NEED HELP? Contact Us | FAQ
Employers have been avoiding liability for unfair labour practice claims relating to “benefits” for some time. It has been argued, often successfully, that the CCMA lacks jurisdiction where a dispute about benefits relates to remuneration. This and other barriers have since been eroded significantly.
Home Affairs extends Zimbabwean Exemption Permits (ZEP’s), Lesotho Exemption Permits (LEP’s) & concessions for waiver and appeal applications by foreigners.
Recent COIDA amendments affect workplace injury reporting, inspections, compensation rights, rehabilitation obligations, and employer compliance requirements.
New BCEA earnings threshold from 1 May 2026. Employers must review which employees now qualify for overtime, working time protections and other statutory rights.
A new Labour Appeal Court judgment highlights important considerations for employers when mutual separation agreements arise during retrenchment discussions.
The national minimum wage increases from 1 March 2026, with sector-specific minimum rates, defined exclusions and an exemption process for qualifying employers.
Is it lawful for an employer to reduce the salary of a permanently employed worker for no reason
Reply to Handsome Tenisi: An employer has to obtain the agreement of an employee to reduce the employee’s salary – it may not be done unilaterally.
Would this be applicable to a discretionary bonus that is linked to company as well as personal performance
Reply to Carmelita: Yes, it would apply to all cases where employees allege that they have been unfairly treated compared to others. However, where a discretionary bonus is denied due to company performance, it is likely to be applied across the board in which case there should be no basis for declaring an unfair labour practice.