South African Labour Rules And Regulations
Are you familiar with regulations governing fixed-term and temporary employment contracts?
Did you know that :
- the expiry of a fixed-term contact can now amount to dismissal;
- that after three months, fixed-term employees (including those hired from labour brokers) become permanent employees;
- that employers may not treat an employee on a fixed term contract for longer than 3 months on the whole less favourably this his other employees who perform the same or similar work, unless there is justifiable reason?
The acts you need to display at your workplace in South Africa.
Download the Four Acts you are required in your workplace and display them in a way that is visible and accessible to all employees :
Form BCEA1A – Summary of the Act – English
“The BCEA Act applies to all employees and employers except members of the National Defence Force, National Intelligence Agency, South African Secret Service and unpaid volunteers working for an organization with a charitable purpose.
The basic conditions of employment contained in the Act form part of the contract of employment of employees covered by the Act. Some, but not all, basic conditions of employment may be varied by individual or collective agreements in accordance with the provisions of the Act …
“Our future growth relies on competitiveness and innovation, skills and productivity … and these in turn rely on the education of our people.” – Julia Gillard
SA Labour Guides and Codes of Good Practice are free of charge. Here are a few for easy reference :
SA Labour Guide – Absenteeism
SA Labour Guide – Alcoholism in the Workplace
SA Labour Guide – Desertion
SA Labour Guide – Dismissals
SA Labour Guide – Hours of Work and Overtime
SA Labour Guide – Leave
SA Labour Guide – Medical Certificates
SA Labour Guide – Polygraphs
SA Labour Guide – Poor Performance
SA Labour Guide – Public Holidays
SA Labour Guide – Resignations
“You will find men who want to be carried on the shoulders of others, who think that the world owes them a living. They don’t seem to see that we must all lift together and pull together.” – Henry Ford
Commission for Employment Equity : The South African Commission for Employment Equity is a statutory body established in terms of section 28 of the Employment Equity Act. Its role is to advise the Labour Minister on any matter concerning the Act, including policy and matters pertaining to the implementation of the EE Act. (Commission for Employment Equity Report 2015 – 2016).
Constitution of the Republic of South Africa 1996 – As adopted on 8 May 1996 and amended on 11 October 1996 by the Constitutional Assembly.
- Code of Good Practice on Equal Pay/Remuneration for Work of Equal Value – Government Gazette Vol. 600 Pretoria, 1 June 2015 No. 38837 Employment Equity Regulations – Government Gazette 590 Pretoria, 1 August 2014 No. 37873
Employment Conditions Commission : From time to time various reports are published on the website which provide valuable information on certain sectors e.g. the 2016 “Employment Conditions Commission Report on the investigation into the Hospitality Sector” reports on :
- The total contribution of the sector to GDP
- The economic performance of the sector
- The size of firms in the sector
- Major developments and challenges in the sector
- Expectations over the next five years
- Minimum wages from 1/7/2017-30/6/2018
Protected Disclosures Act No. 26 of 2000 : This Act makes provision for procedures in terms of which employees in both the private and the public sector may disclose information regarding unlawful or irregular conduct by their employers or other employees in the employ of their employers; to provide for the protection of employees who make a disclosure which is protected in terms of this Act; and to provide for matters connected therewith.
Promotion of Access to Information Act 2 of 2000 : The Promotion of Access to Information Act, 2000 (or PAIA; Act No. 2 of 2000) is a freedom of information law in South Africa. The Act was created to give effect to the constitutional right of access to any information held by the State and any information that is held by another person and that is required for the exercise or protection of any rights; and to provide for matters connected therewith.
Promotion of Administrative Justice Act 3 of 2000 : The Promotion of Administrative Justice Act (PAJA) aims to make the administration lawful, reasonable and procedurally fair and to give everyone whose rights have been adversely affected by administrative action the right to be given written reasons. The objective is to promote efficient administration, good governance; and create a culture of accountability, openness and transparency in the public administration or in the exercise of a public power or the performance of a public function.