HR Plus Human Resource Solutions

04/06/2026

IR TIP
Do not confuse wrongdoing with dismissible conduct. Fairness and proportionality still determine whether dismissal is justified.

Progressive discipline and proper evidence management often matter more than the value of the misconduct itself.

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03/06/2026

EMPLOYING DOMESTIC WORKERS
Many employers may be breaking labour law when employing domestic workers.

Any employer who employs a domestic worker for more than 24 hours per month is legally required to register them with the Unemployment Insurance Fund (UIF). UIF provides relief in cases such as unemployment and maternity leave.

When employing a domestic worker, employers are required to follow the same labour law and procedures as with any other employee.

Labour regulations require employers to ensure that domestic workers are properly registered for benefits such as UIF and the Compensation Fund for Occupational Injuries and Diseases (COIDA) and that they are paid at least the national minimum wage which currently is R30.23 per hour.

The Department of Employment and Labour has gazetted the submission dates for the 2025 return of earnings for COIDA. From 1 April 2026 to 30 June 2026 every employer registered with COIDA, including households who employ domestic workers, must submit an annual declaration of their worker’s earnings to the Compensation Fund. COIDA covers illnesses and injuries sustained at work.

Failure to register domestic workers or submit the required information is an offence and could lead to penalties.

When you employ a domestic worker, your home becomes a workplace, and you are required to comply with labour legislation.

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01/06/2026

29/05/2026

Treat remote workspaces as part of your broader health and safety framework, not as separate from it.

Small ergonomic interventions can prevent costly injuries, absenteeism and compliance risks.

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29/05/2026

Leadership is rarely built through one big moment. It is usually built through small behaviours repeated consistently long enough that people begin trusting your character without needing your title.

The strongest leaders are often not the loudest people in the room.
They are the ones others rely on because their actions stay consistent under pressure.

28/05/2026

Ergonomics at the Workplace: Is Back Pain Occupational or Non-Occupational ?

One of the most common referrals to Occupational Health Doctors (OHDs) is back pain assessment. Employers and employees often ask whether the condition is truly work- related. However, before jumping to conclusions, several important questions must first be answered.

Has any Ergonomic Risk Assessment (ERA) been conducted at the workplace? Was an Initial ERA or Advanced ERA performed? Were the ergonomic risks significant enough to contribute to the employee's condition?

In some workplaces, proper ergonomic assessments and control measures are already implemented. Even if manual handling or awkward posture exists, the overall risk may not be significant because engineering controls, work modifications, and proper body mechanics have reduced exposure risk. Unfortunately, this is still uncommon in many workplaces.

Most cases are referred without any prior ergonomic assessment. Therefore, proper medical assessment becomes extremely important. Assessment of back pain requires detailed occupational and extra-occupational history taking. Employees may have side jobs, hobbies, sports activities, or home tasks that contribute significantly to their musculoskeletal (MSK) condition.

Clinical examination is essential, and referral to Orthopaedic Specialists together with investigations such as MRI or CT scan may help identify underlying MSK disorders.

An important fact often misunderstood is that most MSK diseases are not purely occupational diseases. Many are actually work-aggravated conditions. For example, long- standing spinal degeneration or degenerative slipped disc may already exist, but workplace activities may aggravate the condition further.

Globally, only around 10-20% of MSK diseases are considered strictly occupational, while the remaining 80– 90% are work-aggravated conditions.

This is why OHDs should not rely solely on clinic-based assessments. We must walk to the workplace, observe the work process, assess actual ergonomic risks, and evaluate non-work exposures as well.

Sometimes, home activities contribute more risk than the workplace itself.

28/05/2026

HR Expectations vs. Reality
People think HR hires, fires, and sends policy emails.

In reality, HR translates policy into action, manages conflict, coaches leaders, supports employees through difficult moments, solves problems in real time, and carries conversations most people never see.

HR is not just compliance. It is strategy, psychology, empathy, and leadership all working together.

Behind every decision is a person.

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27/05/2026

Having the right tools to do your job should not be a luxury, it should be the standard.

The right tools do not just improve productivity, they reduce frustration, improve collaboration, support mental wellbeing, and help people focus on delivering meaningful work instead of fighting unnecessary obstacles.

Whether it is reliable systems, clear processes, or the right technology, investing in the right tools is ultimately investing in your people.

A good team can achieve a lot. A good team with the right tools can achieve even more.

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27/05/2026

Some people do not leave toxic workplaces because of the workload, they leave because of constant pressure, lack of trust, and feeling emotionally drained every single day.

Micromanagement does not create stronger teams, it creates anxiety, fear of making mistakes, and loss of confidence.

The truth is:
✨ Great leaders guide.
✨ They communicate clearly.
✨ They trust their people.
✨ They focus on results, not control.

Protect your peace, document your work, set healthy boundaries, and never allow a toxic environment to make you question your value. Your mental health matters too.
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Sometimes the strongest thing you can do is stop trying to please everyone and start protecting yourself.

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