Labour Solutions Group

Labour Solutions Group Providing expert labour law solutions tailored for businesses and individuals. We help ensure compliance, resolve disputes, and simplify workplace complexities.
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11/06/2026

Deputy Minister of Employment and Labour Jomo Sibiya says the department intends to introduce fines of up to R100,000 per undocumented worker for employers found to be hiring illegal migrants.
Read on https://tinyurl.com/4bcvtavc

03/06/2026

A worker has lost their job after CCTV footage allegedly captured a co***ne exchange at the company gate. The shocking incident has raised serious concerns about workplace integrity and crime infiltration.
Read on https://tinyurl.com/yc27fy7m

04/05/2026

- An employee is entitled to at least 4 consecutive months' maternity leave. Employee may commence leave—at any time from 4 weeks before the expected date of birth, unless otherwise agreed; or on a date from which a medical practitioner certifies

Today we recognise the backbone of every industry, its people.At Labour Solutions Group, we are proud to support and emp...
01/05/2026

Today we recognise the backbone of every industry, its people.

At Labour Solutions Group, we are proud to support and empower the workforce that drives progress.

Happy Workers’ Day.

22/04/2026

IMPORTANT UPDATE – INCREASE IN BASIC CONDITIONS OF EMPLOYMENT ACT EARNINGS THRESHOLD FOR 2026

Jan Du Toit

IMPORTANT UPDATE – Increase in Basic Conditions of Employment Act Earnings Threshold for 2026

Section 6 of the Basic Conditions of Employment Act makes provision for the Minister of Employment and Labour to determine an earnings threshold.

The effect of such threshold is that it excludes employees earning above the determined amount from the protection offered to employees under certain sections of chapter 2 of the Act. Chapter 2 of the BCEA primarily deals with the regulation of working hours of employees.

Additionally, as per sections 198, 198 A, B, C and D of the Labour Relations Act, employees earning below the earnings threshold are considered to be vulnerable and are entitled to additional protection pertaining to non-standard employment arrangements such as fixed term contracts, labour broker and part-time employees.

As from the 1st of May 2026, the earnings threshold will be increased from

Read the Full Article...
https://labourguide.co.za/employment-condition/important-update-increase-in-basic-conditions-of-employment-act-earnings-threshold-for-2026

10/04/2026

The Labour Appeal Court has found that calling someone a “white racist” does not, in itself, constitute racism.

25/03/2026

THE EMPLOYER’S DUTY TO CONFIRM AN EMPLOYEE’S INTENTION TO RESIGN

2026/03

The applicant, after an emotional meeting with the respondent’s owner, indicated that she would start looking for other employment. Subsequently, the applicant discovered her salary and leave had been paid and she had been removed from the company WhatsApp group, leading her to believe she had been dismissed. The commissioner ruled that the applicant’s conduct did not amount to a resignation and the respondent should have confirmed her intention to resign. She was awarded compensation.

Lamprecht / CN Lourens Warden (Pty) Ltd (2024) 33 CCMA 7.1.8

Read More...
https://labourguide.co.za/general/the-employers-duty-to-confirm-an-employees-intention-to-resign

Yes, gross misconduct can justify dismissal.But the process still matters.Before dismissal, you generally need:✔ Proper ...
19/03/2026

Yes, gross misconduct can justify dismissal.
But the process still matters.

Before dismissal, you generally need:
✔ Proper investigation
✔ Clear charges
✔ Notice of hearing
✔ Opportunity for the employee to state their case
✔ An impartial decision

Skipping procedure, even when the misconduct is obvious, can result in an unfair dismissal finding.

It’s not about protecting wrongdoing.
It’s about protecting your business.

Discipline without process creates risk.

Whether you employ 2 people or 200, the Labour Relations Act and BCEA still apply.We often see small employers assume:- ...
10/03/2026

Whether you employ 2 people or 200, the Labour Relations Act and BCEA still apply.

We often see small employers assume:
- “We’re too small for this to matter.”
- “We don’t have an HR department, so we’re fine.”
- “It’s just a small team, we’ll handle it informally.”

The CCMA does not consider the size of your business when assessing procedural fairness.

In fact, smaller businesses are often more vulnerable because:
- Documentation is inconsistent
- Policies are informal or outdated
- Disciplinary processes are not structured

Compliance is not about size.
It’s about protection.

If you’re a small or growing business, now is the right time to put proper structures in place.

04/03/2026

The Labour Court has ruled against Woolworths, upholding an arbitration award that reinstated a loyal employee dismissed for “suspicious” conduct.

Read on https://tinyurl.com/yzkvnhb3

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