Are you breaking labour laws without even knowing it?

Labour expert, Lizle LouwThis is the way to safeguard your rights as an employer 

My name's Lizle Louw and I'd like to show you how to say goodbye to your many labour headaches, once and for all.

I know being a manager or employer isn’t easy, and labour legislation is one of your biggest challenges. 

On this site I’ll reveal how you can avoid unnecessary conflict, expensive court cases, high compensation payments and expensive attorney's fees. I’ll show you how to make the law work for you and your business… And give you all those lesser-known tips and secrets about how to use labour laws to your advantage…

Plus, from today, you can start benefitting from two free services and learn how to say “You’re Fired!” and make it stick.

28 labour experts at your fingertips!

The Labour Law for Managers – Practical Handbook, developed and published by Fleet Street Publications, is a hands-on guide to labour law written in layman’s terms to help you protect your business and stay on the right side of the law.

Over 28 professional legal experts, some of whom are Senior Commissioners at the CCMA and acting judges in the Labour Court, serve on our specialist panel of writers.

Our editors have done all the hard work for you. By following their step-by-step instructions, numerous checklists, sample forms, handy tips and suggestions you can rest assured you are doing things 100% correctly and you've covered all the bases. 

How will Labour Law for Managers help you?

What difference is this service going to make to your every day relations with your staff?

  • You’ll have access to a variety of sample forms, letters, policies and contracts to save you the trouble of writing and developing your own from scratch.
  • You’ll be able to take advantage of our helpdesk, where you can email our panel of experts any quick labour queries and receive an answer within 72 hours.
  • You’ll always be 100% up-to-date with important cases, changes in legislation and ground-breaking developments in the labour field via updates sent to you regularly and our daily email newsletter.
  • You’ll have 28 consultants and lawyers on your bookshelf 24/7.
  • You’ll be guided every step of the way through procedures by following our comprehensive instructions and numerous checklists.

So, let the experts help you to avoid having to pay massive amounts of compensation when your employee takes you to the CCMA, the Labour Court, or perhaps even the High Court, where there are no limits to compensation pay outs!

Yours Sincerely,

Lizle Louw signature

Lizle Louw
Editor-in-Chief: Labour Law for Managers Loose Leaf Service
Director: Edward Nathan Sonnenbergs

Employment contracts: what the law says you must do

By Ivan Israelstam


You must give your employees, in writing, the terms and conditions of their employment. This document can take the form of a letter of appointment, or you can create a more formal contract of employment – the form doesn’t matter it’s the content that’s important. Getting your employee to sign the document avoids disputes about whether or not it was given and what it contains. You must do this when the employee  starts employment and you must retain the document for at least three years after termination of the employment relationship (Section 29 of the BCEA).

You must also update this employment document and provide the employee with a new copy when:

  • the law changes
  • you and your employee agree to changes in the terms and conditions
  • you increase the employee’s pay or benefits (this you could do in a supplementary letter).

TIP: Better late than never! Check all your personnel records and draw up the employment documents now, even if your employees have been working for you for years.

Even part-time staff must have a contract

This law applies to you if your employees are temporary or part-time, even if they:

  • have a fixed employment period, or
  • only work one day a week, or
  • only work every weekend, or
  • only work half day.

In other words, anyone who qualifies as an ‘employee’ should receive this document from you (refer to chapter E03 in Labour Law for Managers loose leaf service).

Try our Labour Law for Managers Loose Leaf Service today!

You have to dismiss an employee, but do you know how?

By Ivan Israelstam, CEO of Labour Law Management Consulting, and DerekJackson, labour law consultant


Legally, dismissals are either 'fair' or 'unfair'… According to the Labour Relations Act, there are only three reasons for dismissal that are 'fair'. And even if you dismiss with due cause, if you don't follow the correct procedure, you'll end up at the CCMA – for sure!                                       

3 Grounds for fair dismissal   


  1. Conduct of the employee

  2. Capacity of the employee (his ability to do his job)

  3. Operational requirements of your business (retrenchment)

The above three reasons for dismissal form the basis of 'substantive fairness'.
However, if you dismiss someone for fair reason, but fail to follow procedure, the dismissal will still be found to be unfair.

Don't get done on technicalities!

In a case brought before the CCMA, the employee was a manager for a security firm. He testified he had been held up by armed robbers at the Qwa-Qwa branch of his employer's  company, where he was robbed of money and a company vehicle.

He subsequently opened a criminal case at the local police station. Five days later, he phoned the police station to enquire about the progress of the case. The police told him to wait where he was, at the premises of the employer.

The police arrived a short while later and arrested the employee, presumably in connection with the alleged robbery. The employer then dismissed the employee on the spot.

In the criminal case, the employee was found not guilty, and he then returned to work but his employer confirmed his dismissal.

Try our Labour Law for Managers Loose Leaf Service today!