Labour Relations

SkillsGro Labour Solutions is a dedicated entity within our Human Resources portfolio. This department focuses on ensuring legal compliance while nurturing positive and productive employer-employee relationships. Recognizing the significance of effective labour relations beyond disciplinary procedures, SkillsGro Labour Solutions emphasizes the importance of a unified workforce striving toward a common company vision.

Client
Testimonials

I’ve worked with SkillsGro for many years, first as a consultant and now as HRBP at Electrolux South Africa. What sets them apart is their personal touch and unwavering support. Whether it's skills development, employment equity, or labour-related matters, SkillsGro is always a call away. They handle everything with precision and ensure every step in the process is meticulously followed. Their in-depth knowledge of legislation and their ability to navigate complex situations have been invaluable to our company, which has over 1,700 employees. I wouldn’t dream of replacing them.

Nicolene de Villiers

Electrolux South Africa

Labour Solutions

Labour Law
Compliance Audits

We conduct comprehensive audits to ensure that businesses adhere to all relevant labour laws, regulations, and policies.

Disciplinary Process
Management

We ensure a seamless and fair process whilst upholding employee and employer rights.

Employee Handbook & Policy Development

Creating and updating comprehensive employee handbooks and policies aligned with current laws and regulations

Employment Contract Drafting & Review

We help companies to review and draft employment contracts to ensure compliance with labour regulations.

Conflict Resolution & Mediation

We provide expert mediation services to effectively manage and resolve conflicts between employees and employers

Disciplinary Procedures Guidance

We offer guidance and support in the development and implementation of fair and legally compliant disciplinary procedures.

Employee Training Programmes

We conduct customised training programmes focusing on labour laws, workplace rights and responsibilities.

Labour Law Consulting Services

Advice and guidance on complex labour law matters incl. workplace investigations, discrimination issues and employee rights.

Frequently Asked Questions

How do I determine what sanction is appropriate in terms of the transgression?
The appropriate sanction depends on a variety of factors like the severity of the transgression, the employee’s disciplinary history, and company policies. It will also depend on the nature of the organization and the inherent job requirements of the employee. While consistency and adherence to legislation are important, each case should be evaluated on its own merits. Using a well-defined disciplinary code is essential for addressing employee issues fairly and consistently. To ensure that a disciplinary code is tailored to your organization’s needs, consulting with a professional can offer valuable insights and help create a code that best fits your circumstances.
Can a manager lodge a grievance against their subordinate?
Yes, a manager can lodge a grievance against a subordinate, but this is typically reserved for serious issues such as harassment (e.g., sexual harassment, racial discrimination, intimidation). Addressing these issues directly may be particularly challenging for a manager due to the sensitive nature of the situations.
For all other categories of misconduct, a manager should be in a position to address and manage disciplinary actions directly. The grievance process provides a formal and impartial means for handling serious concerns and ensuring that all allegations are reviewed fairly and appropriately.
Does Harassment have to take place at the work premises and during working hours ?
No, harassment can occur outside the workplace and still impact the work environment. For instance, harassment that happens during work-related events, through social media, or outside of work hours can affect employees’ well-being and performance.

In the case of Campbell Scientific Africa (Pty) Ltd v Simmers and Others (CA 14/2014) [2015] ZALCCT 62, sexual harassment occurred away from the employer’s premises and after working hours. The court ruled that the employer was permitted to discipline the employee because the harassment took place in a work-related social event environment and had an impact on the employment relationship.

Many organizations have policies that address off-duty conduct if it directly affects the workplace or violates company policies. It’s important for companies to have clear guidelines on how to handle such situations to ensure a respectful and safe work environment.
What should I do when I receive correspondence from the CCMA or Bargaining Council?
Upon receiving correspondence from the CCMA, it is important to respond promptly and prepare by gathering all relevant documents and evidence. Preparing for a CCMA case can be challenging due to ongoing changes in legislation and the need to stay informed about CCMA rules. It is always advisable to consult with a labour expert for guidance and assistance to navigate the complexities effectively.