On 29 April 2020, new Regulations were published in terms of the Disaster Management Act which replaced previous lockdown regulations and set out the restrictions that will be imposed during Alert Level 4. These Regulations permit more categories of business to resume operations, subject to the establishment of, and compliance with, strict health protocols and
The current pandemic and the implementation of the lockdown has forced companies to implement various cost cutting measures to keep afloat. Those companies considering the need to retrench employees must first make every effort to find alternatives to retrenchment.
Alternatives to retrenchment include:
Businesses allowed to resume operations under the COVID-19 Alert Level 4 must put in place measures aimed at reducing the spread of the virus, to ensure the safety of employees. A COVID-19 compliance officer must also be appointed.
The updated Regulations to the Disaster Management Act, published on 29 April 2020, allows for more businesses
The declaration of a state of national disaster due to COVID-19 and the resulting nationwide lockdown has left employers and employees in a precarious situation. The lockdown has had a devastating impact on employment throughout the country, with many employees feeling the financial pinch of not having worked throughout the lockdown. What is clear is
Secondment agreements allow for an employer to assign an employee to another organisation for a specified duration, for purposes of developing good business relationships; enhancing an employee’s particular skill set or for sharing the particular expertise of that employee with the host company.
The employer and host company are required to enter into a secondment
Many business are faced with the daunting prospect of contemplating retrenchments due to the impact of COVID-19 on their businesses. Employers should however be aware that retrenchments are a matter of last resort and can only be undertaken after exploring all alternatives seeking to avoid retrenchment.
Here are 10 things to know before embarking on
The government enforced 21 day lockdown raises many issues relating to employee rights, including concerns around whether leave (for workers who cannot work from home) will be paid or unpaid, whether UIF (Unemployment Insurance Fund) applies and what the rights of essential workers are.
Here are ten things to know about employment law during the
The Labour Appeal Court (LAC) has reaffirmed that employers must be tolerant of employee religious beliefs.
In TDF Network Africa (Pty) Ltd v Deidre Beverley Faris, it ruled that the employee was discriminated against and unfairly dismissed for practising her religion. Faris, a Seventh Day Adventist, refused to attend monthly Saturday stock takes as