Services - Labour Guideline

Labour Guidelines


TERMINATION OF EMPLOYMENT

In Basic conditions of Employment Act, Private by Pieter6 Comments


Contents

1. NOTICE PERIODS
2. PAYMENT IN LIEU OF NOTICE
3. EMPLOYEES IN ACCOMMODATION PROVIDED BY THE EMPLOYER
4. SEVERANCE PAY

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Comments

  1. I would to get advice regarding a staff member that has been with our company for 8 years. He was involved in a car accident and broke hes leg badly, he is elderly and my concern is that he wont be able to fulfill his duties. what are our options as a company.

    Thank you

    1. Reply to Illse: We would suggest that you have an openhearted disussion with the employee regarding the situation and find out what his perspective is and what his future plans are. Hopefully this can lead to a mutually acceptable solution which you can formalise in a written agreement. However, if the employment relationship is strained or you sense resistance, I suggest you follow the Medical Incapacity procedure. You’re welcome to give us a call on 0860 102 871 if you need assistance.

  2. how long must an employee be working for you
    before they are deemed permannt

    1. Reply to Noel: If a person is appointed without clearly stipulating when the contract will end, the appointment is regarded as indefinite (which is the same a “permanent”).

  3. Good day
    I would like to find out about the law’s around wages due after resignation.
    As far as I know it should be payed out on the last day of work. Is this correct and can anyone send me the documentation to back this up?
    Thank you.

    1. Reply to Danelle: When an employee resigns, he/she has to give notice in terms of the contract of employment. Payment will be due on the date of termination.

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