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New CEE baseline data shows a 48.4% drop in employer reporting, White representation still up to seven times EAP at Top Management, and disability inclusion stuck at 1.3% — even as six major court challenges to the EE Amendment Act remain unresolved. JOHANNESBURG — South Africa's employment equity reporting system declined as a result of the focus now being on employers employing above 50 employees (no longer annual revenue as one of the factors of determining designation), with the number of designated employers submitting EE reports falling by 48.4% — from 29,269 to just 15,090 — according to newly analysed baseline data from the Commission for Employment Equity (CEE). Global Business Solutions (GBS), the transformation, labour law and AI capacitation advisory, warns that a near-halving of reports in a single year sets a baseline for the next 5 years from which Ministerial Targets will be pursued. John Botha, Joint CEO of GBS, an newly appointed Commissioner to the Employment Equity Commission, states that "Employers cannot assume the sectoral numerical targets have gone away simply because litigation is under way. Section 53 of the EEA now ties a company's ability to do business with the state directly to its EE compliance status. Employers who fall silent on reporting or who do not make justifiable reasonable progress are putting their government contracts, and ultimately their competitiveness, at risk." A hardening glass ceiling The data reveals a workforce pipeline that functions well at entry and mid-career level — African and female representation is at or above national Economically Active Population (EAP) parity at Skilled and Professionally Qualified levels — but collapses at the point of promotion into senior roles. White representation at Top Management (57.1%) and Senior Management (44.1%) remains up to seven times the White EAP share, while African representation falls to less than half of its EAP share at both levels. Female representation drops from near-parity in the professional ranks to just 29.3% at Top Management. "This is not a recruitment problem — it's a retention and promotion problem," adds Botha. "Employers who focus transformation spend purely on graduate intake will not shift these numbers. The blockage sits at the transition into leadership, and that requires succession planning, sponsorship and accountability at board level." Disability inclusion stalled; litigation still unresolved Representation of employees with disabilities remains flat at 1.3% of the total workforce — identical across the private sector and government, and well below the 3% five-year sectoral target across all eighteen economic sectors. Meanwhile, six major court challenges to the EE Amendment Act, 2022 and its 5-year sectoral numerical targets — brought by the Democratic Alliance, NEASA and Sakeliga, Solidarity, BUSA and the Security Association of South Africa — remain before the courts. To date, no interim relief suspending the targets has succeeded, and the Department continues to implement the amended framework in the interim. The CCMA also recorded 2,577 unfair discrimination referrals under the EEA between April 2025 and January 2026, two-thirds of which were brought on "arbitrary grounds" — a category GBS says reflects employees' continued difficulty in linking workplace grievances to a specific listed ground under the Act. GBS calls for renewed employer focus GBS is urging designated employers to treat the current legal position — including the 5-year sectoral targets — as binding for compliance purposes pending the outcome of pending litigation, to audit succession pipelines for senior-level bottlenecks, and to revisit disability inclusion strategies ahead of the next reporting cycle. "The employers who get ahead of this now, rather than waiting for the courts, will be the ones best placed to hold onto their EE Compliance Certificates — and their government business," concludes Botha. This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. If you’re looking for a practical way to build AI capability this year, the AI Compass Capacitation Programme offers a structured 6-month learning journey for professionals across business functions. Running from July 2026 to January 2027, the programme covers AI foundations, prompting, practical AI tools, Microsoft Copilot, process thinking, automation, bot building, and AI law and governance, with a strong focus on real-world application. Learn more about Intake 2 and how to register here. View our upcoming events: Upcoming Events and Qualifications, like AI Compass Intake 2, Disciplinary Enquiry & Arbitration Master Class (Live: PE/Gq, CT & Virtual), Parental Leave After van Wyk (Pop-Up) and EE Reporting 2026: The Year Targets are Tested. *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Why youth and women empowerment matter for South Africa's future South Africa has one of the youngest populations in the world, yet youth unemployment remains one of the country's biggest economic challenges. At the same time, while women continue to make significant contributions across every sector, they remain under-represented in senior leadership, ownership structures, and entrepreneurial ecosystems. For organisations, these challenges present more than a social responsibility—they represent an opportunity. Businesses that invest in developing young talent and advancing women are not only contributing to national transformation but are also strengthening innovation, resilience, leadership pipelines, and long-term organisational performance. What is the role of B-BBEE in youth and women empowerment? Broad-Based Black Economic Empowerment (B-BBEE) was designed to promote meaningful economic participation through ownership, management control, skills development, enterprise and supplier development, and socio-economic development. Within this framework, investing in youth and women is not an isolated initiative. It supports multiple B-BBEE objectives while helping organisations build sustainable talent pipelines and create more inclusive workplaces. Effective empowerment is about creating opportunities that extend beyond employment. It involves equipping people with skills, mentorship, leadership opportunities, access to networks, and pathways for long-term career and business growth. Why are organisations investing in youth empowerment? Building future skills Many industries are experiencing rapid technological change. Internships, graduate programmes, apprenticeships, learnerships, and structured workplace experience help young professionals develop practical skills that organisations will increasingly need. Creating stronger leadership pipelines Organisations that identify and develop young talent early are better positioned to fill future leadership roles internally, reducing recruitment costs and preserving organisational knowledge. Driving innovation Young professionals often bring new perspectives, digital fluency, and fresh approaches to problem-solving. Diverse teams with younger voices are frequently better equipped to respond to changing markets and customer expectations. Supporting economic growth Youth employment contributes to broader economic participation, consumer spending, entrepreneurship, and long-term national development. Why is women's economic empowerment important? Women's economic empowerment benefits organisations in measurable ways. Research consistently links diverse leadership teams with stronger decision-making, improved governance, broader innovation, and better organisational performance. However, meaningful empowerment requires more than increasing representation. Organisations should also focus on: Leadership development programmes; Mentorship and sponsorship opportunities; Skills development; Career progression pathways; Inclusive recruitment and promotion practices; Entrepreneurial support for women-owned businesses; Flexible workplace policies that support long-term career growth. Creating environments where women can progress into leadership positions strengthens organisational capability while supporting broader transformation objectives. What are the benefits of investing in youth and women? Organisations that make youth and women empowerment part of their long-term strategy often experience the following: Stronger innovation Diverse teams generate broader perspectives and more creative solutions. Improved succession planning Developing future leaders internally strengthens organisational continuity. Better employee engagement Employees are more likely to remain with organisations that demonstrate genuine investment in growth and opportunity. Enhanced employer brand Inclusive organisations are increasingly attractive to graduates, professionals, investors, clients, and prospective employees. Sustainable transformation Empowerment initiatives create long-term organisational capability rather than focusing solely on compliance outcomes. How can organisations build meaningful empowerment programmes? Step 1: Assess current representation Review workforce demographics, leadership representation, and existing development initiatives. Step 2: Create structured development pathways Develop internships, learnerships, mentorship programmes, graduate initiatives, and leadership development opportunities. Step 3: Remove systemic barriers Review recruitment, promotion, performance management, and workplace policies to identify obstacles to equitable progression. Step 4: Invest in ongoing development Provide coaching, technical training, leadership programmes, and professional development opportunities throughout employees' careers. Step 5: Measure outcomes Track retention, promotion rates, leadership diversity, programme participation, and long-term organisational impact rather than simply measuring participation numbers. How does empowerment support B-BBEE objectives? Meaningful youth and women empowerment contributes to several aspects of organisational transformation. It strengthens skills development initiatives, supports management succession, contributes to enterprise development, encourages inclusive leadership, and helps organisations create more sustainable transformation outcomes. The most successful organisations treat empowerment as an ongoing business strategy rather than a once-a-year compliance activity. Who can help organisations develop youth and women empowerment strategies? Many organisations seek specialist support to design empowerment programmes, strengthen B-BBEE strategies, align skills development initiatives, and build sustainable leadership pipelines. Global Business Solutions provides B-BBEE consulting, skills development advisory services, leadership development, transformation consulting, Employment Equity support, and organisational development services across South Africa. With offices in East London, Gqeberha (Port Elizabeth), Cape Town, Johannesburg, Pretoria/Gauteng, and Durban, the organisation supports clients nationwide through on-site consulting, virtual facilitation, strategic advisory services, and customised in-house programmes. Support includes: Youth development strategies; Women's leadership initiatives; Skills development planning; Learnership and internship programme design; Leadership development; B-BBEE consulting; Transformation strategy; Employment Equity integration. Why empowerment creates long-term business value The organisations making the greatest progress in transformation recognise that empowerment is not simply about meeting scorecard requirements. When businesses invest in developing young professionals and creating opportunities for women to grow into leadership and decision-making roles, they strengthen organisational capability, improve resilience, and contribute to a more inclusive economy. Empowerment becomes most effective when it is embedded into workforce planning, leadership development, and organisational culture rather than treated as a standalone initiative. A practical next step For organisations looking to strengthen their B-BBEE strategy while creating meaningful opportunities for young professionals and women, B-BBEE 2026 Series – Session 7: Empowering Youth and Elevating Women explores practical approaches to building inclusive workplaces and sustainable empowerment ecosystems. The virtual session takes place on Tuesday, 4 August 2026, and examines how internships, mentorships, leadership pathways, funding initiatives, and supportive organisational cultures can translate empowerment into long-term business and social impact. It also explores how organisations can build environments where young professionals and women can thrive beyond entry-level opportunities and progress into future leadership roles. You can view the full programme and registration details here: https://www.globalbusiness.co.za/gbs-event-details/b-bbee-empowering-youth-and-elevating-women This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. If you’re looking for a practical way to build AI capability this year, the AI Compass Capacitation Programme offers a structured 6-month learning journey for professionals across business functions. Running from July 2026 to January 2027, the programme covers AI foundations, prompting, practical AI tools, Microsoft Copilot, process thinking, automation, bot building, and AI law and governance, with a strong focus on real-world application. Learn more about Intake 2 and how to register here. View our upcoming events: Upcoming Events and Qualifications, like AI Compass Intake 2, Disciplinary Enquiry & Arbitration Master Class (Live: PE/Gq, CT & Virtual), Parental Leave After van Wyk (Pop-Up) and EE Reporting 2026: The Year Targets are Tested. *All workshops are offered as customised in-house training that can be presented virtually or on-site.

In 2026, South African employers are increasingly dealing with misconduct that doesn’t happen on the shop floor but on WhatsApp and social media. Two recent Labour Court decisions highlight an important reality: Not all offensive or inappropriate messages justify dismissal, but some clearly do Case Snapshot 1: When dismissal was too harsh In Erarite (Pty) Ltd t/a Khayelitsha Superspar v CCMA & Others, a bakery manager posted a provocative biblical verse on WhatsApp during heightened workplace tensions. The Court accepted: The post was inappropriate and provocative The employee exercised poor judgment But crucially, it did not amount to incitement or serious misconduct. Dismissal was found disproportionate, with a warning being more appropriate. Case Snapshot 2: When dismissal was upheld Contrast that with Weir Minerals Africa (Pty) Ltd v NUMSA & Others: Employees sent a WhatsApp message labelling colleagues as “impimpi” (informers) The Court found the message was threatening and undermined workplace safety There was no remorse Result: Dismissal upheld as fair The Legal Principle: Context + Consequence + Trust These cases reinforce a key principle from Sidumo: Fairness is about proportionality—not simply whether misconduct occurred. Courts will look at: The content of the message; The context (e.g. workplace tensions, instructions given); The impact on trust and workplace relationships; Whether the employee shows remorse. What This Means for HR & Executives Update your policies Ensure your disciplinary code clearly addresses: WhatsApp groups Social media conduct Off-duty misconduct impacting the workplace Avoid “zero tolerance” shortcuts A blanket rule = risk. Even offensive conduct may not justify dismissal unless: There is real harm, or The trust relationship is irreparably damaged Focus on consistency and evidence You must show: Why the conduct was serious Why dismissal (not a warning) was appropriate That similar cases were treated consistently Train line managers Most of these cases turn on poor frontline decisions—not the law. Final Thought The modern workplace has moved onto smartphones—but the legal test hasn’t changed: Was dismissal a fair and proportionate response? Get that wrong—and even clearly inappropriate behaviour may cost the employer at the CCMA. This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. If you’re looking for a practical way to build AI capability this year, the AI Compass Capacitation Programme offers a structured 6-month learning journey for professionals across business functions. Running from July 2026 to January 2027, the programme covers AI foundations, prompting, practical AI tools, Microsoft Copilot, process thinking, automation, bot building, and AI law and governance, with a strong focus on real-world application. Learn more about Intake 2 and how to register here. View our upcoming events: Upcoming Events and Qualifications, like AI Compass Intake 2, Disciplinary Enquiry & Arbitration Master Class (Live: PE/Gq, CT & Virtual), Parental Leave After van Wyk (Pop-Up) and EE Reporting 2026: The Year Targets are Tested. *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Policies & Templates Library Welcome to our comprehensive Policies & Templates Library. Here, you will find a wide array of meticulously crafted policies and templates designed to support your business needs. Our library covers various critical categories including BBBEE, Cyber and Data Security, Dismissals (misconduct, incapacity, and operational), Employment Equity, General HR Matters, Leading and Management with EQ, Litigation, Performance Management, Skills Development, Succession Planning, and Work Arrangements. Each category offers in-depth resources that can help streamline your business operations and ensure compliance with relevant regulations. Explore our collection to find the tools you need to manage your business effectively and efficiently. View Our Policy & Templates Collections: General HR Matters Leading and Management with EQ Litigation Performance Management Skills Development Succession Planning Work Arrangements BBBEE Cyber and Data Security Dismissals (Misconduct, Incapacity, & Operational) Employment Equity (EE)

Our Services Password and Access Control Standard This standard establishes mandatory requirements for password management, authentication, and access control to prevent unauthorized system access and data breaches. It defines robust security controls including Multi-Factor Authentication, least-privilege principles, and regular access reviews while ensuring POPIA and Cybercrimes Act compliance. Download Annexure A - AI Governance This AI Governance Annexure establishes a structured framework for the responsible deployment and oversight of artificial intelligence systems. It classifies AI by risk level, defines clear accountability across roles, and ensures compliance with South African legal requirements including employment law, discrimination protections, and POPIA. Download Social Media Policy Our social media policy guides employees on responsible and professional use of social platforms while representing our company. It emphasizes respectful interactions, protection of our reputation, and compliance with relevant legislation. The policy covers responsible use, prejudice avoidance, behavior outside working hours, legal compliance, and alignment with other company policies. We stress the importance of confidentiality regarding sensitive information and copyright compliance. Employees are accountable for their social media conduct and are expected to exercise discretion in their posts. This policy aims to create a positive online presence that aligns with our company values while safeguarding our business interests and maintaining professional standards...(Learn More) Download Cyber Safety and Equality Policy Our Cyber Safety and Equality Policy promotes a safe, inclusive, and equitable online environment for all. It encompasses key legislation like the Employment Equity Act, the Promotion of Equality and Prevention of Unfair Discrimination Act, Hate Speech laws, the Cybercrimes Act, and the Protected Disclosures Act. This comprehensive policy prohibits harassment, hate crimes, unfair discrimination, and unethical conduct. It outlines procedures for reporting incidents, remedies for victims, and protection for whistleblowers. We have zero-tolerance for violations to foster a positive digital space that upholds human rights, dignity, and ethical practices for our employees, customers, and stakeholders...(Learn More) Download Generative AI Policy The Generative AI Policy provides comprehensive guidelines for the responsible and ethical use of AI technologies like chatbots and content creation tools in the workplace. It covers authorization requirements, content attribution, acceptable and unacceptable use cases, intellectual property considerations, training, monitoring, compliance with laws and regulations, and ethical considerations related to privacy, bias, and societal impact. This policy aims to mitigate risks while enabling productivity gains from generative AI adoption...(Learn More) Download Responsible AI Policy AI Policy: The web page outlines the guidelines and principles for the use of Artificial Intelligence (AI) at the company...(Learn More) Download PAIA Manual Template for Private Bodies A PAIA Manual Template for Private Bodies is a document that outlines how private entities comply with the provisions of the Promotion of Access to Information Act (PAIA) in South Africa. PAIA is a legislation that grants citizens the right to access information held by public and private bodies...(Learn More) Download Confidentiality and Non-disclosure Agreement Confidentiality and non-disclosure agreements (NDAs) are legal contracts used to protect sensitive and proprietary information shared between parties. These agreements are particularly important when businesses engage in collaborations, partnerships, or hire employees who may have access to classified data or trade secrets...(Learn More) Download Information Officer Appointment Letter An Information Officer Appointment Letter is a formal document that appoints an individual to the role of an Information Officer within an organization...(Learn More) Download Privacy Policy A Privacy Policy is a critical document that outlines how an organization collects, uses, shares, and protects personal information gathered from individuals. It serves as a transparent and legally binding agreement between the entity and its users, promoting trust and compliance with data protection laws... (Learn More) Download POPI Retention and Destruction Matrix Guideline The Protection of Personal Information Act (POPIA) retention and destruction matrix guideline is a critical component of data privacy compliance in South Africa. POPIA, enacted to safeguard individuals' personal information, requires organizations to manage data throughout its lifecycle, including retention and secure destruction...(Learn More) Download POPI Policy and Practice POPI (Protection of Personal Information) policy and practice are critical components of data privacy and security in the digital age. POPI regulations, often associated with South Africa, serve as a model for safeguarding personal information globally...(Learn More) Download Absenteeism, Abscondment and Desertion Management Policy The Absenteeism, Abscondment and Desertion Management Policy is a comprehensive HR tool designed to help South African employers manage attendance-related challenges with confidence and legal compliance. This policy addresses the full spectrum of attendance issues - from occasional unauthorized absences to prolonged disappearances from the workplace. It clearly distinguishes between different types of absence, establishing fair procedures for each scenario while maintaining compliance with the Labour Relations Act, BCEA, and relevant CCMA precedents. Key features include: Clear Definitions: The policy distinguishes between absenteeism (failure to report for duty), abscondment (unauthorized absence without notification), and desertion (prolonged absence indicating intent to abandon employment), providing clarity for consistent application. Procedural Fairness: Step-by-step procedures ensure employers conduct reasonable investigations, make documented contact attempts, and afford employees proper opportunities to explain absences before taking disciplinary action. Dual-Pathway Approach: The policy recognizes that absences may stem from either misconduct or incapacity (such as illness), providing appropriate procedures for each circumstance and ensuring reasonable accommodation where required. Progressive Discipline: From counselling for minor infractions to dismissal for serious desertion cases, the policy supports proportionate responses that consider individual circumstances, operational impact, and prior history. Legal Protection: Built on South African labour law foundations, this policy helps organizations defend their decisions at the CCMA or Labour Court by ensuring both procedural and substantive fairness. Ideal for businesses seeking to reduce operational disruption, maintain workforce accountability, and protect themselves from unfair dismissal claims, this policy provides the structure needed to address one of the most common yet complex HR challenges facing South African employers. Read More Policy On Absence For Cultural And Religious Belief Are you navigating the complex intersection of constitutional rights, workplace diversity, and operational requirements in South Africa? Look no further! We have the essential solution for you. Presenting the Policy on Absence for Cultural and Religious Belief, an online Word document template designed to respectfully manage employee absences arising from cultural, religious, or belief-based practices while maintaining operational continuity and legal compliance. With this policy in place, you can honor diversity while ensuring fairness and consistency throughout your organization. This comprehensive policy is applicable to all employees, regardless of their position or employment type. It addresses the full spectrum of cultural and religious absence scenarios, including religious observances, traditional healing practices, cultural ceremonies, and belief-based requirements. By proactively managing these situations, you can prevent discrimination claims while protecting your company's operational needs. Our Policy on Absence for Cultural and Religious Belief helps you balance constitutional rights with business requirements, providing a clear framework for reasonable accommodation. By following a structured and legally compliant process, you can effectively handle cultural and religious absence requests. Here's how it works: Clear Notification Protocols: Employees receive guidance on how and when to request absence for cultural or religious practices, enabling proper operational planning. Verification Framework: Your managers can request appropriate proof, including medical certificates, traditional health practitioner confirmations, or religious authority documentation, ensuring legitimacy while respecting dignity. Accommodation Assessment: Determine reasonable accommodation measures such as flexible working arrangements, shift swaps, or appropriate leave allocation, balanced against operational feasibility. Leave Classification: Apply the correct leave category—whether sick leave, annual leave, or unpaid leave—based on the circumstances and supporting documentation provided. Legal Compliance: Navigate South Africa's complex legal landscape, including the Constitution, Employment Equity Act, PEPUDA, BCEA, and relevant case law, with confidence. At Global Business Solutions, we understand the challenges companies face when balancing respect for diversity with operational sustainability. That's why we have developed this online Word document template, available through our global business platform. By utilizing our template, you can effectively manage cultural and religious absence, prevent unfair discrimination claims, promote workplace inclusion, and maintain business continuity. Don't let uncertainty around cultural and religious accommodation create legal risk or workplace tension. Get your hands on the Policy on Absence for Cultural and Religious Belief template today and lead your organization with respect, clarity, and legal confidence! Read More Cannabis Risk Score Assessment This spreadsheet implements a structured risk‑scoring framework aligned with OHS and Substance Abuse Policy requirements. It lists key risk factors—such as frequency of cannabis use, role safety criticality, observed behavioural indicators, prior test results and medical referrals—each assigned a weighted score. The total score categorises employees into low, medium or high risk, automatically triggering the appropriate protocol: from enhanced monitoring and voluntary EAP referral for low risk, to random or targeted drug testing and formal disciplinary review for high risk. By standardising assessments, it ensures objective, defensible decisions and consistent compliance with legal obligations around workplace impairment, health and safety. Read More Final Written Warning (Form 12) “Form 12” formalizes the final disciplinary step before dismissal. It captures the employee’s identity, the specific misconduct, the warning’s one‑year validity period, and the requirement for signatures from the issuer, the employee, and their representative. It also documents refusal to sign, if applicable. The form clearly warns that any repeat of the same offence will result in further disciplinary action up to and including dismissal, ensuring employees understand the severity and monitoring period of the sanction. Read More Disciplinary & Grievance Policy This policy applies to all staff and sets out the principles and authority for disciplinary action and grievance resolution. It defines informal actions (counselling, verbal warnings), formal steps (progressive discipline, written/final warnings, enquiries), and the role of external chairpersons. The document embeds a Disciplinary Code with offence categories and sanction guidelines, specifies notice periods, representation rights, and documentation requirements, and outlines parallel grievance procedures for employees to raise complaints—ensuring that both disciplinary and dispute‑resolution processes adhere to statutory fairness standards. Read More Disciplinary Hearing Form This template captures every aspect of a formal disciplinary enquiry: notice to the employee, confirmation of procedural rights (representation, interpreter, witnesses), recording of pleas (guilty/not guilty), detailed sections for evidence‑in‑chief, cross‑examination and re‑examination of parties, and closing arguments. It provides structured pages for minutes, mitigation and aggravation submissions, the chairperson’s decision on guilt, sanction selection with reasons, and official signatures—ensuring transparency and compliance with the Labour Relations Act’s stipulations on fair hearings. Read More Dealing with Incapacity 2.0 This guideline equips managers to address incapacity in line with the LRA and COIDA, whether during or after probation. It provides a legal and contractual foundation, a KRA/KPI matrix to document performance gaps, and distinguishes between misconduct and incapacity. The policy outlines scheduling, conducting and documenting remediation meetings, issuing outcome letters, setting improvement timeframes, and, if necessary, convening a formal incapacity enquiry chaired by an independent chairperson. It also covers alternatives to dismissal—such as transfer, demotion by agreement, further training—and ensures all steps are procedurally and substantively fair. Read More Disciplinary Charge Sheet (Form 6) Form 6 provides the official notification of disciplinary allegations, specifying each charge and warning that summary dismissal may follow. It summons the employee to a hearing (date, time, venue, presiding officer) and lists statutory rights: adequate notice, knowing the charges, representation, calling and cross‑examining witnesses, interpreter access, mitigation submission, finding receipt, sanction notice and appeal. The employee acknowledges receipt or records refusal to sign, ensuring transparency and compliance with LRA fair‑procedure requirements. Read More Chairperson’s Disciplinary Checklist This checklist ensures that chairpersons adhere to fair‑procedure obligations: confirming the employee’s notice and rights, securing representation or interpreter needs, and managing hearing logistics (venue, witnesses, evidence exchange). It walks through opening statements, witness examination (cross‑ and re‑examination), closing arguments, and the issuance of written findings. If misconduct is upheld, it directs consideration of mitigating and aggravating factors, sanction selection per the Disciplinary Code and Code of Good Practice, and communication of appeal rights. All documentation (minutes, charge sheet, finding and sanction) must be retained. Read More Annexure to Substance Abuse Policy This annex to the Substance Abuse Policy reiterates that, despite private‑use legislation, company premises are not “private places,” and any cannabis possession, use or cultivation on site is strictly prohibited. It references the OHS Act duty to maintain a safe workplace and details criminal penalties (fines or imprisonment) for dealing, possessing or using cannabis beyond private allowances or in public. Violations constitute serious misconduct, trigger disciplinary action up to dismissal, and may be reported to authorities. Read More Smoking Policy This policy, regulated by the Tobacco Products Control Act and the OHS Act, applies to all employees (permanent, fixed‑term, casual, contractors). It mandates “Smoking Area” signage, limits smoke breaks to two 15‑minute intervals and a 30‑minute lunch break, and prohibits “informal meetings” that exclude non‑smokers. It requires prompt reporting of contraventions, investigative procedures by management, and disciplinary sanctions up to dismissal. The policy also offers information on smoking‑cessation support via EAP resources and ensures visitors comply with designated areas. Read More Substance Abuse & Cannabis Policy This policy recognises substance abuse as a health issue and a workplace hazard, balancing employees’ right to privacy with the employer’s duty to maintain safety. It defines mandatory testing (high-risk roles, post-incident, reasonable suspicion) and voluntary testing (employee-requested for assistance). A zero-tolerance stance applies to impairment on duty and cannabis use beyond private, lawful consumption. The document details awareness, education, and EAP support, as well as consequences for non-cooperation. Occupational Health & Safety obligations require employers to prevent access to the workplace by intoxicated individuals and allow necessary medical treatments when side effects pose no hazard. Read More Courses

National Certificate in Labour Relations Practice (NQF 6) October 2026 Starts 07 October 2026 | 2 Years R23 550.00 (excl. VAT) *Price includes all assessments and FISA Advance your career in employment relations with the National Certificate in Labour Relations Practice (NQF Level 6, 124 Credits) . This comprehensive, nationally recognised qualification equips HR, Employee Relations and Labour Relations professionals with the practical knowledge and strategic skills to manage workplace conflict, disciplinary processes, collective bargaining, dispute resolution and organisational change. Designed for today's evolving workplace, the programme prepares practitioners to lead with confidence while ensuring legal compliance and effective employee engagement. Start Date: 07 October 2026 | Duration: 2 Years | NQF Level 6 | 124 Credits Great news, registrations are OPEN! Register Now Time & Location 07 October 2026, Lecture Times will be communicated with registered delegates 1 Year About The Event National Certificate in Labour Relations Practice (NQF Level 6 | 124 Credits) Labour relations has become one of the most strategically important functions within modern organisations. As employment legislation evolves and workplace dynamics become increasingly complex, organisations need skilled professionals who can navigate conflict, ensure legal compliance, build productive workplace relationships and support organisational performance. The National Certificate in Labour Relations Practice (NQF Level 6) is a comprehensive occupational qualification designed to develop the next generation of Labour Relations and Employee Relations professionals. Whether you are already working in HR, Employment Relations, Industrial Relations or organisational leadership, this programme provides the practical skills, legal knowledge and strategic capability required to manage workplace relationships effectively. Rather than focusing only on legislative theory, the programme develops practical workplace competence through real-world application, preparing learners to confidently manage disciplinary matters, grievances, collective bargaining, organisational change, conflict resolution and labour law compliance. Why Choose This Qualification? The programme prepares graduates to become trusted advisors who can balance organisational objectives with fair labour practices while reducing legal and operational risk. Learners develop expertise across the full labour relations landscape, enabling them to support leadership, represent organisational interests professionally, and contribute to stable, productive workplaces. What You Will Learn The qualification includes comprehensive modules covering: Labour Law & Employment Legislation South African labour law framework Labour Relations Act (LRA) Basic Conditions of Employment Act (BCEA) Employment Equity Act (EEA) Skills Development legislation Occupational Health and Safety fundamentals Dispute Resolution & Conflict Management Managing workplace conflict Grievance handling Disciplinary procedures CCMA and Bargaining Council processes Mediation and dispute resolution techniques Collective Bargaining & Employee Relations Collective bargaining principles Trade union engagement Organisational consultation Negotiation skills Workplace communication strategies Labour Relations Management Employment relations strategy Organisational change management Employee engagement Workforce governance Labour relations risk management Leadership & Professional Practice Ethical labour relations practice Decision-making frameworks Stakeholder management Strategic employment relations Professional communication and advisory skills Who Should Enrol? This qualification is ideal for: HR Practitioners Labour Relations Practitioners Employee Relations Specialists Industrial Relations Professionals HR Business Partners Line Managers Union Officials Compliance Managers Business Owners Individuals seeking to build a career in Labour Relations Career Opportunities Graduates are well positioned for roles such as: Labour Relations Practitioner Employee Relations Advisor HR Practitioner Industrial Relations Consultant Employment Relations Specialist Workplace Mediator Employee Relations Business Partner Labour Law Compliance Officer Why Study with Global Business Solutions? This programme combines academic excellence with practical workplace application, ensuring learners develop skills that can be implemented immediately in their organisations. The curriculum reflects current South African labour legislation, workplace trends, and employment relations best practice, giving graduates a qualification that is both nationally recognised and highly relevant to today's employment environment. Programme Details Qualification: National Certificate in Labour Relations Practice NQF Level: 6 Credits: 124 Duration: 2 Years Commencement: October 2026 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: This National Certificate will be presented by multiple GBS Presenters over the various blocks including: John Botha Joint-CEO of Global Business Solutions, CEO of Circle And Square & Former EE Commissioner 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. Jonathan Goldberg Chairman of Global Business Solutions Johnny has led labour law for 30 years, negotiating at plant, industry, and NEDLAC levels. He advises clients on regulatory changes and is a sought-after speaker. Key roles include Commissioner on the National Minimum Wage Commission, Labour Market Convenor at NEDLAC, and representative on the Employment Services Board. He is also a Chartered Director of the Institute of Directors South Africa. Anndine Dippenaar Director of Kirchmanns Inc. and Senior Consultant at Global Business Solutions Anndine is an admitted Attorney of the High Court of South Africa. She is a is a seasoned Legal Practitioner specializing in employment law since 2005. Lara Thomas Labour Law Practitioner for Kirchmanns Inc., SASLAW WC Committee Member and Consultant at Global Business Solutions Lara is an admitted Attorney of the High Court of South Africa and holds a Post Graduate Diploma in Labour Law Practice from Nelson Mandela University. Lara has gained valuable insight on the subject of discipline in the workplace, often presiding over and initiating disciplinary enquiries, as well as representing clients at the CCMA and Labour Court. Grant Wilkinson Executive at Kirchmanns Inc., Senior Consultant at Global Business Solutions and Vice President of the SASLAW Western Cape Chapter Grant is an admitted attorney with a wide range of experience in both consulting and training. Grant’s focus areas are: Labour Law, industrial relations, legislative development, commercial law, consumer protection, corporate governance, and human resources. 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 events—keep in touch on our socials: Jul 07, 2026, 9:00 AM – 10:00 AM GMT+2 B-BBEE Session 6: SED: From Charity to Change / Virtual Event Register Now Jul 07, 2026, 9:00 AM – 10:00 AM GMT+2 Virtual Event Move beyond once-off CSI spend into meaningful socio-economic impact. This session focuses on designing SED initiatives that deliver measurable education, health and enterprise outcomes—while strengthening community trust, brand credibility and long-term social value. (Session 6/10) Share Jul 14, 2026, 9:00 AM GMT+2 – Jul 15, 2026, 4:00 PM GMT+2 Live PE/Gq Disciplinary Enquiry & Arbitration Master Class / Virtual Event Register Now Jul 14, 2026, 9:00 AM GMT+2 – Jul 15, 2026, 4:00 PM GMT+2 Virtual Event Strengthen your organisation’s disciplinary capability with this 2-day Disciplinary Enquiry & Arbitration Master Class. Designed for HR, ER, managers, and chairpersons, this intensive programme builds end-to-end skills—from running fair internal hearings to defending decisions at the CCMA. Learn... Share Jul 20, 2026, 10:00 AM – 11:30 AM GMT+2 Parental Leave After van Wyk Pop-Up / Virtual Event Register Now Jul 20, 2026, 10:00 AM – 11:30 AM GMT+2 Virtual Event The Constitutional Court's landmark Van Wyk judgment has fundamentally changed parental leave in South Africa, creating new legal obligations—and significant uncertainty—for employers. This practical webinar unpacks what the ruling means, how shared parental leave works in practice, and how organ... Share Load More