Duties as an employer.
WHAT THE FRAMEWORK COVERS
Contracts of employment Minimum terms Working conditions Termination Dispute resolution
WHAT A WRITTEN CONTRACT SHOULD STATE
The parties The role Remuneration Hours Leave entitlement Notice periods Termination provisions
WHY WRITTEN MATTERS
Disputes are resolved on evidence.
WHAT MINIMUM WAGE OBLIGATIONS APPLY
As set by national legislation, with applicability depending on employer size.
WHAT LEAVE ENTITLEMENTS TYPICALLY EXIST
Annual leave Sick leave Maternity leave Public holidays
WHAT TERMINATION REQUIRES
Notice as provided, or payment in lieu Compliance with any contractual process
WHAT TO BE CAREFUL WITH
Summary dismissal without proper grounds Termination during protected periods Discriminatory treatment
WHAT RECORDS TO KEEP
Contracts Payroll Leave records Disciplinary records Evidence of statutory remittances
WHAT DISPUTES GO TO
The industrial court, which has jurisdiction over employment matters.
WHY THAT MATTERS
It has its own procedures and approach.
WHAT TO DO BEFORE ANY DISMISSAL OF CONSEQUENCE
Take advice.
WHAT TO ESTABLISH
Whether workers are employees or contractors, genuinely.
WHY
Misclassification produces liability.
