The Department of Employment and Labour reporting period for Employment Equity has officially started on the 1st of September 2022, and designated employers have until the 15th of January 2023 […]
The system for the submission of Employment Equity reports is now open Read More »
On the 31st of December 2021, the Minister of Home Affairs has effectively ended the Zimbabwean Exemption Permit (ZEP) that applies to Zimbabwean Nationals working and living in the Republic of South Africa
Zimbabwean Exemption Permit (ZEP) Status of Zimbabwean employees Read More »
The Department of Home Affairs has been cracking down on foreign nationals currently employed in South Africa and has started auditing various businesses across the country to ensure compliance with the Immigration Act 13 of 2002.
EMPLOYERS’ DUTIES WHEN EMPLOYING FOREIGN NATIONALS Read More »
The Employment Equity reporting window is coming up with the deadline for submissions being 15 January 2022. As a designated employer, failure to comply could lead to substantial penalties.
Are you considered a designated employer in terms of the Employment Equity Act? Read More »
While social media can be used effectively for business and has many positive uses, using social media carelessly in the employment context may have far-reaching consequences.
Careless use of social media has consequences Read More »
As South Africa has recently moved to Level 1 lockdown, employers should start looking to the future and consider whether employees are required to go back to the office or move to a remote working environment on a permanent basis.
Workplace changes as we move forward in a post pandemic world Read More »
Employers are often faced with the dilemma of having to discipline an employee who was sleeping whilst on duty. There aren’t many things as unprofessional as an employee who sleeps on the job, however, are you able to immediately dismiss such an employee?
Employers may find themselves in situations where discipline can only be instituted sometime after the fact due to various reasons such as information pertaining to the employee’s misconduct coming to
PLANNING ON TAKING DISCIPLINARY ACTION? DO NOT DELAY THE PROCESS UNREASONABLY LONG.. Read More »
