SERVICES
Retainer Services
Your Path to HR Excellence
Our retainer service provides exceptional value and peace of mind, making it an essential investment for companies seeking robust human resources and industrial relations support. It's the ideal solution for businesses striving for full compliance with the Department of Labour or designated bargaining councils.
Beyond compliance, we optimize your internal HR framework, covering essential documentation such as contracts, policies, and procedures, as well as job descriptions and disciplinary codes. We also implement effective yearly performance evaluations.
We proactively manage your HR needs with a 12-month plan, however, our commitment is not limited to this period. We provide ongoing proactive measures to ensure continued success through the implementation and maintenance of workplace discipline, including issuing warnings and facilitating other forms of progressive discipline.
Retainer Services
unlimited assistance
Our services include unlimited assistance with day-to-day HR/IR advice, internal representation or facilitation of processes like grievances, counselling sessions, and disciplinary hearings. We also provide crucial external representation at the CCMA or related bargaining councils.
Furthermore, we are affiliated with an employers' organization, which authorizes us to represent you fully at the CCMA or relevant bargaining councils. This affiliation ensures our representation cannot be challenged.
We also offer assistance with Department of Labour inspections, making our retainer service a comprehensive and invaluable asset to your business.
For an estimate calculation of our services, please click on the calculation sheet below.
Membership Options: Flexible HR Support
Our membership options are designed for employers who need reliable HR support without the commitment of a monthly retainer. It’s important to note that unlike our retainer service, this is not a proactive or unlimited service; it is a reactive service with three distinct benefits. These plans provide a dedicated resource for your day-to-day queries, ensuring you always have expert guidance when you need it.
Membership is based on your company size and structured into three tiers with an annual fee:
Membership Benefits
All membership levels share several key benefits:
1. Day-to-Day Telephone Assistance: This benefit allows for quick questions and answers with our designated consultants via telephone. Please note that this is merely an interaction and is not considered a formal consultation. You can call us anytime without hesitation for immediate support.
2. Contract Implementation: We handle contract management for the duration of your membership. This includes reviewing existing contracts, reimplementing agreements, and drafting new contracts as needed. This service alone often justifies the annual membership fee.
3. Significant Discounts on Ad-Hoc Services:
- Bronze: 15% discount on our standard ad-hoc hourly rate.
- Silver: 30% discount.
- Gold: 50% discount.
These discounts offer substantial savings on services like disciplinary hearings, where costs can accumulate quickly, providing value beyond the initial membership fee.
Membership Fees
Our membership fees are charged annually and are structured according to the following tiers. Please refer to the medallions displayed below for the specific yearly fee for each respective membership level.
annual fee
Bronze membership
R 5,314.68
- 1 – 15 Employees
- Unlimited telephone assistance;
- Contract Implementation;
- 15% Discount on hourly rate
annual fee
Silver membership
R 10,629.37
- 15 – 35 Employees
- Unlimited telephone assistance;
- Contract Implementation;
- 30% Discount on hourly rate;
annual fee
Gold Membership
R 15,944.05
- 35+ Employees
- Unlimited telephone assistance;
- Contract Implementation;
- 50% Discount on hourly rate
Ad-Hoc Services
Targeted HR/IR Support
Ad-hoc services are ideal for employers who need once-off assistance with a specific HR or IR matter. This option is best suited for companies that rarely encounter issues and anticipate little to no need for ongoing support after the current matter is resolved.
While ad-hoc services can be more expensive—as we prioritize immediate action and adjust our schedules to accommodate your needs—we commit to providing exceptional expertise. You are guaranteed to work with a subject-matter expert who delivers immaculate service.
We strive to provide accurate quotes, allowing you to budget effectively for the anticipated costs. A 50% deposit is required upfront to initiate the immediate and intensive action needed to resolve your matter efficiently.
For immediate assistance, please contact us directly.
Training Programmes
Contact Labour offers the following training programmes. For more information, please contact us directly.
- INITIATING DISCIPLINARY ACTION
- EMPLOYMENT CONTRACTS AND BASIC CONDITIONS OF EMPLOYMENT COMPLIANCE
- CCMA PREPARATION AND PROCEEDINGS
- LABOUR LAW UPDATES: RECENT AMENDMENTS
- BUSINESS ETIQUETTE AND EFFECTIVE COMMUNICATION IN THE WORKPLACE
Our Commitment to Client Success
We believe in forging lasting partnerships with our clients. Our retainer clients typically remain with us for extended periods, with some relationships dating back to our founding year. Similarly, our membership options boast an exceptionally high renewal rate.
This sustained loyalty across both our retainer and membership services is a testament to the consistent value and expert support we provide. We are committed to your long-term HR success.
Frequently Asked Questions
General Labour Law Questions
What are the basic rights of employees in South Africa?
A: In South Africa, employees have several fundamental rights protected by labour laws. These include:
- Fair labour practices
- Freedom of association
- The right to strike
- Protection against unfair dismissal
- Safe working conditions
- Fair remuneration
- Regulated working hours
- Paid leave (annual, sick, and family responsibility)
What is the difference between permanent and fixed-term employment?
Permanent employment is an open-ended contract with no specified end date. Fixed-term employment has a predetermined end date or is linked to the completion of a specific project. Fixed-term contracts are subject to specific regulations to prevent abuse.
Employment Contracts and
Conditions
What should be included in an employment contract?
A comprehensive employment contract should include:
- Job description and responsibilities
- Remuneration details
- Working hours
- Leave entitlements
- Notice periods
- Probation terms (if applicable)
- Confidentiality clauses
- Dispute resolution procedures
Can an employer change the terms of employment?
Any changes to employment terms must be mutually agreed upon. Unilateral changes by the employer may be considered unfair labour practice. Contact Labour can assist in negotiating and implementing fair changes to employment terms.
Disciplinary Procedures and Dismissals
What constitutes fair grounds for dismissal?
Fair grounds for dismissal include:
- Misconduct
- Poor work performance (after proper evaluation and guidance)
- Operational requirements of the business (retrenchment)
- Incapacity due to ill health or injury
Each case must be evaluated on its merits, and proper procedures must be followed.
What is the correct procedure for a disciplinary hearing?
A fair disciplinary procedure typically involves:
1. Notifying the employee in writing of the allegations
2. Allowing sufficient time for the employee to prepare
3. Conducting an impartial hearing
4. Allowing the employee to present their case and call witnesses
5. Making an informed decision based on the evidence presented
Contact Labour can guide employers through this process to ensure compliance with labour laws.
Leave and Working Hours
What are the legal requirements for annual leave?
The Basic Conditions of Employment Act stipulates that employees are entitled to 21 consecutive days of annual leave per year. Alternatively, employers can provide one day of leave for every 17 days worked or one hour for every 17 hours worked.
How is sick leave regulated?
Employees are entitled to paid sick leave equal to the number of days they normally work in six weeks over a three-year cycle. For the first six months of employment, employees are entitled to one day of paid sick leave for every 26 days worked.
Retrenchment and Operational Requirements
What is the proper procedure for retrenchment?
Retrenchment must follow a fair procedure, including:
1. Consultation with employees or their representatives
2. Consideration of alternatives to retrenchment
3. Fair selection criteria for retrenched employees
4. Severance pay calculations
5. Assistance in finding alternative employment
Contact Labour can provide comprehensive guidance through the retrenchment process to ensure legal compliance and fairness.
Employment Equity and Discrimination
What are an employer's obligations under the Employment Equity Act?
Employers must:
- Promote equal opportunity and fair treatment in the workplace
- Implement affirmative action measures for designated groups
- Eliminate unfair discrimination in employment policies and practices
- Conduct workforce analysis and develop employment equity plans (for designated employers)
How can an employee report workplace discrimination?
Employees can:
1. Report the issue to their HR department or management
2. File a complaint with the Commission for Conciliation, Mediation and Arbitration (CCMA)
3. Seek legal advice from labour law experts like Contact Labour
Contact Labour's Services
How can Contact Labour assist with labour disputes?
Contact Labour offers comprehensive services for labour dispute resolution, including:
- Representation at CCMA and bargaining council proceedings
- Mediation and arbitration services
- Legal advice on dispute resolution strategies
- Assistance in drafting settlement agreements
Does Contact Labour provide training on labour law compliance?
Yes, Contact Labour offers tailored training programs for employers and HR professionals on various aspects of labour law compliance, including:
- Updates on labour legislation
- Effective disciplinary procedures
- Employment equity implementation
- Workplace policies and procedures
Can Contact Labour help with union negotiations?
Absolutely. Our experienced team can assist with:
- Developing negotiation strategies
- Representing employers in collective bargaining
- Drafting and reviewing collective agreements
- Advising on strike management and dispute resolution
For more specific questions or to discuss how Contact Labour can assist with your labour law needs, please don't hesitate to reach out to our team of experts.
