You have identified a training need. The next question is how best to deliver it. Should you send employees to a scheduled public course, or would an in-house programme work better for your team? Neither format is automatically better. The right choice depends on how many people need the skill, how specific the training needs to be, and what you want employees to be able to do differently afterwards. Choose a public course when a few people need the skill A public course can work particularly well when one or two employees need training on a defined topic and can attend an existing scheduled date. Public courses also give delegates the opportunity to learn alongside professionals from other organisations, which can introduce useful perspectives and practical examples. For example, a newly appointed manager may benefit from attending a scheduled course on conducting a disciplinary enquiry rather than waiting until enough colleagues require the same training. Our 2027 public course schedule will be available soon, covering a broad range of topics across HR, labour law, Employment Equity, B-BBEE, leadership, management, AI, business skills and more. Consider in-house training when the team needs a shared approach In-house training can be particularly effective when several employees need the same skills or when the learning needs to reflect the organisation's own environment. Any of the programmes offered on our public course schedule can also be delivered in-house, either virtually or on-site. But an in-house programme does not have to be an exact copy of the public course. We can customise the content around: Your organisation's training objectives; The experience level of the delegates; Internal policies and procedures; Industry-specific challenges; Real workplace scenarios; The amount of time available; The skills employees need to demonstrate afterwards. This allows the programme to focus on what is actually relevant to the people in the room. Why customise an in-house training programme? The purpose of training should not simply be to complete a workshop. It should result in knowledge and skills that employees can apply in their work. Customised training allows examples, exercises and discussions to reflect the challenges employees actually encounter. It also gives teams an opportunity to develop a common understanding of how a particular process or responsibility should be handled within their organisation. For example, instead of delivering generic grievance training, an in-house programme could focus specifically on helping managers: Identify grievances correctly; Follow the organisation's internal procedure; Conduct the first meeting confidently; Document the process consistently; Know when a matter should be escalated. The training objective becomes much clearer, and the programme can be built around achieving it. When does in-house training make financial sense? In-house delivery can also become attractive when several employees would otherwise attend the same public course. Rather than making multiple individual bookings, the organisation can train a larger group together while gaining the additional benefit of customised content. Other practical benefits can include: Greater flexibility around dates; Virtual or on-site delivery; Reduced employee travel; Training around operational schedules; Consistent learning across teams; More opportunity for organisation-specific discussion. Start with the outcome you want Before choosing a training format, define what success should look like. For example: “Our managers must be able to manage the first stages of a grievance consistently.” is much more useful than: “We need an HR workshop.” Consider: Who needs the training? What do they need to know or do afterwards? How many employees need the skill? Are there organisation-specific policies or processes involved? How much time is available? Should the programme be virtual or on-site? These answers help determine whether a public course or customised in-house programme will deliver the strongest result. Public or in-house? You do not necessarily have to choose between them Our public course schedule can also be used as a starting point for your organisation's internal training plan. If you see a course that addresses a relevant need, we can deliver that programme in-house or adapt it around your organisation's specific objectives. That could mean adjusting the duration, combining selected topics, incorporating internal policies, adding practical exercises or designing a broader programme around the capabilities your team needs to develop. Our 2027 public course schedule will be live soon, but organisations planning their training for the year can already begin identifying priority skills and considering where public or customised in-house training would provide the most value. The goal is not simply to deliver training. It is to make sure the learning lands with your employees, builds the required capability and can be applied back in the workplace. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; AI & the Future of Work: The CHRO Roadmap and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Attending a labour law update is valuable. The harder part often comes weeks or months later. A disciplinary issue arises. A manager asks about consistency of sanction. A grievance raises a question you remember hearing about at a seminar—but you cannot remember which judgment dealt with it. That is why this year's Annual Labour Law Update (ALLU 2026) has been designed to extend beyond the seminar itself. Every registered delegate receives six months of access to the ALLU Update BotBuddy, together with a broader package of practical labour law resources valued at more than R30,000. The aim is simple: help delegates not only learn what has changed, but find and apply that knowledge when they actually need it. What is the ALLU Update BotBuddy? The Update BotBuddy is an AI-powered labour law resource available to registered #ALLU2026 delegates. Rather than searching manually through hundreds of pages of seminar material when a workplace question arises, delegates can use BotBuddy to work with the labour law content covered through our Mid-Year and Annual Labour Law Update programmes. The resource includes cases covered through MLLU and ALLU programmes since 2023, giving delegates a growing body of practical South African labour law material to work with. What can the Labour Law BotBuddy do? BotBuddy is designed to help HR, Employment Relations, Industrial Relations and labour law professionals work with the material more efficiently. Delegates can use it to: Search for relevant labour law cases by topic; Generate concise case summaries; Explore cases connected to a workplace issue; Draft practical checklists; Develop policy clauses; Work through the case material covered during the updates; and Export useful responses for future reference. For example, instead of trying to remember which case dealt with inconsistency in disciplinary sanctions, a practitioner can use BotBuddy to explore the relevant material and quickly identify useful cases and principles to investigate further. AI does not replace professional judgement or legal advice. What it can do is make a large body of information considerably easier to navigate. How long do ALLU delegates get access to BotBuddy? Registered ALLU 2026 delegates receive six months of BotBuddy access. That is important because most of the value from a labour law update is realised after the seminar. You may not need information about demotion, protected disclosures, operational requirements or off-duty misconduct on the day you attend ALLU. You may need it three months later when exactly that issue lands on your desk. BotBuddy helps keep the learning accessible long after the presentation has ended. What labour law material do ALLU delegates receive? BotBuddy is only one part of the resource package. ALLU 2026 delegates also receive a curated electronic compilation of more than 200 South African labour law cases, with approximately 40 significant cases unpacked in greater depth during the programme. This means delegates have both the underlying resource material and an AI-powered way to navigate and work with it afterwards. What other value adds are included with ALLU 2026? Every registered delegate receives an additional resource package valued at more than R30,000, including the 200+ case compilation, professionally bound presentation slides, six months of Update BotBuddy access, our GBS WhatsApp Community, one month of free access to selected GBS CPD webinars, access to our Employment Equity Tool, practical policy templates and applicable APSO/SABPP CPD points. The intention is to make ALLU more than a once-off legal briefing. Delegates leave with resources they can continue referring to throughout the months that follow. Why does this matter for HR and Employment Relations professionals? South African labour law continues to evolve through legislation, regulatory developments and decisions from the Labour Court, Labour Appeal Court, Constitutional Court and arbitration forums. Knowing that a new case exists is one thing. Being able to find the relevant principle when a real workplace matter arises is another. That is where searchable resources and AI-supported knowledge tools can become particularly useful. Instead of training being something that ends when delegates leave the room, the knowledge remains available for practical application. Who gets access to the ALLU BotBuddy? Six months of Update BotBuddy access is included for registered ALLU 2026 delegates. There is no separate BotBuddy purchase required as part of the delegate package. It accompanies the seminar learning, case compilation and other ALLU resources so delegates can continue working with what they have learned. A practical next step The Annual Labour Law Update 2026 – The Tipping Point kicks off in East London on 21 October, followed by sessions in Johannesburg, Durban, Cape Town and Gqeberha, together with Zoom and Microsoft Teams options during November and a second Cape Town session on 1 December. Led by Professor Jonathan Goldberg, with contributions from John Botha and Thembi Chagonda, ALLU 2026 examines the labour law developments employers need to understand now—from changing case law and the new Code of Good Practice on Dismissal to Employment Equity, NEDLAC's proposed legislative amendments, protected disclosures, AI and digital workplace conduct. But this year, the learning does not end at 15:30. With six months of BotBuddy access, 200+ curated cases and a resource package valued at more than R30,000, delegates leave with practical tools designed to help them continue applying the update throughout the months ahead. Live attendance: R3,990 excl. VAT | Virtual attendance: R2,990 excl. VAT Explore ALLU 2026 and register here 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

The Labour Appeal Court has overturned a finding of unfair dismissal in WBHO Construction (Pty) Ltd v Masenya (2026), holding that a valid mutual separation agreement does not constitute a dismissal and falls outside the scope of retrenchment procedures under the Labour Relations Act (LRA). The employee was employed by WBHO Construction as a grader operator from April 2018. In November 2020, discussions arose about operational requirements and a possible transfer to a Northern Cape project. The employee declined the relocation, citing family commitments. Following these discussions, the parties signed a document titled a “Mutual Separation Agreement” on 3 December 2020. In terms of the agreement, the employee received a severance package of over R181,000 in full and final settlement of any claims. However, the employee later challenged the termination, alleging that he had been unfairly dismissed under the guise of a mutual separation. The dispute was referred to the Bargaining Council for the Civil Engineering Industry. The Arbitrator found that, despite its title, the agreement resembled a retrenchment letter and that no proper consultation process in terms of section 189 of the LRA had been followed. The Arbitrator concluded that the employee had been unfairly dismissed and ordered his reinstatement with repayment of the severance amount. WBHO sought to review the award in the Labour Court. The Court upheld the arbitrator’s decision, finding that the employer could not use a mutual separation agreement to bypass statutory retrenchment procedures. It held that the dismissal was both procedurally and substantively unfair. On appeal, the Labour Appeal Court took a different view. It emphasised that the central issue was whether a valid agreement existed between the parties. This, the Court held, is a jurisdictional question requiring application of the correctness test, not the reasonableness test applied by the arbitrator and Labour Court. The Court found that the parties had freely and voluntarily concluded a mutual separation agreement. There was no evidence of coercion, and the employee accepted the terms in full and final settlement. As such, the agreement was valid and enforceable. Importantly, the Court held that where a valid mutual separation agreement exists, there is no dismissal. Consequently, the bargaining council lacked jurisdiction to determine an unfair dismissal dispute. The Court further rejected the notion that an employer is barred from concluding a mutual separation agreement merely because operational requirements had been discussed. It held that parties remain free to contract, even in the context of potential retrenchment, provided the agreement is genuinely consensual. The appeal was upheld. The Labour Appeal Court set aside both the Labour Court’s judgment and the arbitration award, substituting them with a finding that the employee had not been dismissed. No order as to costs was made. The judgment underscores the legal distinction between consensual termination and dismissal. It confirms that a properly concluded mutual separation agreement will be upheld, and that such agreements cannot lightly be recharacterised as retrenchments in the absence of evidence of coercion or lack of genuine consent. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

For designated employers, the employment equity plan is already part of the organisation's work. The 2025 CEE report records 29.3% women at top management and 38.6% at senior management across the employers covered by its reporting data. These are shares of separate occupational levels, rather than individual promotion rates. Annual targets need practical action: who can move into future roles, what may prevent that movement, and what support would help employees progress? As HR prepares its 2027 workforce and training plans, it is a good time to put those questions beside the current employment equity (EE) plan. Start with the roles, not a course catalogue Look at the occupational levels and roles where the organisation has set goals. Discuss expected vacancies and progression routes with managers. Are employees ready to apply for the next role? If not, what experience, coaching, qualification or specific skill would help them become ready? Check who can access development Review nominations for training and development opportunities. Are programmes reaching the people who need them? Can shift workers or employees outside head office attend? Are selection criteria clear? A relevant course has limited effect if the intended group cannot take part. Connect training with workplace opportunity Development works best when an employee can use a new skill. Pair learning with appropriate work exposure, manager support and a way to review progress. Training is one action within an EE plan; it is not a substitute for fair recruitment, promotion and other measures the plan requires. Keep reporting and planning connected The Department's EE reporting portal gives 15 January 2027 as the online deadline for the 2026 report for employers required to report. Use the preparation process to check the quality of workforce information and discuss what the results mean for 2027 actions. The report records the position; the plan must guide what happens next. Global Business Solutions assists with employment equity plans, reporting, committee training and skills development. If your EE and training work sit in separate documents, ask GBS to help your team turn its priorities into a practical 2027 development discussion. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

South Africa’s Department of Home Affairs has waived the requirement that certain visa extension and change-of-status applications be submitted at least 60 days before the current visa expires. Immigration Directive 13 of 2026 covers qualifying applications still awaiting adjudication, certain pending appeals, and future applications submitted to the Department. The key deadline remains: the application must be submitted while the applicant’s existing visa is still valid. The waiver removes the 60-day advance-filing requirement; it does not give someone permission to remain in South Africa after their visa expires without submitting an application. The Minister of Home Affairs signed the directive on 2 October 2026. It was circulated on 8 October 2026. The waiver is made under section 31(2)(c) of the Immigration Act and concerns the timing rules in regulations 9(5)(a) and 9(8)(c) of the Immigration Regulations. What has changed? Before the waiver, the regulations required applications to extend a visa, or to change a visa’s status or conditions from inside South Africa, to be submitted no less than 60 days before the existing visa expired. Missing that window could lead to an application being refused on timing grounds, even where the applicant had prepared the application before the visa expiry date. Immigration Directive 13 of 2026 grants a blanket waiver of that 60-day requirement for the categories it specifies. Applicants may therefore submit a qualifying application closer to the visa expiry date, provided Home Affairs receives it before the current visa expires. The directive does not remove the need to apply, change the requirements for the visa category, or guarantee approval. Applicants must still meet the substantive eligibility criteria and provide the required supporting documents. Who does the waiver apply to? The directive covers three groups: Visa extension applications that are still pending adjudication. These are extension applications that have not yet received a final decision. Certain pending appeals. The appeal must still be pending and must be based on the fact that the extension application was not submitted at least 60 days before the existing visa expired. Future applications submitted to the Department of Home Affairs. This includes qualifying applications to extend a visa or change the status or conditions of a visa, where the application is submitted before the existing visa expires. The wording concerns extensions and changes of status or conditions under the relevant regulations. It should not be read as a blanket waiver of every deadline or requirement in South African immigration law. If your application was refused for more than one reason, or your circumstances fall outside these categories, get case-specific advice before assuming the directive resolves the issue. What should applicants with a pending appeal do? If an appeal is pending because Home Affairs refused an extension application for being filed inside the 60-day period, the directive may bring that appeal within the waiver. The underlying visa application can then be considered without that timing objection, subject to the facts of the case and the remaining visa requirements. Xpatweb’s 9 October 2026 newsflash reports that negative decisions in affected appeals are expected to be overturned and that applications for accompanying family members may then be resolved. The directive itself describes which pending appeals qualify; it does not set out a processing timetable. Applicants should keep copies of the refusal, appeal, application receipt and current visa, and check the status of their matter with the relevant adviser or channel. A waiver of the 60-day rule is not the same as approval of the visa. It also does not, on its own, resolve an appeal that raises other grounds or confirm what travel or work rights apply while a matter is pending. What should someone do if their visa is close to expiry? If your current visa is approaching its expiry date, take these steps promptly: Confirm which visa application you need to submit and whether the directive covers it. Prepare the full set of documents and check the current requirements for your visa category. Submit the application before the expiry date shown on your existing visa. Keep proof of the submission date and receipt. If you already have a refusal or pending appeal, check whether the stated refusal ground is specifically the 60-day filing requirement and retain the relevant correspondence. Get advice before travelling, working outside your visa conditions, or relying on a pending application to establish your status. Do not assume that the waiver extends a visa automatically. It removes the 60-day advance-submission requirement for covered applications, while the requirement to submit before the existing visa expires remains. Does the waiver mean applicants can stay after their visa expires? No. Immigration Directive 13 of 2026 says the application must be submitted while the existing visa is still valid. The directive warns that failure to do so may engage section 32(1) of the Immigration Act and regulation 30(1) of the Immigration Regulations. Submitting an application before expiry also does not itself mean the application has been approved. Applicants should confirm their legal position, including any permission to remain, travel or continue an activity, based on the rules and concessions that apply to their specific case. Does the waiver guarantee visa approval? No. The waiver addresses the 60-day timing requirement. It does not guarantee that an extension or change-of-status application will be approved. Applicants must continue to meet the requirements for the visa they are applying for and submit the relevant evidence. Frequently asked questions What is Immigration Directive 13 of 2026? It is a Home Affairs directive dated 2 October 2026 that waives the 60-day advance-filing requirement for specified visa extensions and changes of status or conditions. It applies to certain pending applications and appeals, as well as qualifying future applications submitted to Home Affairs. Can I submit my visa extension less than 60 days before expiry? The directive allows a covered extension application to be submitted inside the 60-day period. You must submit it before your current visa expires, and you must still meet the other requirements for that visa category. My appeal was refused because I applied within 60 days of expiry. Does the waiver help me? It may. The directive covers appeals that are still pending and are based on the failure to submit the extension application at least 60 days before expiry. Check the exact reason for refusal and the current status of your appeal. The waiver does not automatically settle appeals based on other grounds. Does the waiver apply to a change of visa conditions or status? The directive refers to applications to change visa status or conditions under regulation 9(5)(a), as well as visa extensions under regulation 9(8)(c). The application must be submitted while the existing visa remains valid. Does this change the documents I need to submit? No. The directive waives the specified timing requirement. It does not remove the documents or eligibility requirements for the visa category. Check the latest official checklist and any instructions from Home Affairs or the relevant application centre. Can I remain in South Africa if I submit after my visa expires? The directive’s condition is that a covered application be submitted before the existing visa expires. It does not create a general right to remain after expiry without applying. If your visa has already expired, seek case-specific immigration advice urgently. When will pending appeals be finalised? The directive does not provide a processing deadline. Xpatweb reports that affected matters may take several months to work through the system. Keep your records and follow up through the channel handling your case. Need help assessing a case? Applicants affected by a refusal, pending appeal or approaching visa expiry should have the dates, visa category and decision documents reviewed together. For assistance assessing whether a case falls within the directive and what steps may be appropriate, contact an experienced South African immigration practitioner. Reach out to Natalie Singer (our foreign national expert), natalies@globalbusiness.co.za or Xpatweb at 011 467 0810 or insight@xpatweb.com. This article provides general information based on Immigration Directive 13 of 2026 and the Xpatweb newsflash circulated on 9 October 2026. It is not legal advice. Immigration outcomes depend on the facts, application history and current Home Affairs procedures. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; AI & the Future of Work: The CHRO Roadmap and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Key point: The judgment concerns the lawfulness of the Minister’s decision-making, not the merits of transformation. The court did not find that the Code cannot lawfully be promulgated. Background The Legal Sector Code, gazetted on 20 September 2024, replaced the Generic Codes as the B-BBEE measurement framework for law firms. Developed under a Steering Committee supported by the Legal Practice Council, it introduced escalating black and black women ownership targets, a Legal Sector Transformation Fund, a Charter Council and significant weight on the briefing of black advocates. Minister Patel declined to approve the Code; his successor, Minister Tau, approved it shortly after taking office. Deneys, Bowmans, Webber Wentzel and Werksmans challenged that decision, as did Solidarity Trade Union, in Deneys Reitz Inc t/a Deneys and Others v Minister of Trade, Industry and Competition and Others (cases 2024-149523 and 2025-033365). The ruling On 7 October 2026, a full bench of the High Court, Pretoria, set aside the Minister’s decision to promulgate the Code and remitted the matter to him for reconsideration. Section 9(1) of the B-BBEE Act confers a discretionary power. The Minister may rely on consultation and departmental advice, but he must evaluate the material and decide for himself. His own affidavit was fatal: he described his role as recognising “what the legal sector has collectively agreed on” and regarded himself as “duty-bound to gazette” the Code. The court held that this understanding is incompatible with the discretion Parliament conferred on him. What the court did not decide The court made no finding on the Code’s targets, timelines or exclusions. The Minister may take a fresh decision without restarting the consultation process. The current position The court did not suspend its order, so the Code has no legal force, and the Generic Codes apply by operation of law. That position will change if: any respondent applies for leave to appeal within 15 court days, by about 28 October 2026, which suspends the order under section 18(1) of the Superior Courts Act and revives the Code pending the appeal; or the Minister re-gazettes the Code after a properly reasoned decision. The dtic has not yet issued formal guidance, and SANAS has indicated to verification agencies that it will not advise until the dtic does. Practical implications Affidavits. The Generic Codes set the EME threshold at R10 million, against R5 million under the Code. Attorneys with turnover between R5 million and R10 million therefore qualify for an affidavit: Level 4 by default, Level 2 if at least 51% black owned and Level 1 if wholly black owned. Closed financial years. In practice, verification follows the code in force at the time of measurement. Spend planned under the Code is not forfeited: the core elements count under both frameworks, and the Generic Codes also recognise socio-economic development, bursaries and black non-lawyers in management. Existing Code certificates. These lack a legal foundation while the order stands, but should not be withdrawn unilaterally. They remain operative if leave to appeal is sought. Transformation Fund. Contributions made for scoring purposes should be suspended until the position is settled, subject to any existing contractual commitments. What firms must do now Defer new affidavits and verifications until the appeal window closes and the dtic has issued guidance. Where a tender, client requirement or certificate expiry cannot wait, take specialist advice on the firm’s specific position. Misrepresenting B-BBEE status is an offence under section 13O of the B-BBEE Act. Retain existing Code certificates. Model the firm’s scorecard under both frameworks with specialist B-BBEE input. Confirm in writing which code will apply before any verification commences. Maintain transformation programmes. Genuine ownership by black attorneys remains decisive, and nominal arrangements constitute fronting under section 13O. The bottom line Transformation and the rule of law are mutually reinforcing constitutional commitments (para 137). The judgment does not end transformation obligations in the legal profession; it requires the Minister to exercise his discretion personally and on a properly reasoned basis. Firms that act before the position is settled risk having to reverse their compliance decisions. Sources Deneys Reitz Inc t/a Deneys and Others v Minister of Trade, Industry and Competition and Others; Solidarity Trade Union v Minister of Trade, Industry and Competition and Others, Gauteng Division, Pretoria, cases 2024-149523 and 2025-033365, order made 7 October 2026 Legal Practice Council: Legal Sector Code FAQs Daily Investor: Bowmans, Webber Wentzel and Werksmans win legal victory in BEE battle 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; AI & the Future of Work: The CHRO Roadmap and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

In JENECKER V SA MEDICAL AND EDUCATION FOUNDATION NPC [2025] ZALCCT, the Labour Court upheld the dismissal of a former fundraiser who repeatedly told her chief executive officer "screw you" during a workplace confrontation, finding that her conduct amounted to gross insubordination that justified dismissal. The employee was employed by the SA Medical and Education Foundation NPC as a fundraiser from February 2020. The dispute arose on 10 December 2021 when she arrived at work 15 minutes late. During a staff meeting, the CEO questioned her explanation that traffic had caused the delay after hearing other employees say traffic had been flowing normally. Following the meeting, the employee asked to speak to the CEO privately, explaining that the actual reason for her lateness was that the driver of the vehicle she was travelling in had diverted to take a sick child to the Red Cross Hospital. She also confronted the CEO for allegedly calling her a liar in front of colleagues. The discussion became heated when she refused his instruction to sit down and left his office. The confrontation continued in the open-plan office, where, after being informed that she was suspended for the day and would face disciplinary action, she told the CEO "screw you". When he asked her to repeat what she had said, she did so. Following a disciplinary hearing, the employee was dismissed for gross misconduct involving insolence and insubordination. She referred an unfair dismissal dispute to the CCMA, where the Commissioner accepted the employer's version that she had uttered the offensive words and concluded that her dismissal was substantively fair. The employee then approached the Labour Court in terms of section 145 of the Labour Relations Act to review and set aside the arbitration award. Before considering the merits, the Court dismissed preliminary objections relating to the timing of the review application and procedural compliance. On review, the employee argued that her conduct amounted only to insolence, not insubordination, that dismissal was too harsh a sanction, and that the Commissioner had failed to adequately assist her after refusing her legal representation at arbitration. The Court rejected each of these grounds. It held that publicly telling the organisation's CEO "screw you" and deliberately repeating the phrase after being challenged constituted a serious and wilful challenge to authority. The Court found that the Commissioner had correctly distinguished between insolence and insubordination and that the arbitration award fell well within the bounds of what a reasonable decision-maker could reach. The Labour Court therefore dismissed the review application, confirmed the fairness of the dismissal, and ordered that each party should pay its own legal costs. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; CLAUDE for Employment Relations; KZN Employment Equity Reporting 2026: Sector Targets, DG Reviews & Compliance; AI & the Future of Work: The CHRO Roadmap; Shop Stewards: Mastering Roles & Responsibilities and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Artificial intelligence is becoming part of everyday business, but there is a significant difference between knowing about AI and knowing how to use it effectively at work. Many professionals have experimented with ChatGPT, Claude or Microsoft Copilot, yet still struggle to translate these tools into better processes, faster workflows or measurable productivity improvements. That is why practical AI training is becoming increasingly important. The objective should not simply be to explain artificial intelligence. Employees need to learn how to prompt effectively, identify appropriate use cases, improve processes, automate repetitive work and build practical AI-enabled tools. What is practical AI training? Practical AI training focuses on applying artificial intelligence to real workplace problems rather than only teaching AI theory. A useful programme should help employees understand: How generative AI works; How to write effective prompts; Which AI platforms are suited to different tasks; How Microsoft Copilot can support everyday work; How to identify processes suitable for AI or automation; How to create reusable AI workflows; How bots and AI assistants can be built; How to use AI responsibly and securely. The goal is to move employees from experimenting with AI to applying it systematically in their roles. What AI skills do employees need? Employees do not necessarily need programming or data-science backgrounds to become capable AI users. For many professionals, the most useful skills are practical ones. Prompt engineering Employees need to know how to provide AI with clear instructions, relevant context, constraints and expected outputs. Better prompting can significantly improve the quality and usefulness of AI-generated work. AI tool selection ChatGPT, Claude, Microsoft Copilot and other AI platforms have different strengths. Employees should understand which tools are appropriate for different tasks rather than relying on one platform for everything. Process mapping Before automating something, employees need to understand how the existing process works. Mapping workflows can reveal repetitive administration, unnecessary hand-offs and opportunities where AI can create genuine value. Automation Once a suitable process is identified, AI and automation tools can help reduce repetitive work and improve consistency. AI governance Employees also need to understand confidentiality, personal information, data protection, intellectual property and the importance of checking AI-generated outputs. How can businesses use AI in everyday work? Practical AI applications can be found throughout an organisation. Employees may use AI to: Draft and improve documents; Summarise lengthy information; Analyse data and reports; Research topics; Develop policies and procedures; Prepare presentations; Create reusable templates; Analyse processes; Generate ideas; Improve customer communications; Build internal knowledge tools; Automate repetitive administrative activities. In HR, Employee Relations and Compliance environments, AI can also assist with policies, Employment Equity documentation, performance-management processes, labour-law research and structured workplace documentation. The strongest use cases are normally those that solve an identifiable business problem rather than introducing AI simply because the technology exists. What is prompt engineering and why does it matter? Prompt engineering is the ability to communicate effectively with generative AI. A vague instruction will usually produce a generic answer. A stronger prompt provides the AI with: A role; Clear context; The task required; Relevant information; Constraints; The required format; Instructions about what it should not assume. Professional prompting can turn AI from an occasional writing assistant into a much more useful workplace productivity tool. Employees can also create reusable prompt libraries for recurring activities instead of starting from scratch each time. How can Microsoft Copilot be used in business? Microsoft Copilot is increasingly relevant to organisations already working within the Microsoft environment. Depending on the organisation’s licence and setup, Copilot can support activities involving documents, email, meetings, presentations, spreadsheets and other everyday Microsoft workflows. However, giving employees access to Copilot does not automatically create productivity. Employees still need to understand how to prompt effectively, select suitable tasks and redesign workflows around AI. This is why tool training should be combined with process thinking. Can employees build their own AI bots and workflows? Increasingly, yes. Modern AI tools are making it possible for business professionals to create simple bots, assistants and automated workflows without needing to become traditional software developers. For example, organisations may build tools that assist employees with: Internal policies; Frequently asked questions; Document generation; Compliance processes; HR administration; Research; Decision support. The key is understanding both what should be automated and how to implement it responsibly. Who should attend practical AI training? Practical AI capability is useful across many roles, including: HR professionals; Employee and Labour Relations practitioners; Compliance professionals; Managers; Executives; Business owners; Transformation professionals; Operations teams; Administrative professionals. The training is particularly useful for people who already understand that AI matters but now want to know how to use it properly in their work. Where can businesses find practical AI training in South Africa? Organisations should look for programmes that combine AI fundamentals with practical workplace application, process improvement, governance and automation. Global Business Solutions provides AI training, Digital Intelligence consulting, process automation and workplace AI capacitation to organisations across South Africa. GBS supports clients in East London, Gqeberha/Port Elizabeth, Cape Town, Johannesburg, Pretoria and the broader Gauteng region, Durban, as well as organisations nationwide through virtual and on-site engagements. The focus is on helping professionals move beyond AI theory and develop tools, prompts and workflows they can apply in their everyday work. A practical next step For professionals wanting more than a short introductory webinar, GBS is presenting the AI Compass: High Impact Workshop Series across four live online sessions in November and December 2026. The programme condenses the practical learning developed through the broader AI Compass programme into four focused workshops: 11 November: AI Fundamentals; 18 November: Prompting Like a Professional; 25 November: Microsoft Copilot & Process Mapping; 02 December: Bot Building & the Future of AI. Each session runs from 10:00–13:00, giving delegates 12 hours of practical AI development across the four-week programme. Participants progress from understanding AI and professional prompting to process mapping, Microsoft Copilot, automation and bot building, while also considering governance, data and responsible AI use. Format: Four live online workshops Investment: R14,500 excluding VAT The programme is facilitated by John Botha, Courtenay Botha and Joshua Botha, combining expertise in workforce strategy, business transformation and practical AI implementation. Rather than leaving with AI concepts alone, the objective is for delegates to leave with reusable prompts, practical techniques, improved workflows and an AI adoption roadmap they can apply within their organisation. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; CLAUDE for Employment Relations; KZN Employment Equity Reporting 2026: Sector Targets, DG Reviews & Compliance; AI & the Future of Work: The CHRO Roadmap; Shop Stewards: Mastering Roles & Responsibilities and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Before you finalise your 2027 training budget: seven questions HR should answer “We have no training budget left this year” is a familiar answer in the final quarter. It does not mean the development need has disappeared. It means HR has a short window to make a clear case for that need in the next budget. A useful 2027 skills development plan starts with what people must be able to do differently at work. The Department of Higher Education and Training's 2024 occupations research identifies 350 occupations in high demand nationally (annexure 1), but your own workforce data must determine which roles belong in your budget. Before filling a calendar with courses, ask these seven questions. 1. What is the business trying to do next year? An expansion, new system, changing customer demand or revised process can change the skills a team needs. Ask each department head what their people will need to deliver in 2027, and what currently gets in the way. 2. Which roles need attention first? Look at hard-to-fill roles, expected vacancies, succession plans and teams that rely heavily on one experienced person. A focused plan for those roles may be easier to fund than a long list of unrelated courses. 3. What happened to the 2026 plan? Compare planned training with attendance, completion and practical results. Was training postponed because people could not leave their desks? Did managers keep asking for the same skills? Those answers should shape next year's format and timing. 4. What do our employment equity commitments require us to work on? For designated employers, review the current employment equity plan alongside promotion opportunities, succession and access to development. The Department of Employment and Labour explains that the current five-year plans run from September 2025 to August 2030. Training alone will not deliver an employment equity outcome, but relevant development can support the actions in the plan. 5. What kind of learning does each need call for? A formal occupational qualification, a practical workshop and a short digital leadership module solve different problems. Choose the learning route for the job and the desired outcome; then confirm the specific accreditation or credential attached to that programme. 6. Would public or in-house delivery work better? Public courses can suit a few individuals. An in-house programme may suit a whole team that needs shared examples, a common approach and dates that fit operations. GBS offers both public programmes and customised in-house training. 7. What can we actually fund and schedule? For each priority, record the employees involved, intended outcome, learning option, approximate cost, proposed quarter and budget owner. Include employees' time and any assessment requirements. This turns a wish list into a proposal that finance and managers can assess. A practical next step Put your top three priorities on one page before the budget discussion. Global Business Solutions can help you explore suitable public courses, in-house programmes and longer learning pathways for 2027, as well as the WSP/ATR planning work connected to your training records and plans. Contact GBS to discuss your organisation's needs. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; CLAUDE for Employment Relations; KZN Employment Equity Reporting 2026: Sector Targets, DG Reviews & Compliance; AI & the Future of Work: The CHRO Roadmap; Shop Stewards: Mastering Roles & Responsibilities and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

COSATU has issued a Section 77(1)(d) notice of intended protest action for Wednesday, 7 October 2026, across all nine provinces. The notice says the action will run from 09:00 to 16:30, with shift workers absent for the full shift containing the majority of those hours. It calls for marches and pickets during working hours. The 2026 notice draws on an earlier dispute about South Africa’s economic crisis. COSATU refers to its August 2017 demands and the NEDLAC certificate issued on 7 November 2017, which recorded that the matter had been deemed considered after respondents did not respond within the agreed period. What were COSATU’s demands? According to the 2017 certificate, COSATU called for a prohibition on retrenchments intended to maximise profits, annual job-creation requirements for private companies, and legal changes that would restrict layoffs to insolvent companies. It also proposed government equity support for such companies and an Economic and Jobs Summit to examine employment policy and job-creation obligations. The respondents agreed that a Job Summit should be convened through NEDLAC, but they did not agree to prohibit profit-motivated retrenchments. The certificate records the outcome of the consultation process; it did not turn COSATU’s proposals into law. What does the 2026 notice mean for employers? The notice brings the 2017 dispute into a current workplace planning issue. COSATU says the planned action responds to the rising cost of living and calls for decent work. Employers should review likely staffing needs for 7 October, communicate arrangements clearly to employees and managers, and assess attendance and pay questions against the applicable legal requirements. Under section 77 of the Labour Relations Act, employees outside essential and maintenance services may take part in protest action where the statutory requirements are met. Those requirements include consideration of the underlying matter by NEDLAC or another appropriate forum and at least 14 days’ notice to NEDLAC of the intention to proceed. Protection for participation depends on compliance with the Act. Employers considering retrenchments should also keep the two issues distinct. COSATU’s proposed restrictions on retrenchments were demands in the 2017 process. Retrenchments remain subject to the Labour Relations Act’s operational requirements provisions, including the consultation duties in section 189. For HR teams, the immediate task is to plan for the announced protest date while handling individual attendance fairly and consistently. The longer-running debate over job security is a reason to keep retrenchment decisions, consultation records and workforce plans under review. 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. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; B-BBEE Session 9: Sector Codes: Your Industry, Your Advantage; CLAUDE for Employment Relations; KZN Employment Equity Reporting 2026: Sector Targets, DG Reviews & Compliance; AI & the Future of Work: The CHRO Roadmap; Shop Stewards: Mastering Roles & Responsibilities and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.