Yes. Employees who embark on strike action forfeit the right to payment for the period they strike. The only exemption is where the employees also receive payment in kind. Examples of payment in kind are accommodation, food and basic amenities. Employers may not withhold payments in kind, even during Strike action.  The employer may recover the value of the payments in kind paid during strike action after the strike is over. To find out how SEESA can help your business visit our website...

No. It has become a trend that Political Parties enter the workplace sphere and try to involve themselves in work-related matters between employers and their employees. In terms of the Labour Relations Act, 1995, the workplace is more commonly an area for Trade Unions, Employers Organisations and/or Workplace Forums. In two recent Labour Court Cases, the court confirmed that political parties have no place in involving themselves in work-related matters. In Calgan Lounge (Pty) Ltd and others v...

Employers should be careful when contemplating disciplinary action against employees who are absent from the workplace due to self-isolation from COVID-19 exposure. Two CCMA cases, with varying outcomes, confirm that these matters should be dealt with systematically and only after adequately investigating the facts. In Mehlala v Cybersmart (Pty) Ltd (2021) 7 BALR 749, the CCMA confirmed that OHS Regulations require an employee to self-isolate for a period of 10 days or longer if the employee...

No. There is no legal requirement that contracts of employment must be in writing.  A verbal agreement of employment is completely binding. The difficulty will always be in proving the terms of a verbal agreement when a dispute arises. If there is one thing that all employers desire, it is certainty. Properly drafted and implemented contracts of employment provides employers with exactly that, certainty. To find out how SEESA can help your business visit our website:...