Given the tough economic climate and the relatively high cost of employment, workforce flexibility becomes one of the most important considerations for any business. This is actively hampered by restrictive legislation which regulates Fixed-term and Temporary Employment and effectively makes it impossible for an employer to structure its’ business to make use of this form of employment.
An emerging trend has been the use of independent contractors, however this is not as simple as it seems. Section 200A of the Labour Relations Act (Act 66 of 1995), Assumption as to who is an Employee, sought to answer this question to a certain extent, and when read along with the Code of Good Practice, seems to favor a combination of tests, including the Read more “When is an Independent Contractor actually an Employee?”
HR City attended the parliament portfolio committee on labour relations to debate and argue against the proposed changes to existing labour legislation as well as the introduction of new laws which would make it even harder for employers in South Africa to conduct business.
A lot of these changes will negatively impact on business in South Africa and will severely restrict the ability of smaller businesses to grow while significantly increasing unemployment and contributing to poverty. Read more “HR City Challenges Labour Law Amendments”