Law Resources

Learn what the Labour Court’s Sauls judgment says about off-duty misconduct like drunk driving, dismissal and the employment relationship.

A Labour Court judgment examines when singing and dancing during a lunch break may be mistaken for an illegal picket, highlighting the importance of evidence, fair procedure, and lawful dismissal.

We examine the recent Labour Court judgment in which the dismissal of a long-serving administrator suffering from anxiety, depression and physical injuries was declared substantively unfair.

We unpack a recent Labour Court decision in which an employee's disrespectful emails including a reference to a "fist emoji" and a menacing remark aimed at a colleague who had been assaulted at work, formed part of the misconduct that ended his career.

Can an office romance lead to an automatically unfair dismissal? Explore the 2026 Labour Court ruling in Masimla v Pioneer Fishing and its lessons for employers.

In Abrahams v NSFAS, the Labour Court found that an employee dismissed for emailing evidence of alleged corruption to his personal account was, in reality, dismissed for making a protected disclosure. Learn the key lessons on whistleblower protection, automatically unfair dismissals, and employer retaliation.

In this powerful episode of our “What if” we break down the Labour Court judgment in G4S Cash Solutions (Pty) Ltd v NUMSA obo Mosinyane. When nine ATM custodians were dismissed for gross negligence after R1.3 million in shortages, the employer brought brand-new technical evidence, video footage, third-party verifications, audit records, and compelling statistical proof at arbitration

In this episode of our "What If" series, we explore a critical Labour Appeal Court decision that highlights the importance of context in employment law, specifically in cases involving colourful language.

In this episode, Ross Simon from Maserumule Corporate Employment unpacks a recent Labour Court decision where a bakery manager was dismissed for posting a provocative Bible verse during a period of xenophobic tension at his workplace.

Drawing on the recent Labour Court judgment in Mqulwana v CCMA & Others, we explore a case where an employee was dismissed — not for being sick — but for repeatedly failing to notify his line manager of his absence. Despite holding a valid medical certificate, the Court upheld his dismissal as substantively fair.

In this episode, we unpack what happens when an employee objects to an external chairperson or initiator in a disciplinary hearing, and what the recent NUMSA v Denel Labour Court judgment means for your workplace disciplinary process.

In this episode of our What If series, we examine a significant Labour Court judgment dealing with disability accommodation, dignity, psychological integrity, and the limits of managerial prerogative. The answer comes from Solidarity obo Riaan Nel v National Metrology Institute of South Africa.