Labour Guide South Africa offers a wealth of Labour Law information and The summary to be kept by an employer in terms of Section 30 of The BCEA is. Labour Guide South Africa offers a wealth of Labour Law information and favorable to the employee than the corresponding condition contained in the BCEA. The Constitution of South Africa, Act of was adopted on 10 May and came into . The Basic Conditions of Employment Act 75 of (BCEA).

Author: Karg Dougor
Country: Republic of Macedonia
Language: English (Spanish)
Genre: Video
Published (Last): 26 April 2013
Pages: 336
PDF File Size: 8.86 Mb
ePub File Size: 19.70 Mb
ISBN: 345-4-35182-281-6
Downloads: 79368
Price: Free* [*Free Regsitration Required]
Uploader: Tabar

In the context of section 2 bone must consider whether both types of suspension are covered, and what the requirements for a fair suspension are. Employees are to be paid in South African currency at the place of work unless this is altered in the contract. Similarly, only employers are bound by the labour bcsa, and are vicariously liable for soutg delicts of their employees.

The entire process is very informal, and at no charge, and is therefore very accessible to labourers, who often use it: In this regard, the Code of Good Practice: This is a factual question. The same principle applies when the employee deserts mid-term before the end of a fixed-term contract or without proper notice.

Additional holiday leave may however be agreed between employer and employee and may be dealt with in any way agreed, usually set out in the contract of employment. The employee must have known, or could reasonably be expected to have been aware, of the rule.

You may agree to work up to 12 hours in a day and work fewer days in a week. The test is what the reasonable acrica would have done in those circumstances. Dismissal is the most severe penalty that an employer may impose against an employee guilty of misconduct.

The probationary sokth can be extended, in suitable circumstances. The LRA sets out a procedure for the registration of trade unions and employer organisations. The employer should consider other ways, short of dismissal, to remedy the matter.


South African labour law – Wikipedia

The CCMA is entitled to arbitrate the following disputes: The standard of competence employers are entitled to expect of their employees depends on the capacities in which the employees are engaged and the status and seniority accorded them. If after conciliation the dispute remains unresolved, the parties may then refer the dispute to the labour court for adjudication or to arbitration, if it is so agreed by the parties.

The decisive difference between the control test and the dominant-impression test is that, in the latter, the existence or absence of control is only one of the factors to be taken into account.

Societal Disposition There is souh increasing propensity by employees to avail themselves of their rights in terms of employment related legislation. Maternity leave is classified as unpaid leave, unless otherwise agreed by the parties. During the first six months, a worker can take one day’s paid sick leave for every 26 days worked.

Basic Conditions of Employment Act – Summary

The employer is obliged to consult regarding measures to minimise the number of dismissals, and also to mitigate the adverse effects of dismissal. This is in line with a purposive interpretation of the definition of “employee.

The employer could not rely on her deceit regarding her condition as a reason for dismissal. This form of representative action is permissible. Under the common law, her absence could be treated as a reason for bcwa of the contract.

The LRA defines a strike as a partial or complete concerted refusal to work or the retardation or obstruction of work by employees of the same employer for the purpose of remedying a grievance or resolving a dispute in respect of a matter of mutual interest.

As stated before, section 1 of cbea LRA requires that, if misconduct is the reason for dismissal, it must be with fair reason. A disciplinary code may take the form of a collective agreement between the employer and a trade union or unions; it may be a policy unilaterally imposed by the employer; or it may be incorporated into the terms and conditions of employment. It sout be noted, however, that the employer often puts a great deal of trust in an employee with long service; therefore, it could count against the employee if he breaches this trust after many years of service.


It excludes independent contractors; 5. Incapacity dismissals are made difficult, then, by the fact that there is considerable africaa between substantive and procedural fairness. An employment relationship commences only when the parties conclude a contract of service. The worker’s name and job. Aftica when the employer accepts the employee’s repudiation of the contract may it be said that there has been a dismissal. Designated employers who wish to enter aouth commercial contracts with organs of state must comply with the EEA.

If needed to add up the worker’s pay, the payslip must also include: In retrenchment cases, it is difficult to decide when an employer is entitled to dismiss for insubordination when employees refuse to comply with instructions.

In the first instance, it must be determined whether or not the rule existed; in the second, if xouth rule existed, it must be determined whether or not the employee contravened it.

A mental or physical impairment will constitute a disability only if it is “substantially limiting” in respect of entry into, or advancement in, employment. The Labour Relations Act deals with strikes and unions and the like; the Basic Conditions of Employment Act is a fall back option for those vulnerable workers who are not able to unionize due to various reasons, such as the kind of work they do.

There is an increasing propensity by employees to avail themselves of their rights in terms of employment related legislation. All courts are enjoined, when applying and developing the common law, to have due regard to the spirit, purport and objects of the Bill of Rights. Factors which may determine whether or not a rule is justified include the following:.