes risk assessment beyond a once‑off document toward an ongoing, auditable process that feeds into training, safe‑work procedures, permits‑to‑work, and contractor management. ​ In practical terms, employers should maintain a current OHS risk register, record control measures, assign responsible persons, and review risks when processes, equipment, or staffing change. Machinery users must integrate manufacturer guidance, lock‑out procedures, and guarding standards into this system and must be able to show inspectors that risk assessments are communicated and embedded, not just filed. ​   First aiders, shifts, and certificate management Under General Safety Regulation 3, any workplace with more than ten employees must have at least one certified first‑aider readily available for every 50 employees, or for every 100 employees in shops and offices . First‑aiders must hold valid competency certificates issued by specified organisations or providers approved by the Chief Inspector, so employers need to verify provider status and keep copies of certificates on file. ​ Coverage must be planned per site, per shift, and with leave and remote work patterns in mind, not just per headcount on the organogram. HR and OHS teams should maintain a first‑aider register, track certificate expiry dates, organise refresher training, and ensure clear signage in workplaces showing where first‑aid boxes are located and who the responsible first‑aiders are. ​   Criminal exposure and the case for proactive audits The amended Environmental Regulations (including housekeeping, flooding, and fire precautions) and key General Safety Regulations (including risk assessment and first aid) now carry explicit criminal penalties for contraventions. Breaches can lead to fines, imprisonment of up to six months, and additional daily fines or imprisonment for continuing offences, capped at a further ninety days of imprisonment. ​   This enforcement framework raises the stakes for boards, executives, and line managers who can no longer treat OHS compliance as a delegated technical matter. A pragmatic response is to launch structured OHS audits focusing on space standards, housekeeping, structural integrity, escape routes, fire equipment, risk assessments, and first‑aid coverage, with action plans, deadlines, and accountability built into performance management and health and safety committee agendas. 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 AI Compass Capacitation Programme 2026,  From Parental Leave to AI: Your 2026 HR Playbook, Annual Employment Conference 2026, Advanced Occupational Certificate: HRM Officer (NQF 6), 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. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Effective Discipline in the Workplace (with optional PoE Submission) Tuesday, 14 April 2026 | Virtual R4 950.00 (excl. VAT) | Optional PoE R1 300.00 (excl. VAT) Strengthen your organisation’s disciplinary capability with Effective Discipline in the Workplace , a practical 2-day programme that equips managers, ER/HR practitioners, initiators, and chairpersons to handle disciplinary matters from start to finish. Learn how to investigate misconduct, classify dismissals, draft accurate charges, present evidence, ensure procedural and substantive fairness, and determine guilt on a balance of probabilities . Includes the latest case law and guidance for conducting virtual hearings. Aligned to Unit Standards 11286 (NQF 5 – 8 credits) and 10985 (NQF 6 – 5 credits). Great news, registrations are OPEN! Register Now Time & Location 14-15 April 2026, Tuesday - Wednesday, 09:00 - 16:00 Virtual About The Event Disciplinary action is one of the most sensitive and risk-laden areas in workplace management. Effective Discipline in the Workplace is a comprehensive, competency-based 2-day programme that empowers organisations to manage misconduct cases confidently, fairly, and in full compliance with South African labour law. The programme builds the practical and legal skills required by both the initiator and the chairperson , focusing on the correct handling of evidence, the rules of natural justice, and the structured decision-making process needed to reach defensible outcomes on a balance of probabilities . Delegates will gain clarity on the full disciplinary process—from preliminary investigation to enquiry, through to findings and documentation suitable for arbitration scrutiny. Key Learning Outcomes Understand dismissal decision-making using flow diagrams and structured logic Apply the rules of natural justice and legal provisions governing dismissals Conduct preliminary investigations and assess different types of evidence Correctly classify dismissals and avoid common procedural pitfalls Use procedural and substantive fairness checklists to ensure compliance Formulate accurate and legally sound charges and wording Address specific offences with appropriate sanctioning principles Manage documentation, roles, and expectations during hearings Run a full disciplinary enquiry, including sequencing, questioning, and role clarity Present evidence confidently and effectively Make findings based on a balance of probabilities Review recent case law developments to guide decision-making Conduct virtual hearings in line with modern practice requirements Aligned Unit Standards Institute Disciplinary Action – Unit Standard 11286 (NQF 5, 8 credits) Conduct a Disciplinary Hearing – Unit Standard 10985 (NQF 6, 5 credits) This programme is ideal for supervisors, ER practitioners, HR professionals, union representatives, and managers who need to improve their disciplinary literacy and confidence in leading or chairing internal hearings. Event Details Duration: 2 Days | 14 - 15 April 2026 | 09:00 - 16:00 | Virtual Venue: Online Price: R4 950.00 excl. VAT | Optional | PoE Cost: R1 300 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: Justine Weddel Attorney for Kirchmanns Inc. and Consultant for Global Business Solutions Justine is an admitted Attorney of the High Court of South Africa specialising in labour law. Justine has gained valuable knowledge and experience in employment law by representing and servicing clients both as a Consultant and an Attorney. Register Now Be the first to know about upcoming event—keep in touch on our socials:

Explore Global Business Solutions' flagship events, including the Annual Employment Conference (#AEC) and Labour Law Updates (#MYLLU & #ALLU), designed to keep South African businesses ahead of labour and HR trends. Join industry experts to gain valuable insights on legal compliance, workforce strategies, and case law updates. Flagship Events Shaping the Future of South Africa’s Labour and Business Landscape Our flagship events provide essential insights and expert analysis, equipping you with the tools to stay ahead in the ever-evolving world of employment and labour law. Designed to bring you the latest developments, trends, and case studies, these events ensure you’re fully prepared to navigate the complexities of the workplace in South Africa. Our Annual Updates We've been hosting three big Updates over the past decade, more detail on each Update below: Annual Employment Conference (AEC) March | Hybrid Event The Annual Employment Conference (AEC) is the perfect way to start the year, offering an in-depth overview of the trends shaping the labour and business sectors in South Africa. With leading economists, labour law experts, clinical psychologists, and other industry specialists, the AEC offers insights into economic forecasts, workforce dynamics, and regulatory changes that will impact the year ahead. Whether you're in HR, management, or legal compliance, this conference provides the knowledge and strategies to stay informed and make proactive decisions for your business. Register Now Mid-Year Labour Law Update (#MLLU) June/July | Multiple Cities + Virtual The Mid-Year Labour Law Update is your comprehensive guide to the latest labour law developments and case law. Taking place in Johannesburg, Durban, Port Elizabeth, East London, Cape Town, and virtually, this event brings together HR professionals, business leaders, and legal experts to unpack crucial legal changes that have occurred in the first half of the year. From landmark rulings to new regulations, our experts provide actionable insights into how these developments impact your business and workforce. Attendees also benefit from networking opportunities, comprehensive content binders, and a focused deep-dive into HR practices and compliance strategies. Register Now Annual Labour Law Update (#ALLU) October/November | Multiple Cities + Virtual Concluding the year, the Annual Labour Law Update is your go-to event for a detailed review of the key labour law and HR cases that have shaped 2024. Offering a recap of the year’s most impactful legal changes, case law, and updates on labour law policies, this event ensures you’re fully equipped to tackle the challenges of the coming year. Held in major cities and online, ALLU provides delegates with expert-led sessions and critical insights into workplace compliance, dispute resolution, and employee relations. It's the ultimate event for staying ahead of labour law changes and preparing your organisation for the year ahead. Register Now View Our Upcoming Events

Learn more about Global Business Solutions (GBS), where we combine workplace solutions, leadership development, and digital intelligence to build a resilient future for businesses. About GBS At the heart of Global Business Solutions (GBS ) lies the innovative convergence of Workplace Solutions, Leadership/EQ, and Digital Intelligence (AI). We are not just consultants. We are architects of a resilient and dynamic future for your business. We provide business solutions. Empowering organizations to navigate the complexities of the modern business landscape with a proactive and forward-thinking approach. Visualising the future early on so that we design solutions that not only facilitate a smooth transition through change but also foster a culture of growth and personal mastery. Committing to compliance to ensure that as our clients evolve, they do so with the confidence of legal and ethical integrity. Our Why Our Story Global Business Solutions (GBS) is a leading Labour Law, Human Resources, and Labour Relations consultancy offering a diverse range of hybrid business solutions and services customised to meet the bespoke needs of the client . GBS is unashamedly client-centric and uses design thinking principles in crafting solutions . GBS is a business of consequence with a wealth of experience and expertise spanning more than 35 years since its establishment. With a closely integrated national footprint of offices across South Africa and with partners in other global geographies, GBS is well-positioned to respond quickly and effectively to client’s needs by providing practical and sustainable solutions. Our client base includes the full range of private, public, governmental, and para-statal organisations from large blue-chip multinationals to small and medium-size enterprises as well as start-ups. With a B-BBEE status of 125% (Level 2) (click here for our B-BBEE Affidavit ) we practice what we preach and pride ourselves in creating pragmatic business solutions and transformed organisations despite the volatile and uncertain trading environment. Our consulting and training services are designed to provide an end-to-end range of multidisciplinary solutions across labour law, human resources, and labour relations as well as associated workplace regulations such as BBBEE, C19, POPI, PAIA, and AARTO. Meet Our Leaders Discover the innovative minds steering our journey to excellence. Chairman Jonathan Goldberg (Aka Johnny) Jonathan Goldberg is the Chairman of Global Business Solutions and a recognized authority in South Africa’s labour law and regulatory landscape. With over 30 years of experience, Jonathan has played a pivotal role in shaping labour relations, leading high-stakes negotiations at plant, industry, and NEDLAC levels. He is widely regarded as a trusted advisor and thought leader, providing strategic guidance to businesses navigating complex regulatory environments. Johnny holds multiple advanced qualifications, including an MBA (Cum Laude) and an LLB, and is a Chartered Director with the Institute of Directors South Africa. His extensive experience and expertise have made him a sought-after speaker and consultant in the fields of labour law, business strategy, and transformation. Johnny's influence extends across various industries, where he advises on critical matters such as employment equity, wage negotiations, and business development. As a Commissioner on the National Minimum Wage Commission and the Labour Market Convenor at NEDLAC, Johnny represents business interests in key social partner negotiations. He is also a member of the Employment Services Board and serves in various leadership capacities, helping shape policy and drive transformation initiatives at both national and organizational levels. In addition to his advisory and leadership roles, Jonathan is a prolific lecturer, author, and mentor, sharing his insights with a broad audience through strategic interventions, public speaking engagements, and industry publications. His career is marked by a commitment to advancing business excellence and supporting organisations in achieving compliance, sustainable growth, and competitive advantage. Joint-CEO Thembi Chagonda Thembakazi Chagonda is the Joint CEO of Global Business Solutions and one of South Africa’s foremost HR consultants, specializing in transformation, diversity, and skills development. With over 20 years of experience in human resources, Thembi has become a trusted advisor to both national and multinational organizations on Broad-Based Black Economic Empowerment (BBBEE), Employment Equity, and HR compliance. Thembi holds a Bachelor of Social Science degree from Rhodes University and a Post Graduate Diploma in Labour Law. She has also completed an Executive Certificate at Columbia Business School and is an accredited Facilitator, Assessor, and Skills Development Facilitator. Her leadership extends beyond consulting, serving as an Employment Equity Commissioner representing business interests at the Department of Employment and Labour. Thembi’s expertise in recruitment, policy development, and strategic HR solutions is highly sought after. She plays a pivotal role in shaping employment equity strategies across various sectors and has a proven track record of driving transformation initiatives at some of South Africa’s leading companies. Thembi also serves on the boards of key industry bodies, including the Association for Skills Development in South Africa (ASDSA), and holds memberships with the Institute of Directors (IoD) and other prestigious organisations. In her career, Thembi has consistently delivered impactful training, HR strategies, and thought leadership that supports sustainable growth and compliance in diverse workplace environments. Her contributions have been recognized with multiple nominations and awards, positioning her as a key influencer in the South African HR landscape. Joint- CEO John Botha John Botha is the Joint CEO of Global Business Solutions and CEO of Circle and Square, bringing decades of expertise in workforce solutions, labour law, and strategic business leadership. With a career marked by early success, John became the Group Executive Director of South Africa’s largest JSE-listed workforce solutions company at just 31. His credentials also include leading negotiations on key labour law amendments for business at NEDLAC and representing South Africa as a business delegate to the International Labour Organisation (ILO) over three consecutive years. John holds a Business of Commerce Honours Degree, a Post-Graduate Diploma in Labour Law, and has further enhanced his strategic acumen with executive training from Columbia Business School in New York and a certificate in Design Thinking from MIT. His deep expertise in employment relations is reinforced by ministerial appointments to both the Employment Equity Commission and the Essential Services Commission, making him a recognized authority in shaping South Africa’s labour and employment landscape. In addition to his leadership roles, John is a Certified Assessor and Moderator, with a proven track record in designing and implementing innovative HR strategies, labour law compliance programs, and business management practices. His extensive experience and strategic insights have positioned him as a trusted advisor to both local and multinational organizations seeking to navigate complex regulatory environments while driving organizational growth. John is also a frequent speaker and contributor to industry forums, sharing his expertise in workforce transformation, leadership development, and business strategy. His commitment to excellence and transformative impact across the HR and labour relations sectors has made him a key figure in South Africa’s business community. Learn About Our Strategic Partners View Our Certification View Our Awards Let’s Work Together We're nationally based across SA. We do not only provide local services but also have a portfolio of international clients. Our head office is based in East London, EC. E-Mail: info@globalbusiness.co.za Tel: 043 721 1030 Get In Touch! Get in touch by filling out the form. We’ll respond as soon we can. 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