Effective workplace dispute resolution for the future

Effective workplace dispute resolution for the future

Authors Alan Rycroft & Christopher Albertyn

ISSN: 1996-2088
Affiliations: BA (Rhodes) LLB (Natal) LLM (London). Professor Emeritus, Faculty of Law, University of Cape Town; BA (Hons) (Witwatersrand) B.Proc (UNISA) LLB (Natal). Arbitrator and mediator, principally in Ontario, Canada
Source: Acta Juridica, 2025, p. 136-178
https://doi.org/10.47348/ACTA/2025/a5

Abstract

An efficient and cost-effective dispute system was a key aim in the drafting of the Labour Relations Act in 1994. In this contribution we consider whether this aim has been achieved. We look separately at the internal disciplinary process, CCMA arbitrations, the labour courts and the Constitutional Court. We include comparative insights from Canada. Looking ahead, we consider possible dispute resolution mechanisms in four diverse areas: AI and mediation, platform workers, workers in the informal economy, and supply chain disputes. Through this review we make suggestions for the way forward.

Whither dismissal law?

Whither dismissal law?

Authors Rochelle le Roux & Peter le Roux

ISSN: 1996-2088
Affiliations: BJuris LLB (Port Elizabeth) LLM (Stellenbosch) PGDip (Employment Law and Social Security) (Cape Town) LLM (Anglia Ruskin) PhD (Cape Town). Professor, Faculty of Law, University of Cape Town; BJuris (Rand Afrikaans) LLM (South Africa) LLM (London) Executive Consultant at ENSafrica
Source: Acta Juridica, 2025, p. 178-212
https://doi.org/10.47348/ACTA/2025/a6

Abstract

The 30th anniversary of the enactment of the Labour Relations Act 66 of 1995 (LRA) provides a useful opportunity for reassessing the dismissal law established by the Act. This article examines the state of dismissal law with reference to three key features: the labour dispute resolution regime created by the LRA; the role of the common law in dismissal matters; and the current legislative location of dismissal based on unfair discrimination. The article also questions the continued validity of some of the modalities in the LRA supporting these features. While concluding that there is nothing wrong with the fundamentals of current dismissal law, both in respect of its treatment of substantive and procedural fairness, and in respect of the dispute resolution model that supports it, the article argues that the changing nature of employment and the pressures on the dispute resolution institutions created by the LRA require a change to some of the modalities of dismissal law. Taking a long view – 30 years – of dismissal law, the article makes tentative proposals that might make dismissal law more agile and responsive to the changing nature of employment.

Through the lens of an idealist: Imagining the position of strike law in South Africa by the year 2055

Through the lens of an idealist: Imagining the position of strike law in South Africa by the year 2055

Author Mlungisi Tenza

ISSN: 1996-2088
Affiliations: LLB LLM LLD (South Africa); Associate Professor, School of Law, University of KwaZulu-Natal
Source: Acta Juridica, 2025, p. 213-242
https://doi.org/10.47348/ACTA/2025/a7

Abstract

The Constitution guarantees workers the right to strike. Workers use strike action as a bargaining tool when employers fail to meet their demands or address their grievances in the workplace. The right to strike and the strike itself have helped workers to achieve various things in the workplace, including improved working conditions and increased wages. Exercising the right to strike has resulted in not only positive acts that benefit workers, but also in the loss of employment through retrenchments due to protracted strikes; in addition, many workers have lost their lives due to strikes becoming violent. The struggle to liberate workers from the shackles of poverty, inequality, the ever-increasing rate of unemployment and differences in pay continues. This means that the weaponry of strike action is still necessary if South Africa wants to address the plight of workers. This article examines whether the law relating to strikes in the next 30 years will still be relevant in the labour relations environment in South Africa. I argue that strikes are becoming less popular, and very few workers or employees will continue to use them due to changes in the way that business is conducted. This is further affected by the increasing use of technology, including the introduction of gig work and apps to perform work. In addition, trade unions usually convene strikes and recruit people who are in formal employment; however, by 2055, the number of people joining unions will have decreased as few people will be in formal employment. Workers will mostly rely on the internet to voice their grievances against employers, and the latter, fearing reputational damage, may succumb to employee demands. This will have the same outcome as if workers were to go on strike. The result will be a situation where an individual worker and their employer will decide on their terms and conditions of work. The employer alone will decide on wage increases or other matters affecting workers, because collective bargaining will play a less important role.

Reforming the Labour Relations Act to realise collective rights for the informal economy: Lessons from the domestic and street vending sectors

Reforming the Labour Relations Act to realise collective rights for the informal economy: Lessons from the domestic and street vending sectors

Authors Pamhidzai Bamu & Marlese von Broembsen

ISSN: 1996-2088
Affiliations: LLB LLM PhD (Cape Town); Law Programme Coordinator for Africa, Women in Informal Employment: Globalizing and Organizing (WIEGO); BA (Stellenbosch) LLB (Cape Town) MA (Dev Studies) (Western Cape) LLM (Harvard) PhD (Cape Town); Associate Professor, Centre for the Transformative Regulation of Work (CENTROW), University of the Western Cape and Senior Labour Rights Researcher, Women in Informal Employment: Globalizing and Organizing (WIEGO)
Source: Acta Juridica, 2025, p. 243-282
https://doi.org/10.47348/ACTA/2025/a8

Abstract

The ILO’s Committee on Freedom of Association has developed jurisprudence that extends the right to freedom of association to ‘all workers without any distinction whatsoever’. Section 23 of the Constitution enshrines the collective labour rights of ‘every worker’. Yet, the Labour Relations Act (LRA) excludes workers in informal employment, who comprise over a third of South Africa’s workforce. Written as a thought piece, and placing domestic workers (who de facto are informally employed) and street vendors (who de iure work informally) at the centre, this article reimagines the LRA to account for the realities of workers in the informal economy: their workplaces (including private homes and public space); multiple employers (in the case of domestic workers) or no employer (in the case of street vendors); and in the case of workers who work in the public space, the central role of local government in determining access to the workplace and conditions of work. Drawing on three theoretical frameworks – Freedland and Kontouris’ ‘personal work relations’, Hepple’s typology of the functions of labour law, and power resources theory – the paper explores how the right to freedom of association, collective bargaining and the right to strike might be realised for the two occupational groups, and outlines the legislative reforms that would be needed.

Whither affirmative action?

Whither affirmative action?

Authors Shamima Gaibie & Jeremy Phillips

ISSN: 1996-2088
Affiliations: BA LLB (Witwatersrand) LLM (London); Senior Director, Cheadle Thompson & Haysom Inc (CTH); BA LLB (Cape Town) LLM (Fort Hare); Senior Associate, CTH
Source: Acta Juridica, 2025, p. 283-311
https://doi.org/10.47348/ACTA/2025/a9

Abstract

This article critically examines affirmative action in South Africa, tracing its constitutional and legislative development, judicial interpretation and practical challenges, with comparative insights from India and Malaysia. It highlights the evolution from the cautious, flexible approach in Van Heerden to the restrictive framework in SAPS v Solidarity obo Barnard, which prioritises valid Employment Equity Plans (EEPs) and narrowly limits challenges to the implementation of remedial measures. Post-Barnard jurisprudence confirms that affirmative action measures are unlawful only where EEPs are deficient, misapplied or regionally misaligned, particularly when numerical targets function as rigid quotas. The 2023 Employment Equity Amendment Act and the 2025 sectoral targets introduce ambitious transformation goals; however, their implementation is constrained by the limited availability of suitably skilled candidates from designated groups. A comparison of South Africa’s decentralised sector-wide approach with India’s structured reservation system and Malaysia’s public-sector quotas reveals the need to align affirmative action with labour market realities, educational pipelines and economic policy. The article concludes that substantive workplace transformation cannot rely solely on quotas or targets. Instead, a holistic, multi-dimensional strategy is required – integrating legislative enforcement with targeted social, educational and economic interventions – to effectively redress historic disadvantage and achieve meaningful equality.

Whither social security?

Whither social security?

Author Marius Olivier

ISSN: 1996-2088
Affiliations: BA LLB (Pretoria) LLD (South Africa); Honorary Professor, Faculty of Law, Nelson Mandela University; Extraordinary Professor, Faculty of Law, North-West University; Adjunct-Professor, School of Law, University of Western Australia; Visiting Fellow: Refugee Law Initiative, School of Advanced Study, University of London (UK)
Source: Acta Juridica, 2025, p. 312-356
https://doi.org/10.47348/ACTA/2025/a10

Abstract

The contribution highlights the need for critical reform of the South African social security system, despite significant advances made over the last few decades. The required reforms must be informed by the need for a reconceptualised understanding of the comprehensive social protection objectives to be achieved, a context-sensitive appreciation of the social security risk concept and the associated vulnerabilities underlying the social security response framework, and an enhanced comprehension of work. Incorporating economic and environmental risks in the social security scope would ensure that social security could meaningfully respond to climate change concerns and loss of livelihood support. This would also provide a basis for accommodating those engaged in care work and in the informal economy. Substantive equality considerations, enshrined in both the Constitution and international law, would strengthen the case for including excluded and marginalised categories of persons, including the long-term and structurally unemployed, and help to inform system redesign to better accommodate disadvantaged women. The concerning trend towards new exclusions and limitations in South African social security must be confronted.

The Labour Relations Act at 30: Navigating challenges and opportunities in the age of artificial intelligence

The Labour Relations Act at 30: Navigating challenges and opportunities in the age of artificial intelligence

Author Letlhokwa George Mpedi

ISSN: 1996-2088
Affiliations: B Juris LLB (Vista) LLM (Rand Afrikaans) LLD (Johannesburg); Vice-Chancellor and Principal, Professor of Labour and Social Security Law, Faculty of Law, University of Johannesburg; Visiting Professor, Faculty of Law, University of Cape Coast, Cape Coast, Ghana; Visiting Professor, Norman Paterson School of International Affairs, Carleton University, Ottawa, Canada
Source: Acta Juridica, 2025, p. 357-381
https://doi.org/10.47348/ACTA/2025/a11

Abstract

Reflecting on the 30 years since the Labour Relations Act 66 of 1995 (LRA) was passed in South Africa raises important questions about the progress made in promoting fair labour practices, and the challenges that remain. The creation of the Commission for Conciliation, Mediation and Arbitration was a key achievement in making workplace relations more democratic, and providing accessible conflict resolution for both workers and employers. However, with the rapid advancements in technology, particularly the rise of artificial intelligence (AI), the following question arises: are current labour laws adapting to these swift changes? This contribution highlights some of the successes and ongoing difficulties of the LRA, by examining its role in regulating employment relations and raising critical issues: Are workers sufficiently protected in an age of automation? How might innovative approaches, such as online dispute resolution, enhance access to justice? Furthermore, how can South Africa’s labour framework remain robust and inclusive amidst technological disruptions? The conclusion is that the vision for the future should be one that balances the potential of AI with the essential need to protect workers’ rights in an ever-evolving economic landscape.

Climate-responsive regulation for heat stress in South African workplaces

Climate-responsive regulation for heat stress in South African workplaces

Author Cecile de Villiers

ISSN: 1996-2088
Affiliations: LLB LLM LLD (Stellenbosch). Lecturer, Department of Commercial Law, University of Cape Town
Source: Acta Juridica, 2025, p. 382-423
https://doi.org/10.47348/ACTA/2025/a12

Abstract

Rising temperatures caused by climate change increase the risk of heat stress for employees. In South Africa, heat exposure is expected to be the most common climate impact on occupational health and safety (OHS), and it requires an urgent and targeted legislative response. While the Climate Change Act 22 of 2024 promotes a coordinated and cooperative legal response to climate adaptation, its interaction with labour legislation in advancing adaptation objectives remains to be seen, as the Act is yet to be fully implemented. This article highlights that existing labour legislation offers insufficient protection against climate-related heat stress risks in the workplace, and that the fragmented legislative framework hampers climate adaptation. This is illustrated through a discussion of the legislative regulation of heat stress risks by the Occupational Health and Safety Act 85 of 1993 and the Physical Agents Regulations, which were introduced in 2025. OHS measures interact with minimum employment conditions under the Basic Conditions of Employment Act 75 of 1997, and regulatory examples from Spain offer guidance for reform in the context of extreme heat. The article also suggests that collective bargaining under the Labour Relations Act 66 of 1995 offers a valuable supplementary response to protect the heat health of employees. Drawing on OHS guidance by the International Labour Organization and the experience of Australia, the article argues that climate-responsive regulations under OHS legislation are required to respond to climate impacts. Such regulations would better integrate the above labour legislation with climate adaptation measures that protect employees against increasing heat stress risks.

The silent revolution: Professional sport and the irrelevance of employment law? Two decades since Matfield

The silent revolution: Professional sport and the irrelevance of employment law? Two decades since Matfield

Author Andrew Breetzke

ISSN: 1996-2088
Affiliations: BA LLB (Stellenbosch), PG Dip (Employment Law and Social Security) (Cape Town); CEO of the South African Cricketers’ Association; Director of the World Cricketers’ Association
Source: Acta Juridica, 2025, p. 424-450
https://doi.org/10.47348/ACTA/2025/a13

Abstract

This article provides an overview of the significant changes in the power dynamic between athletes and governing bodies and how these changes impact the contracting of professional athletes in South Africa, specifically in rugby and cricket. The article examines the initial embracing of standard employment law contracting models in professional team sport and how these are being replaced by atypical employment relationships and free agency, at the instance of the athletes. This change has occurred at a time when South African professional teams have enjoyed unparalleled success, making it possible to argue that success for a business entity may be achievable without there being employment contracts in place with the key individuals responsible for that success.

Corroboration of confessions: a comparative view of the approaches in Australia, South Africa and other common-law jurisdictions

ARTIKEL

Corroboration of confessions: a comparative view of the approaches in Australia, South Africa and other common-law jurisdictions

Author: Wouter le R de Vos

ISSN: 1996-2207
Affiliations: Visiting professor, University of Johannesburg
Source: Tydskrif vir die Suid-Afrikaanse Reg, Issue 1, 2026, p. 1-20
https://doi.org/10.47348/TSAR/2026/i1a1

Abstract

’n Bekentenis kan omskryf word as ’n omvattende erkenning buite die hof gedoen deur ’n beskuldigde in ’n strafsaak waarin hy of sy onomwonde skuld beken ten opsigte van die ten laste gelegde misdaad. Aangesien ’n bekentenis al die elemente van die misdaad dek, word dit oor die algemeen as ’n voldoende grondslag vir ’n skuldigbevinding beskou. Daar is egter sekere voorbehoude wat in ag geneem moet word. Westerse demokratiese regstelsels verg eerstens dat ’n bekentenis op ’n behoorlike wyse bekom moes wees, wat meebring dat dit minstens vrywilliglik afgelê moes wees, ten einde toelaatbaar te wees. Tweedens vereis sommige jurisdiksies dat ’n bekentenis wat toelaatbaar bevind is, slegs as grondslag van ’n skuldigbevinding kan dien mits die inhoud daarvan andersins gestaaf word of, so nie, indien daar getuienis buite die bekentenis is wat bewys dat die ten laste gelegde misdaad só gepleeg is. Laasgenoemde vereiste staan bekend as die corpus delicti-reël, wat letterlik beteken die “liggaam van die misdaad”.
Die oogmerk met hierdie vereistes is om die gevaar uit te skakel of minstens te verminder dat ’n vals bekentenis as grondslag vir ’n skuldigbevinding gebruik word. Regspraak in Engeland en die Verenigde State van Amerika (VSA) het sedert die sewentiende eeu aangetoon dat mense soms vals bekentenisse maak. Daar is verskeie redes hiervoor, onder andere ’n verdagte wat verdere aggressiewe ondervraging deur die polisie wil vermy of wat ’n familielid of geliefde wil beskerm deur die aanspreeklikheid op hom of haar te neem en ’n persoon wat geestesonstabiel is en wat sodoende publisiteit soek. In hierdie artikel word ’n regsvergelykende studie gedoen van die posisie in Engeland, Skotland, die VSA, Australië en Suid-Afrika met betrekking tot die stawing van bekentenisse, insluitende die corpus delicti-reël.
Die stawingsvereiste en die corpus delicti-reël behoort ter sprake te kom tydens die evaluering van getuienis aan die einde van die verhoor, wanneer die hof oorweeg of die beskuldigde se bekentenis ’n voldoende grondslag vir ’n skuldigbevinding bied. Teen daardie tyd is die bekentenis reeds toelaatbaar bevind en is die toelatingsvereistes nie meer ter sake nie. Hierdie onderskeid tussen die toelaatbaarheid en evaluering van ’n bekentenis word in die Suid-Afrikaanse reg gehandhaaf, maar dit is nie die posisie in die ander jurisdiksies onder bespreking nie. Die konsepte “toelaatbaarheid” en “evaluering van bekentenisse” word dikwels saamgesmelt en die stawingskonsep word ook in die betekenis van die toelaatbaarheid van bekentenisse gebruik.
In Engeland is die fokus hoofsaaklik op die toelaatbaarheid van bekentenisse, wat informele erkennings insluit. In wese gaan dit oor die vrywilligheidsvereiste, maar die betroubaarheid van ’n verklaring speel ook ’n rol. Dit lei tot verwarring want betroubaarheid kom eintlik ter sprake by evaluering van bekentenisse.
In Skotland geld ’n algemene stawingsvereiste ten opsigte van misdade in die algemeen. Dit beteken dat die feite in geskil deur twee onafhanklike bronne van getuienis bewys moet word. Die vervolgingsgesag moet dus bewys dat die betrokke misdaad gepleeg is én dat die beskuldigde die oortreder was. Beide elemente moet dan deur twee onafhanklike bronne van getuienis gestaaf word. Indien die vervolging op ’n bekentenis steun, moet die bekentenis deur onafhanklike getuienis gestaaf word. Getuienis van die corpus delicti is nie opsigself voldoende om aan die stawingsvereiste te voldoen nie.
In die Verenigde State van Amerika is die posisie baie verwarrend. Sommige bronne behandel die corpus delicti-beginsel in die konteks van sowel die toelaatbaarheid as die evaluering van bekentenisse. Ander bronne verwys daarna as uitsluitlik ’n toelaatbaarheidsvereiste. Enkele bronne behandel dit as ’n vereiste rakende die evaluering van bekentenisse. Na my mening is daar weinig leiding te vind in die Amerikaanse bronne.
Die fokus in al die verskillende jurisdiksies in Australië val op die toelaatbaarheid van informele erkennings, wat bekentenisse insluit. Sedert die uitspraak van die hoë hof in McKinney v R is wetgewing in al die jurisdiksies aangeneem wat in die algemeen vereis dat erkennings en bekentenisse afgelê in polisie-aanhouding gestaaf moet word deur ’n audio-visuele of elektroniese opname. Die begrip stawing word dus hier in die betekenis van die toelaatbaarheid van bekentenisse gebruik. Nie een van die Australiese jurisdiksies vereis stawing van die inhoud van ’n bekentenis om as grondslag van ’n skuldigbevinding te kan dien nie. Die stawingsvereiste is dus gefokus op die omstandighede met die maak van ’n bekentenis en nie op die inhoud daarvan nie.
Teen die voorgaande agtergrond meen ek dat die Suid-Afrikaanse posisie op ’n goeie grondslag gevestig is. Daar word ’n duidelike onderskeid getref tussen enersyds die vereistes betreffende die toelaatbaarheid van bekentenisse en die stawing van sodanige verklarings andersyds. Wat laasgenoemde betref, word vereis dat ’n bekentenis in ’n wesenlike opsig bevestig moet word of, so nie, dat getuienis buite die bekentenis moet bewys dat die betrokke misdaad só gepleeg is. Die enigste kritiek daarteen is dat die onderskeid tussen informele erkennings en bekentenisse kunsmatig en onnodig is. Beide is inkriminerende verklarings en, met inagneming van die grondwetlike bepalings, behoort dieselfde vereistes betreffende toelaatbaarheid ten opsigte van albei te geld.