Employee Management Services

Employee Management Services Your Dedicated Partner for Efficient and Compliant Outsourced Business Labour Operations.

The probation period is ending. What happens next?Probation gives an employer time to assess a new employee's performanc...
01/09/2026

The probation period is ending. What happens next?

Probation gives an employer time to assess a new employee's performance and suitability for the role.

If the employee isn't meeting the required standards, the first step shouldn't automatically be termination. Employers should identify the areas of concern, provide clear feedback and give the employee reasonable support and an opportunity to improve.

Where more time is genuinely needed to assess progress, an extension of the probation period may be appropriate.

If the required standards are still not met after a fair process has been followed, the employer may need to consider further action.

Probation should be actively managed throughout the period, not simply reviewed when the end date arrives.

Need support managing probation? EMS can assist with performance reviews, documentation and the appropriate process when concerns arise.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

🚨 Our Client is Hiring: Admin Assistant (Glen Anil, Durban North) 🚨Our client in the food manufacturing industry is seek...
28/08/2026

🚨 Our Client is Hiring: Admin Assistant (Glen Anil, Durban North) 🚨

Our client in the food manufacturing industry is seeking an experienced Admin Assistant to join their team. This role requires a highly organised and detail-oriented individual who can provide reliable administrative support within a busy operational environment.

The ideal candidate excels in:
✅ Data capturing and document control
✅ Preparing reports and maintaining accurate records
✅ Working confidently in Microsoft Excel, Word and Outlook
✅ Filing, organisation and general administration
✅ Communicating clearly and professionally
✅ Managing their time and working accurately with strong attention to detail

Requirements snapshot:
Candidates must have Matric (Grade 12), with Administration or Office Management studies relevant to the role. A minimum of 2 years' administrative experience is required. Experience in manufacturing, food production, logistics, warehousing, quality assurance, or general office administration environments will be considered.

Candidates must be proficient in Microsoft Excel, Word, Outlook and general computer applications. Knowledge of Food Safety systems, GMP and document control will be advantageous. Fluent spoken and written English, reliability, punctuality and the ability to maintain confidentiality are essential.

If you are an organised and accurate administrator ready to join a busy food manufacturing environment, we want to hear from you.

How to apply:
Submit your CV to [email protected]
Subject: Admin Assistant – Glen Anil

Please only apply if you meet the above requirements.

Can an employer decline annual leave?Many employers are surprised to learn that the answer is yes.Annual leave is taken ...
25/08/2026

Can an employer decline annual leave?

Many employers are surprised to learn that the answer is yes.

Annual leave is taken by agreement between the employer and employee. If the requested dates would significantly impact business operations, an employer may decline those dates and propose an alternative.

At the same time, annual leave cannot be postponed indefinitely. The BCEA sets out when leave should be taken, making it important for businesses to manage leave balances proactively.

If your workplace policies need updating, EMS can help ensure they're practical, fair and compliant.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

When is a verbal warning no longer enough?Not every workplace issue requires formal discipline straight away. In many ca...
19/08/2026

When is a verbal warning no longer enough?

Not every workplace issue requires formal discipline straight away. In many cases, counselling or a verbal warning may be an appropriate first step.

But what happens when the behaviour continues?

If an employee repeats the same misconduct after receiving a valid verbal warning, it may be appropriate to move to the next stage of progressive discipline, such as a written warning. The seriousness of the misconduct also matters. Some offences may justify a more formal disciplinary response without starting with a verbal warning.

Unsure what the next disciplinary step should be? EMS can help you manage the process fairly and in line with South African labour legislation.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

"Nobody told me."In many cases, that's where the real issue begins.Before an employer can hold an employee accountable t...
13/08/2026

"Nobody told me."

In many cases, that's where the real issue begins.

Before an employer can hold an employee accountable to a workplace rule or standard, that expectation needs to have been clearly communicated. If a policy was never shared, an employee didn't acknowledge receiving it, or instructions were only given verbally without any record, it can make a disciplinary process much harder to defend.

Taking the time to document your policies, have employees acknowledge them and keep those records on file can make all the difference.

If you're unsure whether your workplace policies or disciplinary code are up to date, EMS can help.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

To all the women making a difference every day, thank you for your commitment, hard work, and positive impact. We wish y...
09/08/2026

To all the women making a difference every day, thank you for your commitment, hard work, and positive impact.

We wish you a wonderful Women's Day.

Why Every Employer Needs Clear Workplace PoliciesMany workplace disputes begin with different expectations. An employee ...
04/08/2026

Why Every Employer Needs Clear Workplace Policies

Many workplace disputes begin with different expectations. An employee believes they've followed the correct process. A manager believes they haven't. Neither person set out to create a problem, but both are working from a different understanding.

Clear workplace policies help remove that uncertainty. They create consistency, provide guidance and give employers a framework for dealing with situations fairly.

As businesses grow, roles change, teams expand, and new challenges emerge. Policies should evolve for the same reason.

When expectations are clear from the beginning, many difficult conversations become far easier to manage.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

Signs You've Outgrown DIY HR ManagementMost businesses don't start with a dedicated HR department.In the early days, con...
30/07/2026

Signs You've Outgrown DIY HR Management

Most businesses don't start with a dedicated HR department.

In the early days, contracts are straightforward, policies are simple, and most issues can be resolved with a conversation.

As the business grows, those conversations become more complex. New legislation, larger teams and formal processes become part of everyday operations, often sooner than employers expect.

That shift doesn't mean something has gone wrong. It's a sign that the business has reached a different stage.

The strongest businesses aren't defined by doing everything themselves. They're often defined by knowing when specialist guidance adds value.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

When an employee isn't meeting expectations, the cause isn't always obvious.Sometimes the employee needs clearer directi...
22/07/2026

When an employee isn't meeting expectations, the cause isn't always obvious.

Sometimes the employee needs clearer direction, additional support, or time to improve. In other situations, the issue comes down to conduct and a failure to follow workplace rules.

Approaching every issue as a disciplinary matter can create unnecessary conflict. Taking time to understand what's behind the situation often leads to a fairer process and a better decision for everyone involved.

The most important conversations in the workplace usually begin with questions, not conclusions.

Not sure which one you're dealing with? Chat with one of our consultants.

📞 031 350 3260
✉️ [email protected]
🌐 www.employeemanagementservices.co.za

Address

66 Buckingham Terrace
Westville
3060

Opening Hours

Monday 08:00 - 16:30
Tuesday 08:00 - 16:30
Wednesday 08:00 - 16:30
Thursday 08:00 - 16:30
Friday 08:00 - 16:30

Telephone

+27313503260

Website

Alerts

Be the first to know and let us send you an email when Employee Management Services posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Practice

Send a message to Employee Management Services:

Shortcuts

Share

Category