Fixed-term (‘temporary’) contracts expose employers to risk.

In a previous article, we reported on a Labour Court (LC) ruling that an employer may not use a mutual separation agreement to bypass the retrenchment procedure prescribed by the Labour Relations Act (LRA).

Alcohol-related misconduct in the workplace can have serious consequences and should therefore be dealt with decisively. Yet, in their eagerness to address a situation, employers often repeat the same mistakes.

Silence is costly. Toxic workplaces erode morale, performance, and mental health, and leaders can’t afford to ignore it.

What happens when an employer decides to end remote working arrangements and instructs the employee to return to the office?

One of the most frustrating challenges for employers is managing situations where employees are absent without communication.

Just when we thought the law on dismissal after retirement was clear, the Constitutional Court (CC) befuddled the issue with a three-way split decision. Where does this leave employers?

Workplace conflict between employees is growing. Dealing with it will continue to be firmly at the top of the agenda for HR in 2025.

May an employer use behavioural characteristics (e.g. initiative, enthusiasm and determination) as criteria to select employees for retrenchment?

May an employer use behavioural characteristics (e.g. initiative, enthusiasm and determination) as criteria to select employees for retrenchment?