Services - Labour Guideline

Labour Guidelines


In Private, Unfair dismissals by Pieter8 Comments


2.1 There must be a rule or standard
2.2 The rule must be valid
2.3 The rule must be consistently applied
2.4 The employee must be aware of the rule
2.5 Corrective approach
3.1 Preparation for disciplinary hearing
3.2 Conducting the disciplianry hearing
3.3 Administration after the hearing

Downloadable Forms Click here to access these documents in the Forms section

Code of Good Practice.Dismissal (Schedule 8 2009 07 update)
Form 1.1 Disciplinary Code & Procedure
Form 1.2 Informal disciplinary interview.No dismissal envisaged
Form 1.3 Record of warning. All in one
Form 1.4 Notice of disciplinary hearing
Form 1.4b Notice of disciplinary hearing & suspension
Form 1.4c Suspension only
Form 1.5 Formal disciplinary hearing guidelines. Possible dismissal
Form 1.6 Dismissal.notice
Form 1.7 Administration after dismissal
Form 1.8 Certificate of service

Sorry, but this information is available to subscribers only. If you are a subscriber, please log in to access this page. If you would like to subscribe, please Register here or visit Subscriber benefits for more information.

Restricted Content Login

Register Today!

Please visit our register page to contact us and get signed up.



  1. One of the employees has stolen money in December and has not returned to work. How do I handle this.

    1. Reply to Lulama: It is quite possible that she has deserted. You can send her a communication to confirm whether this is the case. If you are a subscriber, Labourwise can assist you with the wording and give guidance on how to deal with the matter.

    1. Reply to Mokgalaka: You may challege your dismissal by referring a dispute to the CCMA.

  2. Can my line manager accuse an employee of rendering bad financial advice when he did nothing after 5 performance appraisals to highlight his concerns about the quality of my advice or set a meeting with him or her whether formal or informal to satisfy himself that the advice dispensed to clients is aligned to what is required by the business

    1. Reply to Simon: Whether bad financial advice was renderd in a specific instance is objectively determinable. What action can be taken, though, depends on the seriousness of the ‘mistake’ or ‘mistakes’, as well as (in your case) the extent to which he engaged with you regarding the expectations of the business.

  3. I was unfairly dismissed for misconduct on 2 cases. I needs advice that i can use in the labour court. Please assist

    1. Reply to Francois: You may refer an unfair dismissal dispute to the CCMA within 30 days of the date of your dismissal.

Leave a Comment

About Us

Labourwise is an online advisory service for employers in South Africa. Although many of our articles and other useful information are for free, we offer a professional subscription service for the business owner, HR specialist and manager at a minimal monthly cost. Click here for more information.

Labourwise (Pty) Ltd © - All rights reserved

Contact Us

T: 010 900 4743
F: 086 510 6417
E: info@labourwise.co.za
Contact Form

Like & Follow us