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Labour Right Consulting

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20/10/2026

⚖️ AN EMPLOYEE REFUSES TO SIGN A WRITTEN WARNING. WHAT NOW?

As an employer, how you handle this situation matters. 👇

An employee’s refusal to sign a written warning does not automatically invalidate the warning. A signature generally acknowledges receipt of the warning, not necessarily agreement with its contents.

✅ What should employers do? ✔️ Explain the warning clearly to the employee. ✔️ Document the employee’s refusal to sign. ✔️ Have a witness present, where possible. ✔️ Follow fair and proper disciplinary procedures. ✔️ Keep accurate records of the process.

⚠️ Remember: A refusal to sign does not remove accountability. However, the fairness of the disciplinary process and the circumstances surrounding the warning remain crucial.

Protect your business by ensuring that your disciplinary procedures are fair, consistent, and properly documented.

💼 Labour Right Consulting (Pty) Ltd
Know the Law. Manage the Risk. Protect Your Business.

📞 072 483 7616
📧 [email protected]
🌐 www.labourright.co.za

13/10/2026

KNOW THE LAW. MANAGE THE RISK. PROTECT YOUR BUSINESS. ⚖️💼

Every industry comes with its own unique labour challenges. From transport and mining to retail, agriculture, hospitality, security, construction and engineering, Labour Right Consulting provides practical, industry-specific labour law and HR support.

We help employers stay compliant, manage workplace challenges and handle labour matters with confidence.

We are the right force! 💚

📞 072 483 7616
📧 [email protected]
🌐 www.labourright.co.za

08/10/2026

⚖️ FAILED THE POLYGRAPH? THAT DOESN’T MEAN YOU’VE PROVED THE CASE.

A failed polygraph test may raise suspicion, but it does not automatically establish guilt or prove misconduct.

In our latest Case Summary: Rand Refinery Ltd vs. Stripp N.O. and Others, the Labour Court highlighted the importance of direct, reliable and corroborated evidence when dealing with workplace misconduct.

🔎 Key takeaway for employers:
Before taking disciplinary action, ask yourself:
✔️ Who actually witnessed the misconduct?
✔️ Do we have sufficient evidence?
✔️ Can we link each employee individually to the misconduct?
✔️ Are we relying too heavily on hearsay or circumstantial evidence?
✔️ Can we prove the case without assumptions?

Fair labour practices require more than suspicion. Evidence matters.

📞 072 483 7616
📧 [email protected]
🌐 www.labourright.co.za

28/09/2026

⚖️ Not Understanding the Charges Can Lead to Wrong Decisions!

A recent Labour Court judgment highlights the importance of correctly formulating disciplinary charges and following a fair disciplinary process.

Incorrect or vague charges can expose employers to costly disputes and unfair dismissal findings.

✅ Understand the facts and evidence before issuing charges.
✅ Ensure charges are clearly formulated and aligned with company policies.
✅ Consider the applicable law and possible defences.
✅ Follow a fair and consistent disciplinary process.
✅ Seek professional guidance to minimise legal risks.

Remember: Disciplinary matters are not just about the outcome — the process matters too!

📞 Labour Right Consulting – We Are the Right Force!
📱 072 483 7616
📧 [email protected]
🌐 www.labourright.co.za

24/09/2026

Celebrating Our Heritage | Heritage Day 2026 🇿🇦

Today, we celebrate the rich cultures, traditions, and people who make South Africa extraordinary. 🌍💚

At Labour Right Consulting, we believe our diversity is one of our greatest strengths. Let’s continue building workplaces where every person is respected, valued, included, and treated fairly.

🤝 United in our diversity. Stronger together.

Happy Heritage Day from all of us at Labour Right Consulting (Pty) Ltd! 🇿🇦

23/09/2026

Can an employer change an employee’s working hours? ⏰

Changing working hours, shifts or rosters can have important labour-law implications. While employers may have operational requirements that necessitate changes, not every change can simply be imposed without considering the employment contract and applicable workplace arrangements.

Employers should consider:
✔️ The employment contract
✔️ Whether working hours are a contractual term
✔️ Applicable collective agreements and workplace policies
✔️ Consultation where significant changes are proposed
✔️ Compliance with labour legislation

Remember: Changing a shift or roster is not always the same as changing an employee’s contractual working hours.

When in doubt, consult before you change.

Labour Right Consulting – We Are The Right Force!
📞 072 483 7616
📧[email protected]
www.labourright.co.za

17/09/2026

Labour Right Consulting is proud to support Komatipoort Akademie through the sponsorship of their new advertising board.

We believe in investing in our local communities and supporting spaces where education, growth and future opportunities begin. It’s a privilege to have the Labour Right Consulting brand proudly displayed at Komatipoort Akademie.

A special thank you to Total Signs for the great workmanship and professional installation of the board. Your attention to detail brought it all together beautifully!

Here’s to supporting education, strengthening our communities and building brighter futures together. 🙌

10/09/2026

Probation is a period of assessment — not a shortcut around fair labour practices. ⚖️

Employers should use probation to determine whether an employee is suited to the role while still following a fair and reasonable process. Set clear expectations from the start, monitor performance, address concerns when they arise, and provide the employee with guidance and a genuine opportunity to improve.

If dismissal becomes necessary, there should still be a fair reason and a fair process.

Protect your business by handling probation correctly from day one.

📞 072 483 7616
📧 [email protected]
🌐 Labour Right Consulting

We are the right force!

02/09/2026

⚖️ A strong defence starts long before the courtroom.

In this case, Labour Right Consulting successfully represented Afrimat Industries Lichtenburg Cement, defending the employer against a constructive dismissal claim.

The outcome? The employee’s referral was dismissed. ✅

This case highlights an important lesson for employers: workplace dissatisfaction, management scrutiny or the possibility of disciplinary action does not automatically amount to constructive dismissal. Employers need to understand their legal obligations, follow proper processes and ensure they are prepared to defend their decisions when challenged.

👏 Well done to Mr J.C. Oberholzer and the Labour Right Consulting team for successfully representing the employer.

Need the right force in your corner?
📞 072 483 7616
📧 [email protected]
🌐 www.labourright.co.za

Labour Right Consulting — We Are The Right Force! ⚖️💼

28/08/2026

Are you complying with the NBCRFLI Main Collective Agreement?

The NBCRFLI Main Collective Agreement applies to employers in the Road Freight and Logistics Industry. Employers are responsible for complying with its provisions, including wages, working hours, leave, and other employment conditions.

Non-compliance can result in costly disputes and penalties.

Labour Right Consulting – We Are the Right Force.
📞 Call 072 483 7616

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12 Nel Street
Mbombela
1200

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+27724837616

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