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As many who have been through the experience may understand, resignation can be a drawn-out process that can possibly have a bad ending if not handled well. This makes it all the more important for employees to properly understand it in the event that they make that decision.

Underpaid yet overperforming employees have taken a stand by deciding to do only what is required of them, and nothing more. Although this may impact a business' productivity and profitability, the rising cost of living does not match what employees are currently earning. 

In the midst of the growing unemployment crisis in South Africa, jobs are rare and appreciated. But why is job rejection based on the presence of visible tattoos and piercings still a thing? 


Labour legislation in South Africa is heavily weighted in favour of employees. The heavy protection of employees against being dismissed makes it very difficult for employers to run efficient workplaces. This in turn compromises the ability of businesses to grow and to employ more employees.

South Africa's Labour Laws aim to support and protect all migrant workers in the country, with no discrimination at play. Certain situations have been brought to light, as some employers are taking advantage of a workers' vulnerability, which the Department of Employment and Labour does not stand for. 

Many people look forward to retirement and the prospect of living out their golden years comfortably. However, studies found that the majority of South Africans will not have enough money saved up to retire comfortably.


Many people spend years preparing for when they will no longer work. However, retirement is a long way away for many people and unforeseen circumstances could result in them urgently needing money.


Like their global counterparts, South African companies and workers are grappling with a worsening economic outlook as we move into the second half of 2022. And as salary and incentive negotiation season nears, both parties have to grapple with the question of what constitutes fair compensation in light of the prevailing climate.

Key skills include digital literacy, problem solving, adaptability, critical thinking and being able to communicate effectively. While many of these essential skills which are touted for the future of work can be studied for, some are learned – and sometimes the long and arduous way.

Five years ago, Cynthia Mokgobu started a tiny farming operation in her backyard in the Limpopo village of Bochum. Today, she’s supplying vegetables to markets as far afield as Gauteng, and is well on her way to realising her dream of becoming a fully-fledged potato farmer and ensuring food security for her entire village.

The workplace is not what it once was. The pandemic accelerated shifts that were already gaining traction and, today, working environments are defined by increasingly hybrid arrangements, greater mobility and non-linear career shifts. Of course, these changes are also being accompanied by accelerated digital transformation and the rise of automation.

Mid-life is a time when many people reassess their priorities and decide to make a career change. The Covid-19 pandemic has also prompted employees of all ages to rethink their career paths, either due to personal preferences, or because of retrenchment and a shortage of work options.

Businesses in South Africa can debate the pros and cons of the hybrid work model all they like, but the fundamental truth is that Covid-19 has changed the rules, and now skilled workers are in a strong position to influence the employer/ employee environment to ultimately transcend the traditional company culture.

 The ongoing Covid-19 outbreaks suggest that a hybrid way of working could become the norm. This is especially likely in service industries where in-person presence is not as critical to operations. 

On 18 March 2022, the Minister of Employment and Labour (Minister) published the ‘Code of Good Practice on the Prevention of Elimination of Harassment in the Workplace’ (Harassment Code). The Harassment Code is effective from 18 March 2022. The Minister has, simultaneously, repealed the ‘Amended Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace’.

Both employers and prospective employees feel the pain of the recruitment process.  Job searches are often tense, drawn out and exhausting.  Both sides can benefit from a quicker, more accurate and less costly match. 

Whether the dismissal of an employee who accused a fellow employee of racism and threatened and intimidated her was substantively and procedurally fair.

When an employer contemplates retrenching employees it is required by the Labour Relations Act (LRA) to first consult about this prospect before making any decision to retrench. Where the relevant employees belong to a trade union the employer is required to consult with that union on a number of issues, the most important of which is any means of avoiding job losses. 

The presiding officer (PO) of a disciplinary hearing must hear the evidence from both sides properly in order to be able to consider it once the hearing is adjourned for purposes of a verdict. The PO then assesses the evidence collected at the hearing in order to decide whether the employee is guilty or not guilty of the charges. 

Even without the effects of Covid absenteeism is a most problematic form of misconduct because it reduces productivity. Most employers therefore require employees who are absent from work due to alleged illness to provide proof, in the form of a medical certificate and/or a positive Covid test result, that they were genuinely ill and not abusing sick leave for purposes unrelated to illness. 




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