The National Minimum Wage Act Now in Play

The National Minimum Wage Act (NMWA) has come into effect as of 1 January 2019 and provides for, amongst others, a national minimum wage; the establishment of the National Minimum Wage Commission; a review and annual adjustment of the national minimum wage; and the provision of an exemption from paying the national minimum wage.  

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Labour Law Specialists

Labour Law Specialist Advice on Employment Contracts in South Africa If you have just started a business and want to employ people, seek legal guidance from labour law specialists to ensure that you comply with all the labour law regulations. Our team of labour law specialists is here to assist with aspects ranging from the

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Labour Law Advice in South Africa

Labour Law Advice on the Issue of Retrenchments in South Africa South Africa is once again in economic turmoil and many businesses are struggling to keep going. Understandably, in order to stay profitable and avoid having to liquidate, some companies have to restructure. This includes having to retrench employees. Your company may be one of

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Understanding Employment Law

Understanding How Changes to the Employment Law Affect Your Business in South Africa An understanding of employment law in South Africa starts with getting to know the various laws in place to regulate labour and employment issues in the country. A basic understanding of each of the below is essential to ensure fair and reasonable

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Labour Law Legislation Assented to by President Ramaphosa

The following Acts have been assented to by President Ramaphosa:   The National Minimum Wage Act. The Basic Conditions of Employment Amendment Act (BCEA). The Labour Relations Amendment Act (LRA). The Labour Laws Amendment Act.   Below is a brief summary of what the Acts entail. Please note when the Acts will come into effect:

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SACCAWU v Woolworths

To Flexi-time or not to Flexi-time: The case of SACCAWU v Woolworths (Pty) Ltd [2018] ZACC 44 explained   Background The matter arose from the retrenchments effected by Woolworths in 2012. In 2002, Woolworths decided that it would in future only employ workers on a flexible working hour basis, which was limited to 40 hours

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