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Ivan Israelstam provides examples of how employers may be required to make an employee permanent as a result of a "reasonable expectation" that they would be made permanent. Ivan explains how the use of multiple renewals of fixed term contracts by employers will fall foul of the CCMA arbitrators. 

This week, Ivan Israelstam explains how an employer can inadvertently guarantee an employee further employment - even though their contract states that it is a temporary period of employment. He explains the dangers to employers, who attempt to avoid their labour law obligations, by manipulating employment contracts, for example with fixed term contracts.

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