employers must pay unemployment insurance contributions of 2% of the value of each worker's pay per month. The employer and the worker each contribute 1%.

According to the Basic Conditions of Employment Act (BCEA), the maximum normal working time allowed is 45 hours weekly. This is nine hours per day (excluding a lunch break) if the employee works a five day week, and eight hours per day (excluding a lunch break) if the employee works more than 5 days per week.

The entitlement is 21 consecutive days annual leave on full remuneration, in respect of each annual leave cycle, and if an employee works a five-day week, then this is equal to 15 working days, or if the employee works a six-day week then it is equal to 18 working days.

Employment and Labour Minister TW Nxesi has announced that the National Minimum Wage (NMW) for each ordinary hour worked has been increased from R20,76 to R21,69 for the year 2021 with effect from 01 March 2021.

Employees need consistent company policies to guide them on their roles and responsibilities, as well as the company's overarching business principles, ethics, and beliefs — for compliance reasons and to ensure a healthy company culture. Having policies and procedures demonstrates competence as a company and provides clear guidelines to staff on how the company operates.

Every employer is required by law (Basic Conditions of Employment Act – section 29) to provide the employee with a written contract of employment not later that the first day of commencement of employment.

Even if a business has established a potentially fair reason for dismissing an employee, it must still follow the correct procedure. Failure to do so could lead to a claim for unfair dismissal.

Yes, any unfair act or omission that arises between an employer and an employee, involving: The unfair conduct of the employer relating to the promotion, demotion or training of an employee or relating to the provision of benefits to an employee.

In the case of an unfair dismissal dispute, you have only 30 days from the date on which the dispute arose to open a case. With discrimination cases, you have six months.

It is the employee's right to be heard and to present a defence.

The employee has the right to an Interpreter, to be represented, to be advised of the allegations made against him or her 48 hours before the disciplinary hearing, opportunity to present his/her case, calling of witnesses, cross witnessing, right to an impartial chairperson as well as the right to appeal against the sanction once imposed.