As Covid-19 sees organisations adapting and moving towards virtual or remote working, Phetheni Nkuna and Faatimah Essack of Lawtons Africaexplore the ways in which the legal system has embraced this “new normal”.

The Covid-19 Temporary Relief Scheme Refined – Recent Amendments to the Minister’s DirectiveAmendments published to the Directive responsible for the implementation of the Scheme on 08 April 2020 have clarified the application of the Scheme and have further refined its operation.

An executive summary checklist applicable to workplaces which are permitted to operate during Alert Level 4 in terms of the Disaster Management Regulations issued on 29 April 2020

Retrenchments: The when and how of retrenchment consultations in light of COVID-19 - let everyone know, before you decide to let anyone go

The Covid-19 Temporary Relief Scheme Refined – Recent Amendments to the Minister’s DirectiveAmendments published to the Directive responsible for the implementation of the Scheme on 08 April 2020 have clarified the application of the Scheme and have further refined its operation.

The Covid-19 Temporary Relief Scheme Refined – Recent Amendments to the Minister’s DirectiveAmendments published to the Directive responsible for the implementation of the Scheme on 08 April 2020 have clarified the application of the Scheme and have further refined its operation.

Retrenchments during lockdown - Any dismissal, for operational requirements or otherwise, must be in accordance with the Labour Relations Act 66 of 1995, even during the lockdown period.

There are a number of alternatives to retrenchments, which are suitable to both employees and employers. However, employers are cautioned to ensure that they are procedurally and substantively fair and are proposed as such, under a consensus seeking process, in terms of the Labour Relations Act.

While there is a lot of uncertainty during this lockdown period, one factor remains consistent – business cannot come to a complete stop. Therefore, it is imperative that procedures – including that of recruitment – evolve to adapt to the new global reality.

COVID-19: Its impact on employment contracts in Zimbabwe – an analysis into Zimbabwean Labour Law and the relevant legal principles which could serve as a guide for employers and employees in reaching an equitable compromise in dealing with the pandemic

For a period of three months, unless it is withdrawn earlier, the Department of Employment and Labour has issued a Directive establishing a temporary employer/employee relief scheme.

It’s no secret that technology is evolving at a rapid rate – it informs how we live, work and interact with the world, at home and in the office. And the next stage of this evolution – known as the Fourth Industrial Revolution (4IR) – is set to bring even more dramatic shifts to our society, at home and at work.

It’s alarming how quickly the COVID–19 (or “Coronavirus“) is spreading. Employers and employees need to do all they can to limit the impact of this on businesses, as our economy is already under severe strain! Businesses need to stay open and keep doing business or else!

The start of 2020 has seen the implementation of the new Labour Laws Amendment Act. And, one of the biggest changes has been in the creation of parental leave allowances. When it comes to parental leave, these new regulations came into effect on 1 January 2020, including parental leave in cases of adoption and surrogacy, as well as paternal leave in all circumstances.

A number of international and local companies have requested that their employees work from home due to the dire consequences of the COVID-19 coronavirus pandemic. With some employees also opting to self-quarantine, there are a number of labour law considerations that South African businesses will have to consider.

Employers have to comply with the correct retrenchment process in the 2021 second wave of COVID-19 or they will find themselves in further financial difficulties, possibly having to pay compensation for non-compliance.