With the sudden emergence of COVID-19, companies once hesitant to embrace remote working arrangements have been forced to allow employees to operate from home. The results have been surprisingly positive, leaving some organisations to wonder why they didn’t do it sooner.
An employer cannot unilaterally change an employee’s retirement age. Should the employer do so and terminate the employee’s employment, the dismissal may constitute an automatically unfair dismissal and amount to unfair discrimination.
The Labour Court in a recent judgment, Mthobisi Mthimkhulu v Standard Bank of South Africa (J928/20) (18 September 2020) considered whether an employee who has been found guilty of serious misconduct can avoid the ultimate sanction of dismissal by resigning before the employer imposes the sanction.
COVID-19 continues to re-define the way we live and work. Over the past few months, organisations have had to re-imagine the way they work and embrace a fundamentally different approach to operating in this ‘new normal’. Remote working at the current scale became a necessity, and for the most part, it has worked.
At various stages during the COVID-19 pandemic in South Africa, various studies were released on the negative impact that COVID-19 will have on the construction sector. Some studies predicted that the sector could experience a total of 140,000 job losses.
At first, the lockdown added some notable benefits to the employee’s life. They didn’t have to sit in traffic for hours. They could wake up a little later and work a little longer. They could wear their pyjamas at the desk and they discovered that they were far more productive in this new world of work.
In a recent judgment, Gold One Limited v Madalani and Others (JR 1109/15)  ZALCJHB 180 (9 September 2020), the Labour Court confirmed that intolerability is a high threshold in constructive dismissal matters. Intolerability is more than a working environment or working under employment conditions that are difficult, unpleasant or stressful.
The Code Of Good Practice On The Protection Of Employees During Pregnancy And After The Birth Of A Child (The Code) is aimed at protecting pregnant and post-pregnant employees, and obliges employers to implement a series of appropriate measures to protect pregnant or breast-feeding employees from hazards at the workplace.
Have you ever dreamed of turning your hobby or into your full-time job? The current economic environment may provide many good reasons to do so, and we have five helpful tips to help you get started turning your hobby into an income generating career.
With the reopening of many more industries in South Africa’s alert level 1, companies – particularly those in the manufacturing and engineering sectors – will have to further prepare for the return of more employees to the workplace.