SA Employment Legislation
Please note that the attached downloads are for convenience. Please consult the SA government website for the most recent legislation.
- If you use any kind of machinery then Schedule D becomes compulsory.
- If you have more than 50 employees then Code of Good Practise of people with disabilities is compulsory.
- If you are registered at SETA and pay SDL levy then Skills Development Act is compulsory.
- If you have any employees that smoke then you need to display the New Tobacco Act.
- If you need to reprimand any employees for misconduct then Dismissal in a nutshell is a guideline.
Basic Conditions Of Employment Act A1:
Compulsory act regarding basic employee rights. Covers areas from Hours, Remuneration Leave. Section 30 paragraph 4.3 will tell you that Basic Conditions of employment must be on display in the workplace.
Employment Equity Act A1:
Compulsory act regarding monitoring enforcement and interpretation of Employment equity and affirmative action.
Schedule D A2:
This notice is regarding general machinery regulations and is printed in 4 (four) languages. Must be on display if any kind of machinery is used in the workplace. Eg. Drills, Grinders, Laiths, Engineering machinery. (Any machinery)
Code of good practice regarding the employment of People with disabilities. A1:
As adapted from the Employment Equity specific to rules and regulations concerning people with disabilities. Must be on display if there are more than 50 employees in the workplace.
Skills Development Act A1:
Is the printed act regarding Skills Development Legislation as set out by SETA and the South African Qualifications Authority Act.
Dismissal in a Nutshell A1:
A Guideline for the correct procedures to be used in the dismissal of an employee, as per the Labour relations Act no 66. (Retrenchment, Immediate dismissal and constructed dismissal, First - Final Warnings.)
The new Tobacco Law A1:
This is a breakdown of the new tobacco act as well as how tobacco restrictions impact on the workplace. Includes guidelines as to assist in helping employees to quit smoking. To protect the owner and management of the premises against any legal repercussions from staff that may be addicted to nicotine.