Employment and labour support

This service is for employers, employees, executives, contractors, HR decision-makers, and business owners who need employment document review, disciplinary process support, termination advice, settlement support, restraint review, or CCMA-related guidance.

1. Employment contract, restraint, confidentiality, policy, and disciplinary document review.
2. Disciplinary hearings, warnings, poor performance, incapacity, suspension, retrenchment, and dismissal process support.
3. Settlement agreements, termination arrangements, mutual separation, and exit terms.
4. CCMA referral preparation or response strategy.
5. Employer-side compliance documents and employee-side risk review.

1. Review of employment documents, correspondence, policies, warnings, minutes, and process records.
2. Advice on procedural and substantive risk within agreed scope.
3. Drafting or review of notices, settlement agreements, exit documents, disciplinary documents, or response letters.
4. Practical next-step guidance before dismissal, resignation, settlement, restraint enforcement, or referral.

1. HR administration, payroll, labour-relations management, or workplace investigations unless separately scoped.
2. Guaranteed CCMA, bargaining council, Labour Court, settlement, reinstatement, or compensation outcome.
3. Representation at hearings, CCMA, bargaining council, or Labour Court unless specifically accepted.
4. Tax, immigration, pension, medical-aid, or benefits advice unless separately briefed.
5. Advice to both employer and employee in the same dispute.

1. Employment contract, amendments, policies, warnings, notices, charges, minutes, and outcome letters.
2. Payslips, job description, performance records, medical documents if relevant, leave records, and correspondence.
3. Dates of incident, suspension, hearing, dismissal, resignation, referral, or settlement discussion.
4. Names and roles of parties, employer details, employee details, representatives, and union involvement.
5. The practical outcome wanted, such as process correction, settlement, defence, referral, or restraint review.

1. Conflict check and employment relationship identification.
2. Review documents, dates, process stage, and forum deadlines.
3. Confirm scope, fee basis, and deliverable.
4. Prepare advice, drafting, settlement support, or escalation strategy.
5. Support implementation or referral within the agreed mandate.

Responsible attorney

Gerhard Human

Last reviewed

2026-05-22

Area of law

Employment law, Labour law

1. CCMA and bargaining council referral deadlines can be short.
2. Defective procedure can create risk even where misconduct or poor performance exists.
3. Employer and employee evidence often conflicts.
4. Restraints, confidentiality, protected disclosures, medical absence, and retrenchment require careful fact-specific treatment.
5. Settlement language may affect tax, benefits, references, confidentiality, and future claims.

No outcome is guaranteed. Advice depends on the documents, facts, timing, legal position, opponent conduct, and the scope accepted in writing.

This page is general legal information for South African context. It does not create an attorney-client relationship. Work begins after conflict checks, FICA where required, scope confirmation and written mandate acceptance.