The Labour Relations Amendment Act Seminar

Venue: At our offices: Suite 314 Killarney Office Towers, Killarney, Johannesburg. See map.
Date: 30 October 2015
Time: 9-1
Fee: R1500 + VAT (R1710)

Click add to cart to reserve a place for the seminar (indicating the number of delegates that will attend)

The Labour Relations Amendment Act came into force on 1 January 2015. For the most part, the changes seek to introduce further protections for more vulnerable employees such as those earning below the threshold, presently R205 433.30. They introduce significant changes to the Labour Relations Act, the Basic Conditions of Employment Act, the Employment Equity Act and the Employment Services Act. These acts form the statutory backbone and parameters of employment law in South Africa, and govern the employment relationship between parties and also outline the procedure for resolving employment disputes between parties.

These employment law amendments will have serious consequences for employees who do not ensure that their employment practices are in line with the recent amendments and that they adhere to labour laws, to safeguard against unnecessary litigation and fines.

Our seminar will address these amendments to the Labour Relations Act, which in summary:

  • widen the scope of automatic unfairness which will have an impact on dismissals for operational requirements;
  • in respect of fixed term contracts, suggest that an employee who is able to prove a reasonable expectation of renewal on a permanent basis should be appointed permanently;
  • provide that employees earning below the threshold cannot be employed for longer than three months unless the nature of the work for which the employee is employed is of a limited or definite duration or if the employer is able to demonstrate any other justifiable reason for fixing the term of the employment.  The onus is on the employer to prove that there is a justifiable reason for fixing the term of the employment;
  • provide that employees who earn below the threshold and are employed by temporary employment service providers, or “labour brokers”, the client of the labour broker may now be held jointly and severally liable for any legal breaches.  The effect of the amendments is that the client of the labour broker no longer enjoys protection from legal liability in respect of employment issues that arise while the employee of the labour broker is working for the client.
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