Industrial Relations

Industrial relation is a tricky subject to approach in many workplaces. Industrial relations laws are different in each country, but the general purpose of such laws is to promote the welfare of workers and ensure fair remuneration and treatment. It includes the processes whereby relationships between parties are managed and monitored and also includes handling of grievances and disputes settlement, and conflict resolution. Anyone dealing with industrial relations within the business must be familiar with the laws, conventions, and institutions that regulate the workplace.

What We Offer

The relationship between management and workers is critical to the success of any enterprise. The management of this critical interface need not be complex and difficult, but it can be if it is handled incorrectly. With the appropriate cultural understanding, proper rules, and correct discipline processes, we believe that any workforce can become compliant and engaged.

How We Help You

We believe that there’s a great deal of truth and logic in the phrase “there are no bad workers, only poor supervisors”. Bad or poor management is the root of many labour problems. Without exception, it is often expected of managers with a specific area of technical expertise, to somehow magically be bestowed with the ability and skill to effectively manage staff.

Just like any other management skill, the control and management of a workforce requires the application of specific principles and techniques, which then need to be combined with the relevant experience.

Our Services Include

  • Initiation and implementation of all disciplinary matters.
  • CCMA representation, for a cost effective and satisfactory experience.
  • Documentation including policies, procedures, legislation, contracts are included.
  • Advice on appropriate labour strategy and the implementation thereof.
  • Regular client visits to ensure client familiarity and matters do not become out of hand.
  • From absenteeism to xenophobia, we provide the appropriate labour solutions.

Industrial Relations FAQ’s

Have questions regarding our Industrial Relations services? Check if you can find the quick answers here. If you can’t, get in touch with us and we will gladly assist you further.


Is it impossible to dismiss difficult or non performing staff members?

Not at all. A business is allowed to function in a manner that it deems to be most efficient. It is a misconception that staff members are difficult to dismiss. By following the correct processes and procedures, you can dismiss difficult and non-performing staff members.

Must a company go through a long-winded process to dismiss ill-disciplined staff?

This all depends on the situation. Each dismissal scenario is different, but in some circumstances, a fair case must be built via the company’s disciplinary process. Our clients benefit from our unique and specialised approach. We establish a disciplined environment whereby staff become engaged and committed. It is very rare that dismissal is wanted or required, but if it is, we can handle the process as swiftly as possible for you.

Does Summary Dismissal mean that I can dismiss a staff member without following any procedure?

All dismissal cases require a fair procedure to be followed. “Summary Dismissal” refers to dismissal without notice. If a disciplinary infraction is particularly serious, a staff member may be fired without being pair or alternatively serving a notice period.

What is Constructive Dismissal?

Wikipedia defines “Constructive Dismissal” as follows: “In employment law, constructive dismissal, also called constructive discharge or constructive termination, occurs when an employee resigns as a result of the employer creating a hostile work environment. Since the resignation was not truly voluntary, it is, in effect, a termination”.

If an employee resigns due to intolerable conduct on behalf of an employer, the employee has the right to do so by claiming “Constructive Dismissal”. However, an employee cannot just resign on a whim. The employer’s conduct must be so egregious that the employee has no other option but to resign.

I have had a Union provide me with stop order forms – am I unionised?

Your business is not automatically unionised. The forms have to be verified. Staff members must be afforded the opportunity to indicate that they have indeed signed such forms, freely and voluntarily. Subsequent to this verification process, the union may or may not accrue sufficient rights to full representation.

Are polygraphs an effective tool for industrial relations?

When it comes to curbing theft, polygraphs are an extremely effective aid – only when carried out by an experienced and suitably qualified examiner. It’s important to note that polygraphs cannot be used to provide sole evidence for dismissal.