A ‘zero-tolerance’ approach towards employees who are under the influence of alcohol and other intoxicating substances is a fairly common phenomenon in the workplace.

Since the decriminalisation of the cultivation, possession and use of cannabis for private purposes, there have been several cases in which employees have challenged their employers regarding the banning or restriction of cannabis.

A case of serious misconduct may also amount to a criminal offence. Does the employer have to wait until the disciplinary proceedings have run their course before laying a criminal charge?

Most contracts of employment contain an overtime clause which states that the employee agrees to work overtime "as and when needed".

The recent protests in France show the power of the social contract between a population and its government.

When an employee goes on maternity leave, others almost inevitably have to fill in for her. During her absence the question may arise whether she is really needed and whether her position has become redundant.

The possession and use of dagga for private purposes may no longer be a criminal offence, but to what extent may employers control employees’ habits in the workplace?

It is fairly common practice to allow employees to work beyond their retirement age. But what if such employees want to hang on to their job indefinitely?

Presenteeism, being physically present at work but mentally absent and unproductive due to illness, injury, stress or burnout, comes at a greater economic cost than absenteeism.

There is much controversy and confusion about how Covid-19 should be managed in the workplace. Are vaccination mandates still appropriate? Also, do employees still have to be screened, wear masks, sanitise and keep a distance?