According to the codes of good practice, a breastfeeding female employee is entitled to 2 intervals of 30 minutes each to allow her to breastfeed or express milk. This should be allowed every day for the first six months of her child’s life. A breastfeeding female employee is also not authorised to perform work that is hazardous to herself. Further to the above, an employer should allow arrangements for female employees to attend required postnatal clinics after she has given birth. Resources:...

An employment relationship originates when an employer and an employee enter a contract of employment. The employee undertakes to execute certain specific and/or implied duties and in return for the employer to compensate the employee with a certain amount of remuneration.  For as long as an employee tenders its service, the employer must pay their remuneration on the date as specified in the employment contract and/or on the date the employee would normally receive its...

"The argument that where an employee gives notice of termination by resigning with immediate effect, then such an employee cannot be compelled to continue working for the employer because resignation is a valid unilateral act that comes into effect on the date the employee dictates that it will come to, and end is misinterpreted."  The Standard Bank of South Africa Limited v Nombulelo Cynthia Chiloane. "Except where summary dismissal is warranted, the unilateral act of the employer in...

Employees who are temporarily or permanently medically boarded may claim UIF or a SASSA medical disability grant, depending on their circumstances and whether they meet the requirements to submit a claim. A SASSA disability grant will be awarded, according to their website, if the claimant meets the legislated requirements and is not receiving any other disability benefit, and where the medical assessment confirms that the claimant cannot work because of their condition or disability. An...

The purpose of serving a warning or a notice, such as a notice of hearing, is to ensure that the employee carries the knowledge of the content of the document at the time of serving it to the employee and to serve as future proof that the employee knew of the content of the document. The employee signing the document is simply a way to prove that the employee received the document. The employer’s actual aim is to provide the employee with a copy of the notice or warning. Failure to provide a...