Labour law

A bad hair day for Employment Equity

By Ian Webster / 15 September 2020 /

There is no normal in employment. Embrace your differences. Within your diversity lies your competitive edge

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Employment Equity: Why? Why not? How?

By Ian Webster / 11 September 2020 /

Employment Equity and diversity make business sense. They succeed or fail because of the hiring/training/promoting decisions managers make every day

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Retrenchment in a time of crisis: It’s all about relationships

By Ian Webster / 21 August 2020 /

Isn’t retrenchment complicated and time-consuming? Yes, it takes time, but it’s not complicated. Make communication part of your organisation’s DNA

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Playing fair: Two rules for returning employees

By Ian Webster / 28 April 2020 /

Having only a third of your workforce back at a time will take some creative planning, but labour-law principles still apply. Here are two fundamentals

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Employee contracts and Covid-19: Three ideas

By Ian Webster / 1 April 2020 /

Not having employee contracts complicates Covid-19 decisions. Three things to think about

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Parental Leave: A New Year gift from DoL

By Ian Webster / 3 January 2020 /

The parental-leave provisions of the amended Basic Conditions of Employment Act have been implemented. Effective 1 January 2020

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Home Affairs Cell Phone screenshot

Cell phones and front-line staff: What can be done?

By Ian Webster / 16 February 2019 /

What policies will improve service in your organisation (including use of cellphones), explain to staff, and explain why they matter, then implement.

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Public holidays 2019 and your business

By Ian Webster / 29 January 2019 /

Be aware of how the 2019 public holidays will affect your business

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Cann-a-bus be taken to work?

By Ian Webster / 5 November 2018 /

If cannabis is legal, is the employer powerless to do anything to monitor or restrict its use in the workplace?

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Two Things to Establish at a Disciplinary Enquiry

By Ian Webster / 16 November 2017 /

You have done your investigation (see ‘Seven Questions You Need to Ask Before a Disciplinary Enquiry’), collected the evidence, written out the allegations and issued the Notice of Enquiry. Now we just wait for the enquiry to happen, don’t we? Not quite. There are two things you will have to establish for the chairperson, or…

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