Our employment practitioners are highly regarded in this field. They assist our clients to manage legal, financial and reputational risks associated with implementing disciplinary recommendations in forensic reports, suspensions, dismissals, industrial relations, employee benefits, employment equity and BEE, workplace health and safety, retrenchments and transfer of business matters.
Our work ethics includes consulting with Boards of directors/Council, legal and forensic teams and management of various companies including listed private companies, small and medium sized entities, financial institutions and governmental entities.
We share our expertise and experience with you to become part of your team, giving you the most appropriate strategic and integrated legal advice you need as an employer or as an employee facing disciplinary action.
Our experience covers:
Employment law disputes including unfair dismissals, sexual harassment, discrimination and dispute resolution where we appear in the CCMA, Statutory Councils, Bargaining Councils, Labour Court, Labour Appeal Court, High Court, Supreme Court of Appeal and the Constitutional Court.
Industrial relations strategy and bargaining.
Managing workplace health and safety liability and providing legal support in the event of a workplace incident, accident or fatality.
Advise on employee benefits specifically pension funds.
Reviewing employment contracts and policies to ensure compliance with local and international laws where the company is a multinational.
Managing the transfer of employment and business issues arising in corporate M&A transactions.
HR Consulting – as an extension of our fraud risk governance competencies, we consult on a wide range of employment law governance issues.
Initiate or Chair hearings – we chair and initiate hearings (disciplinary and appeal hearings).
Vilakazi v Commission for Conciliation, Mediation and Arbitration and Others (JR164/20)  ZALCJHB 319 (3 November 2023) A recent ruling by the Labour Court held that an employee violated her fiduciary duty to her employer by not disclosing her concurrent...
IS IT A BENEFIT TO THE EMPLOYERS AND / OR A BURDEN TO THE EMPLOYEES? INTRODUCTION In a competitive business industry, for an entrepreneurs’ ship to sail in a sea of economic challenges, it is important to protect covenant of confidentiality and proprietary business...
Sexual misconduct in schools, when can an educator’s habit of regularly giving his learners ‘high-fives,’ handshakes, and hugs be said to have crossed the boundaries of Educator and learner relationship? The Labour Court was recently called to adjudicate on the in...
Retirement Age, can an employer fairly terminate the services of an employee who has worked beyond his/her retirement age?
The above question has been the subject of a highly contested legal debate until recently when the Labour Appeal Court was faced with the same issue. In the matter between Motor Industry Staff Association obo F.W Landman v Great South Panel Beaters t/a Great South...