Few adult people can validly make the claim that they have been left completely untouched by the dynamics of labour law.
Since the Constitution was brought into play during the 1990′s, many statutes have been amended to comply with the stipulations of the Bill of Rights, which forms a part of the Constitution and which entrenches certain basic human rights.
It is a natural consequence of the Constitution’s impact that labour laws in South Africa would especially fall foul of the Bill of Rights and necessitate quite a drastic change.
And so the Labour Relations Act, 66 of 1995 (hereinafter called “the LRA”) was proclaimed and came into effect. However, the LRA does not function in isolation and a variety of other Acts serve to support the LRA, such as the Equity Act and the Basic Conditions of Employment Act.
Employer and employee alike should not ever venture into a work relationship without proper consultation and understanding of the dynamics of South African labour law in all its facets.
To operate without such essential knowledge, is to operate at your own peril and opens you up to adverse legal consequences through a.o. the CCMA and even the Labour Court.
I will be covering some topics of general interest in my blogs about labour law and related issues. Anything that is unclear or where particular clarification on a particular point is sought, one-on-one consultations with me should be arranged and you are welcome to contact me in order to schedule such an appointment.