What if an employee refused to work due to religious belief, how far must an employer accommodate?

In today’s high-pressure work environments, performance expectations are often stringent, particularly in industries requiring tight deadlines and large-scale project execution

Dismissal for cell phone use at work often arises in contexts where such use compromises safety, productivity, or confidentiality.
The Labour Court was tasked to review an arbitration award which upheld the substantive fairness of the dismissal of the Employee, for the use of his cell phone for private purposes whilst working with machines and who was in fact injured consequently

The importance of mental health cannot be overstated. While traditionally associated with physical safety, workplace health has evolved to include mental health, an equally critical aspect of employee productivity and satisfaction.

Whistleblowing simply put is the act of exposing illegal, unethical, or harmful activities within an organization. In South Africa, this critical role is safeguarded by the Protected Disclosures Act 26 of 2000 (PDA),

Employers may claim operational reasons as a basis for terminations as long as the reasoning is related to what may be considered a “similar need”.