The Employment Equity Amendment Act, No. 4 of 2022 has not yet become effective. As a result of the pending commencement date of the EE amendment Act, No. 4 of 2022, all designated employers must submit their 2024 EE Reports (EEA2 and EEA4 forms).

Whilst an Employer is considering what can be put in place to create a physical safe working environment, Employers are encouraged to also consider areas where harassment can possibly occur and what preventative measures can be introduced to ensure that Employees are always treated with dignity and respect.

The Department of Employment and Labour has recently adjusted the earnings threshold under the Basic Conditions of Employment Act (BCEA). The new threshold took effect on 1 April 2024.

According to the World Health Organisation, burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.

An incomplete Curriculum Vitae (CV) with errors can be standing between you and your next job opportunity.

The Unemployment Insurance Act No. 63 of 2001 provides security to workers when they become unemployed. Lesser known is the fact that the UIF also provides a death benefit and employees can lodge a death benefit nomination form with the UIF.

It has been widely accepted by the Labour Court and the CCMA that polygraph testing in the workplace is highly contentious and the admissibility of its results remains debateable. Does this mean that an employer cannot use polygraph testing?

Are you searching the person, property and/or vehicles of your employees while on and/or leaving the premises of the workplace? Have the employees given their consent to such searches? Do you have certain terms in place regarding who is allowed to search who?

The amended Employment Equity (EE) Act of 1998 will empower the Employment and Labour Minister to regulate sector specific EE targets and to regulate compliance criteria to issue an EE Compliance Certificate in terms of Section 53 of the EE Act. The amended Act will come into force on 1 September 2023. Employers, who will no longer be defined as a designated employer, can apply to deregister from the EE Public Register.

It has often been stated that it is more important to appoint employees who suit the culture of an organization than to employ extraordinary candidates who do not amalgamate with their team members. In theory, this concept both: (i) Makes sense, and (ii) Seems desirable. Unfortunately, applying this in practice is often easier said than done.