From doubled severance pay and new protections for gig workers, to revised parental leave, stricter dismissal rules, and limits on high-earner remedies, these Bills require attention from HR & ER professionals. Join us as we unpack the most pertinent proposed changes and what it means for your workplace.

Proposed amendments to the Basic Conditions of Employment Act (BCEA)

• Regulation of on-call, zero-hours & unpredictable work arrangements
• Parental leave — redesigned and gender-neutral framework
• Statutory severance pay — doubled, applied prospectively
• Expanded definition of “employee” for enforcement purposes
• Enforcement & compliance — stronger mechanisms

Proposed amendments to the Employment Equity Act (EEA)

• Harassment-based discrimination — expanded CCMA jurisdiction
• Bargaining council referrals — new section 10A
• Certificate of Compliance — preventing duplicate assessments

Proposed amendments to the National Minimum Wage Act (NMWA)

• Exclusion of deferred payments from minimum wage calculations

Proposed amendments to the Unemployment Insurance Act (UIA)

• Parental UIF benefits — aligned with new BCEA framework

Proposed amendments to the Labour Relations Act (LRA)

• Unfair dismissal — probation & procedural fairness
• High-earner remedies — capped reinstatement & compensation
• Collective bargaining — new protections for start-ups
• Extension of Freedom of Association & Collective Bargaining
• Dispute resolution — streamlining & preventing parallel claims
• Large-scale retrenchments — simplified section 189A procedures
• Inquiry-by-arbitrator — expanded use

PLEASE NOTE: No recordings available. Slides are available to attending delegates. Fees are charged per delegate and not per screen.