Studies have shown that empathy has far-reaching effects in the workplace. It is therefore increasingly recognised as a crucial leadership quality in the current global market. This is pivotal as it builds a community of trust within a company’s team and has a knock-on effect on its stakeholders and customers, contributing to the longevity and sustainability of a business.

Earlier this year I wrote an article warning of the dangers of enforcing compulsory Covid vaccinations at the workplace. Despite this, a trend towards compulsory vaccination has begun.

Hearings are a critical part of the business machinery. They provide parties with an opportunity to resolve conflict, and they can mitigate risk for employee and organisation alike. However, the past 18 months have not been ideal for organisations undertaking hearings.

Despite South Africa’s employment equity legislation, the biases and discrimination that characterised the ‘old South Africa’ still exists in the hearts and minds of many people.

Employers use alternative and temporary labour sources for numerous reasons including:

Item 4(1) of the Code of Good Practice: Dismissal (the Code) attached to the Labour Relations Act (LRA) states, in effect, that the employer should conduct an investigation and allow the employee to state a case in response to disciplinary allegations as part of the requirements for rendering dismissals procedurally fair. Countless case law decisions have upheld this requirement.

Lack of awareness of Constitutional and labour law protections of employees from foreign countries has prompted many employers to mistreat illegally employed staff. That is, employers have paid illegal immigrants low wages, deprived them of employee benefits and have dismissed them at will.

There is little doubt that the cracks around COVID-19 are starting to show. From rapid lockdown regulations to hybrid models of working, organisations have been juggling changing rules and safety protocols for nearly two years.