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Panel Discussion: Decoding the 2025 Budget Speech

Date: 26 February 2025 | Location: Online webinar – link will be sent to registrants

Join us for our annual online panel discussion as our expert panellists set to work decoding the 2025 national budget from a legal, tax, accounting, fiduciary, and compliance perspective and discuss the implications it holds for individuals, trusts, and companies. 

Event Details
Date: 26 February 2025
Start Time: 26 February 2025 03:00 PM
End Time: 26 February 2025 04:00 PM

Panel Discussion: Decoding the 2025 Budget Speech

Date: 26 February 2025 | Location: Online webinar – link will be sent to registrants

Join us for our annual online panel discussion as our expert panellists set to work decoding the 2025 national budget from a legal, tax, accounting, fiduciary, and compliance perspective and discuss the implications it holds for individuals, trusts, and companies. 

Event Details
Date: 26 February 2025
Start Time: 26 February 2025 03:00 PM
End Time: 26 February 2025 04:00 PM

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Filter: Disciplinary action
How you can get fired for airing an opinion on WhatsApp

15 September 2022,  Tata Mokwayi

With the prevalence of social media and platforms for sharing information, is it possible that you can get fired for... a post or group message you made?

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2633
Article
Can you take steps against an employee who refuses to testify?

13 April 2022,  Tata Mokwayi

Often when employers are confronted with serious misconduct by an employee, a vital part of the disciplinary process is to... have other employees testify about the misconduct where they were eye witnesses and/or have knowledge of the misconduct committed. But what happens when an employee refuses to testify against another employee?

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1035
Article
Can you dismiss an employee for refusing to be vaccinated?

21 March 2022,  Sinenhlanhla Khoza

Many companies are struggling with the question of whether they can make it mandatory for their employees to be vaccinated... against the Covid-19 virus and, if necessary, even take disciplinary steps against an employee who refuses to be vaccinated. So what does our law say about this?

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1530
Article
Dismissal for refusing vaccination ruled to be fair

27 January 2022,  Sinenhlanhla Khoza

The publishing of the Consolidated Directive on occupational Health and Safety Measure in certain workplaces in June 2020 caused an... uproar due to the introduction of possible mandatory vaccination in certain workplaces. Since then,  many employers in the country have adopted policies which makes vaccination mandatory for their employees. This opened the door for an unvaccinated employee now possibly putting their own livelyhoods on the line by refusing to be vaccinated.  In a very recent ruling made by the CCMA, the Commissioner found the dismissal of the employee for refusing to take the vaccine, "substantively fair." In this particular case, the employee - employed as a business-related and training officer since 2018 - had refused to receive the vaccine in accordance with the Company’s Mandatory Vaccination Policy (MVP) and mainly contended that being mandated to take the vaccine contravened her right to bodily integrity as guaranteed by our Constitution. Upon her refusal, the company held an incapacity hearing for the employee and she was dismissed on the grounds of incapacity. Aggrieved by her dismissal, the employee then referred an unfair dismissal dispute to the CCMA.  However, the Commissioner noted in her ruling that proper procedure was followed by the company prior to the adoption of its MVP, and that various consultations were held with the unions and employees over a period of three months. The company has also made specialists available to address any questions their employees may have. This MVP also made provision for the employees to apply for exemption which was to be reviewed by the Mandatory Vaccination Policy Committee. While the employee had applied for such an exemption, it was refused on the grounds that the company viewed her as a high-risk employee who interacted a lot with colleagues daily while on duty in confined and unegulatable spaces.During the CCMA hearing, the employee contended further that she felt extreme social pressure and emotional discomfort in having to decide between her livelihood and accepting the vaccinate, and that she did not trust the vaccine because of fears regarding the effects it may have on her. In making her ruling, the Commissioner noted the earlier writing of Judge Roland Sutherland to his colleagues on the issue of vaccination in which he said “There has been, as yet, only mild protest that this (no vaccination no entry policy) violates freedom of choice … in my view this is the wrong question. The proper question is whether or not an individual is sufficiently civic-minded to appreciate that a duty of care is owed to colleagues and others with whom contact is made to safeguard them from harm. If one wishes to be an active member of a community then the incontrovertible legitimate interest of the community must trump the preferences of the individual.”Having heard the versions of both parties and having been influenced by Judge Sutherland’s sentiments, the Commissioner concluded that the employee’s refusal to be vaccinated rendered her “permanently incapacitated” and as such her dismissal was fair. The arbitration award, which the employee may still refer to the Labour Court for review, places emphasis on the competing interests between the employer and the employees - and how we are now, more than ever, living in times where the good of the greater good must take preference of those of an individual.  Employers should note though, that this case is not “one size fits all”, and are urged to follow a fair, specific and objective process for employees who refuse to be vaccinated. 

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1537
Blog
Can you be dismissed for not wearing a face mask at work?

12 October 2021

I’m an HR manager and also responsible for health and safety at my workplace. Lately I’ve noticed an increasing number... of employees failing to keep their Covid masks on at work, despite regular warnings. My employer is very worried about this and has asked if we are allowed to dismiss employees that blatantly fail to adhere to our Covid-19 protocol of wearing a face mask. Not wearing a face mask is in my view very serious, but dismissing someone is also a serious step. Can someone be dismissed for not wearing their face mask?

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964
Article
What is the impact of an immediate resignation on pending disciplinary procedures?

15 September 2019,  Tata Mokwayi

We’re investigating a number of employees in our company over the last few months and identified serious transgressions warranting disciplinary... action. We instructed human resources to issue disciplinary notices to the relevant employees, following receipt of which three of the employees resigned with immediate effect. Despite their resignations, can or should we still proceed with disciplinary action against these employees now that they have resigned?

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1142
Article

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