In October 2019 the Compensation Fund (CF) introduced an online platform, CompEasy, that should be used by employers to do an online submission if an employee gets injured on duty. Due to the registration process, it is very important to register with the Department of Labour and on the CompEasy platform prior to the unfortunate event that an employee gets injured.

All employers must take steps to promote equal opportunity and to eliminate unfair discrimination in any employment policy or practice. If you are a designated employer, you have additional responsibilities.

During October 2019 the Compensation Fund (CF) introduced a new online platform which requires of each Employer to register as a User on the CompEasy system. If you are an Employer, get registered.

All employers must take steps to promote equal opportunity and to eliminate unfair discrimination in any employment policy or practice. If you are a designated employer, you must report on your progress regarding Employment Equity.

Ons word toenemend bewus van die behoefte aan kundige kennis en advies aan veral vrouens, in ‘n tyd waar al hoe meer vrouens selfstandig moet kan besluit oor hul finansiële welstand en onafhanklikheid, hetsy as enkellopende of getroude vrouens, ma’s, versorgers, eggenotes, entrepeneurs en tuisteskeppers.

In ons dag tot dag gesprekke met kliënte, kollegas, vriende en familie word ons toenemend bewus van die behoefte onder vrouens om ingelig te wees en bemagtig te word ten opsigte van finansiële vryheid en onafhanklikheid. Tydens ons Vrouedag byeenkoms gaan ons hierdie temas bespreek.

Die Werkloosheidversekeringsfonds (WVF) gee korttermyn verligting aan persone wanneer hul werkloos word of as hulle nie kan werk nie.

Wanneer ‘n Werknemer met kraamverlof gaan word ‘n UIF eis gewoonlik by die Departement van Arbeid ingedien. Ons artikel verskaf meer inligting oor hoe die bydraes gedurende die periode bereken word.

The National Minimum Wage Bill, 2017 and the Basic Conditions of Employment Amendment Bill, 2017 is currently under consideration by the National Assembly. Our article contains a short summary regarding the proposed amendments.

Ons het die laaste tyd navrae ontvang oor of Werkgewers vir Werknemers tydens kraamverlof mag betaal. Baie Werkgewers verkies die onbetaalde verlof van vier maande, maar indien ‘n Werkgewer wel vergoeding tydens kraamverlof wil betaal, omskryf ons wat nodig is om seker te maak dat dit binne wetgewing gebeur.