Owen Adendorff & Associates

10/10/2025

Whistle-Blower Investigations and Reporting
At Owen & Adendorff, we understand that workplace integrity and ethical conduct are critical to every organisation’s success.
Les Owen specialises in whistle-blower investigations and reporting, providing independent, confidential, and results-driven services. Over the years, Les has conducted numerous high-level investigations for large corporate clients, maintaining the highest standards of discretion and compliance with the Protection of Personal Information Act (POPIA).
His work includes:
• Conducting thorough investigations into whistle-blower disclosures
• Interviewing all relevant parties involved
• Compiling detailed and objective investigation reports
• Presenting findings and recommendations to senior and middle management
Les’s investigations have consistently led to successful and fair outcomes, helping organisations resolve internal matters effectively while reinforcing their commitment to ethical governance and accountability.
Confidentiality and impartiality remain at the core of every assignment undertaken by Owen & Adendorff.

12/06/2025

21/05/2025

Don't miss out be prepared

20/05/2025

2025 Employment Equity Changes Briefing Session - Attendance is highly recommended

09/04/2025

CAN AN EMPLOYER ENFORCE A RESTRAINT OF TRADE AFTER DISMISSING AN EMPLOYEE?

The Labour Court recently tackled this question in Backsports (Pty) Ltd v Motlhanke and Another (2025). In this case, Backsports (Pty) Ltd, a company in the Internet Communications and Technologies sector, dismissed the first respondent, its Senior Stream Lead, after nine and a half months of employment due to alleged misconduct. Following his dismissal, the company sought to enforce a 12-month restraint of trade against him.

The court held that the first respondent did not leave employment voluntarily and that it will be an injustice and unjustified limitation of an individual’s right to enforce a restraint agreement against him when his ex-employer dismissed him. The court held that "the applicant, having fired the first respondent, now expects him to starve by interdicting and restraining him from earning a living and from his occupation and trade."

The first respondent was permanently employed for a period of less than 10 months at the time of dismissal. The court held that this is a short period and it would be unreasonable to restrain the first respondent for 12 months from the date of his dismissal. In the judge's view, the fact that the first respondent was dismissed has disentitled the applicant from enforcing the restraint agreement. In other words, the applicant waived its right to enforce the restraint when the first respondent left because of dismissal. (written by Kirstin Hagglund)

💬 What are your thoughts on this judgment? Should restraints of trade still apply after dismissal?

20/03/2025

https://www.youtube.com/watch?v=uu3ViFC7Gdw

Hello and welcome to this podcast. My name is Les Owen, and I will be taking you through the various aspects of persuasive negotiation, and how YOU can be be...

23/09/2024

On line training 16-17 October - Negotiating Skills