HR Insights

18/05/2026

Over the past few months, a lot of people have asked me to assist them with revamping their CVs. At the time, I honestly did not have enough capacity to take on everyone’s requests properly.

But I made a plan, created a structured process, and I’m happy to say that I am now officially ready to assist with CV revamp services 👩🏽‍💼📄✨

If your CV is outdated, not ATS-friendly, poorly structured, or simply not reflecting your full potential, I can help you transform it into a professional and modern document designed to stand out to recruiters.

⚠️ Please note:
Kindly be aware of the turnaround times before submitting your request so we can avoid misunderstandings. I always aim to deliver quality work, and all turnaround details are clearly outlined in the link below.

🔗 CV Revamp Service:
https://payhip.com/b/wymdi

📩 You are also welcome to DM me privately for enquiries.

📞 Contact:
069 408 2742

Thank you to everyone who has trusted and supported my work so far. I truly appreciate it. 🤍

15/04/2026

Candidates are not the only ones ghosting… companies do it better.

We talk a lot about candidates ghosting interviews.

But let’s be honest… Companies do it too and often worse.

You call a candidate in for:

- Multiple interview rounds
- Assessments
- Follow-ups

They take leave from work.
They rearrange their schedules.
They show up prepared.

Then what happens?

👉 Silence.
👉 Delayed feedback.
👉 Or no response at all.

⚠️ Let’s also talk about this:

Calling candidates in for assessments without compensation
…as if their time has no value.

Most candidates are employed.

They’re not sitting at home waiting.
They are:

- Taking leave
- Losing income (in some cases)
- Juggling responsibilities

And here’s the part we need to be honest about:

If you like a candidate…
why are you putting them through unnecessary rounds?

- 3rd interview
- 4th interview
- Another test
- Another panel

At that point, it’s no longer thorough, it’s inefficient.

Recruitment should not feel like a marathon for candidates.

Respect looks like:
✔️ Timely feedback
✔️ Transparent communication
✔️ Reasonable interview stages
✔️ Valuing candidates’ time

Because candidate experience is not just a process… It’s your employer brand in action.

The same candidates you ignore today
are the same ones who will remember your company tomorrow.

HR Insights 🇿🇦

13/04/2026

Burnout doesn’t happen overnight. It’s a process.

Most employees don’t wake up exhausted one day, they go through stages that are often ignored in the workplace.

At HR Insights, we help businesses identify these warning signs early to protect both performance and people.

Are you noticing any of these signs in your team?

23/03/2026

🚨 Breaking Labour Law Update – South Africa

The Labour Laws Amendment Bill has officially been published for public comment, proposing important changes to the Basic Conditions of Employment Act (BCEA).

The Bill follows the landmark Van Wyk Constitutional Court judgment on parental leave, but it goes even further by introducing new provisions relating to parental leave, adoption leave, and severance pay.

Here are some of the key proposed amendments:

🔹 Parental leave split
Parents may share 4 months and 10 consecutive days of leave. If they cannot agree on how to divide it, the birthing mother will have preference to take up to 4 months, with the remaining portion available to the other parent.

🔹 Adoption leave
The Bill proposes limiting adoption leave to situations where the adopted child is 6 years or younger, which was not specified in the Constitutional Court judgment.

🔹 Multiple pregnancies
Male employees would only be entitled to parental leave once within a 12-month period, even if more than one partner falls pregnant during that time.

🔹 Severance pay
A significant shift is proposed: severance pay for operational requirement dismissals may increase from 1 week to 2 weeks per completed year of service.
However, the new entitlement will only apply to service completed after the amendment comes into effect.

Other notable proposals include:
• Shop stewards being allowed to accompany labour inspectors during workplace inspections
• Employees being able to approach the CCMA where employers fail to make benefit fund contributions

If passed, these amendments could reshape important aspects of employment law and workforce planning in South Africa.

For HR professionals, business owners, and leaders, this is a development worth watching closely.

21/03/2026

20/03/2026

HR Insights 🇿🇦 Legal Nuggets!

Progressive Discipline

Discipline should correct behaviour, not punish employees. Progressive discipline ensures employees have the opportunity to improve before dismissal.

19/03/2026

HR Insights 🇿🇦: Key COIDA Amendments HR Professionals Should Know 📢

The Compensation for Occupational Injuries and Diseases Act (COIDA) amendments that came into effect in 2026 signal an important shift in how workplace injuries and occupational diseases are managed in South Africa.

These changes go beyond basic compliance. They introduce stronger employee protections, expand employer responsibilities, and place greater emphasis on rehabilitation and returning injured employees back to work.

Here are some key updates HR professionals and business leaders should take note of:

• Extended claim period: Employees now have up to 3 years to lodge a claim for a workplace injury or occupational disease, compared to the previous 12-month limit. This means organisations must strengthen incident reporting and record-keeping systems.

• Mental health recognition: Post-traumatic stress disorder (PTSD) is now recognised as a compensable occupational disease, reflecting growing awareness of mental health risks in the workplace.

• Expanded definition of “in the course of employment”: Injuries sustained during work-related training or while using employer-provided transport may now fall within COIDA coverage.

• Stronger enforcement and penalties: Employers who fail to report workplace accidents within required timeframes may face financial penalties, highlighting the need for strong compliance and reporting procedures.

• Greater emphasis on rehabilitation and return-to-work: The amendments introduce a stronger focus on clinical, vocational, and social rehabilitation, encouraging employers to support injured employees in returning to meaningful work.

For many organisations, these changes mean reviewing workplace injury procedures, updating policies, strengthening record-keeping, and ensuring managers understand their reporting responsibilities.

COIDA is clearly evolving from a system focused mainly on compensation to one that prioritises employee protection, rehabilitation, and workplace accountability.

Question for HR professionals:
How prepared are your organisations for these COIDA amendments, and what changes have you implemented to strengthen workplace injury management and compliance?

13/03/2026

We often hear people say “AI is going to replace jobs.” Some even say it will replace HR.

But let’s be honest — HR exists because organizations will always need humans to manage humans. AI cannot replace empathy, judgment, ethical decision-making, and human connection.

What AI can do is improve how we work.

AI will not replace professionals who are willing to learn, adapt, and equip themselves with new tools. Instead, professionals who understand how to use AI effectively will become more efficient, strategic, and impactful.

The real risk is not AI replacing people.
The real risk is refusing to learn while others evolve.

My advice to professionals across industries:

• Take time to understand AI
• Learn how it can support your work
• Use it to improve how you deliver results

Those who adapt will always remain valuable.

12/03/2026

www.hrinsightsza.co.za

11/03/2026

Signs of a Toxic Workplace

A toxic workplace doesn’t always look toxic at first.

Sometimes it shows up in patterns of behavior that slowly affect employee wellbeing, productivity, and trust.

Here are some common warning signs:

1. Unfair Expectations
Employees are expected to deliver results without the resources, time, or support required.

Example:
A team is expected to meet unrealistic deadlines while being understaffed, yet management still expects the same output without adjusting workloads.

2. Micromanagement
Employees have little to no autonomy and must seek approval for even small decisions.

Example:
A manager constantly checks on employees every hour, reviews every email before it’s sent, and does not trust employees to complete their work independently.

3. Lack of Recognition
Employees' efforts go unnoticed, while leadership or others take credit for their work.

Example:
An employee delivers a successful project, but during the meeting the manager presents the work as their own contribution.

4. Absence of Work-Life Balance
Employees are expected to be available at all times, even outside working hours.

Example:
Employees receive messages late at night, on weekends, or during leave and are expected to respond immediately.

5. Frequent Employee Turnover
High resignation rates are often a signal that something deeper is wrong within the organization.

Example:
Employees leave within months of joining, and the same role is advertised repeatedly.

6. Lack of Transparency
Important decisions are made without communication or employee involvement.

Example:
Employees hear about organizational changes through rumors rather than official communication from leadership.

7. Hostile Work Environment
Bullying, gossip, favoritism, and cliques are tolerated or ignored by leadership.

Example:
Employees are publicly criticized in meetings or excluded from important discussions and opportunities.

8. Punitive Leadership
Mistakes are punished harshly instead of being treated as learning opportunities.

Example:
An employee makes a small error and is threatened with disciplinary action instead of receiving guidance on how to improve.

Final Thought
A healthy workplace is built on trust, communication, respect, and fairness.
When these elements are missing, the result is often disengagement, burnout, and high turnover.

Organizations that prioritize healthy workplace culture don’t just retain talent they unlock it.

Which of these signs do you think is the most damaging to workplace culture?