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Message I-DEAL ISSUE | 03 | 202503ISSUE: 2025#4Policymakers to gather when South Africa convene G20 second EWG technical meeting6Achieving gender equality in employment rates would take almost two centuries5Case of seven Chinese nationals found guilty of human trafficking and child labourGross dishonesty: Engaging on outside activities whilst on sick leave11Employment and Labour Minister Nomakhosazana Meth (in black ouit) together with some of the VIP delegates that addressed and aended the G20 1st Employment Working Group meeng held in Gqeberha at Boardwalk Internaonal Convenon Centre.
I-DEAL IS-APRIL04 April 2025 = Inspecon and Enforcement Services (IES) branch host a seminar on Naonal Code of Pracce for liing machinery operators as part of health and safety month in Pretoria08–11 April 2025 = G20 – 2nd Employment Working Group (EWG) meeng at The Arch Convenon Centre in KwaZulu-Natal11 April 2025 = Inspecon and Enforcement Services (IES) branch host the launch of the Physical Agents and Noise Exposure Regulaons workshop as part of health and safety month at The Lakes in Benoni, Ekurhuleni15 April 2025 = Inspecon and Enforcement Services (IES) branch host a workshop on the recently released Construcon Regulaons as part of health and safety month in Kempton Park18 April 2025 = Good Friday (naonal holiday)21 April 2025 = Family Day (naonal holiday)25 April 2025 = Inspecon and Enforcement Services (IES) branch as part of health and safety month commemorate the World Day for Health and Safety in Bloemfontein27 (28) April 2025 = Freedom Day (naonal holiday)28 April 2025 = World Day for Safety and Health at Work 2025. The day was iniated to promote and discuss the importance of having a safe, and healthy work environment. It was declared by the Internaonal Labour Organizaon (ILO) to promote the prevenon of occupaonal accidents and diseases globally. The 2025 World Day for Safety and Health at Work will focus on the impacts of digitalisaon and arcial intelligence (AI) on workers’ safety and health.29 April 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng MAY01 May 2025 = Worker’s Day (naonal holiday)08–09 May 2025 = Department’s Inspecon and Enforcement Services (IES) branch hosts an Annual Employment & Labour Law Indaba at the Birchwood Hotel & OR Tambo Conference Centre in Boksburg, Gauteng22 May 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng 29-30 May 2025 = G20 3rd Employment Working Group (EWG) meeng in Geneva, SwitzerlandJUNE02-13 June 2025 = 113th Session of the Internaonal Labour Conference (ILC) is held in Geneva, Switzerland. The Conference sets the internaonal labour standards and the broad policies of the Internaonal Labour Organizaon (ILO). It meets annually. Oen called an internaonal parliament of labour, the Conference is also a forum for discussion of key social and labour quesons.June 2025 = G20 – 3rd Employment Working Group (EWG) meeng in Geneva, Switzerland14 June 2025 = 354th Session of the Governing Body of ILO meets in Geneva, Switzerland. The Governing Body of the Internaonal Labour Oce is the execuve body of the Internaonal Labour Organizaon (the Oce is the secretariat of the Organizaon). It meets three mes a year, in March, June and November. It takes decisions on ILO policy, decides the agenda of the Internaonal Labour Conference, adopts the dra Programme and Budget of the Organizaon for submission to the Conference, and elects the Director-General.16 June 2025 = Youth Day (naonal holiday)19 June 2025 = Department’s Public Employment Services (PES) Branch Management Commiee (BMC) meeng DIARY OF EVENTSDEL contacts and service pointsWe value your feed-back and contribuons, please contactShadrack Mashalaba on (012) 309 4882 shadrack.mashalaba@labour.gov.za CONTRIBUTORS Frank St QuintinShadrack MashalabaLydia LedwabaLebogang MolokoNkhensani RamulisaDESIGNERMulalo MbangoPHOTOGRAPHERSFrank St QuintinLebogang MolokoShadrack MashalabaSiyabulela Dzanibe Hlengane NgobeniDISTRIBUTIONLloyd RamutloaCONTRIBUTORS employmentandlabour@deptoflabour Department of Employment and LabourSUB-EDITOR: PETUNIA LESSING
I-DEAL ISSUE | 03 | 2025The Department in the month of March embarked on a myriad of high impact as well as strategic projects and acvies.The long-awaited human tracking and child labour judgement that found the Chinese naonals in the high court has come and passed. The outcome of it came about because of a muldisciplinary blitz inspecon exercise led by the Department of Employment and Labour, in collaboraon with sister departments and law enforcement agencies. The inescapable power of the law enforcement agencies took its course accordingly. Although the recent judgement by the Gauteng South Division Court in Johannesburg to nd the seven Chinese naonals guilty of human tracking and child labour was hailed as a landmark ruling, it appears the surface may have been scratched as the problem is bigger than what is being reported. The judgment has, however, helped to create a precedence in the quest for protecon of vulnerable people. An intriguing and commendable precedence indeed.The work of the Department of Employment and Labour’s Inspecon and Enforcement Services (IES) branch, working together with the South African Police Service (SAPS)/ Hawks Unit and the Department of Home Aairs, should be loudly applauded. The saying goes that many hands make light work. The prosecuon of human tracking and child labour cases has long been a mission for the Courts. Millions of people are at risk daily of human tracking, described as a form of modern-day slavery in which individuals are transported by force or decepon for the purpose of labour, sexual exploitaon, and other acvies for nancial gain. Despite visible eorts by authories to curb the scourge of child labour, it connues unabated. A report dang as far back as 2022 by the United Naons Children’s Emergency Fund (UNICEF) provided guidance to businesses, policy makers, and other stakeholders towards meeng Sustainable Development Goals (SDG) Target 8.7 on eradicang child labour by 2025. Despite this, we are no closer to eliminang the problem. South Africa, in its eort to address child labour hosted the Internaonal Labour Organizaon (ILO) child labour conference in 2022 and this ended with “The Durban Call to Acon”, following the Fih Global Conference on the Eliminaon of Child Labour with calls on stakeholders to accelerate acon for the eliminaon of child labour. Worth nong, according to UNICEF, is the increasing child poverty due to the COVID-19 crisis, which may have set back progress. It said that without social protecon migaon measures, more children will likely be pushed into child labour as a result. This editorial will not be complete without expressing with great excitement that the Department hosted a successful Group of 20 (G20) First Employment Working Group (EWG) meeng in Gqeberha. We are therefore with high spirits, looking forward to the hosng of the Second EWG meeng expected to be held in KwaZulu-Natal Province in April 2025. The upcoming meeng will build on issues discussed in Gqberha, dealing with youth unemployment and issues of digitalisaon in the provision of social security.EDITORIALTeboho ejaneEditor-in-Chief
I-DEAL ISSUE | 03 | 20254Policymakers to gather when South Africa convenes G20 second Employment Working Group (EWG) technical meetingThe South African government under the watch of the Department of Employment and Labour is set to host the Group of Twenty (G20) second Employment Working Group (EWG) technical meeng next month in which issues of gender, inequality and income will come under the spotlight. The upcoming G20 2nd Group of Twenty (G20) Employment Working Group meeng follows the recent successful G20 rst EWG held at Boardwalk Internaonal Convenon Centre (ICC) from 18-21 February 2025 in Gqeberha, Eastern Cape. The G20 rst Employment Working Group concluded with a commitment from delegates for a further ve-year target called the Nelson Mandela Bay Target to reduce youth unemployment by ve percent.The Nelson Mandela Bay Target on Youth Employment strategies priorise: • The creaon of more and beer jobs for young people to ensure that they are not only employed but also engaged in work that oers dignity, security and opportunies for growth;• Educaon and skills systems that equip youth with future-ready, market-driven competencies, preparing them for the jobs of tomorrow in a rapidly changing world; and• An enabling environment that fosters young entrepreneurs and supports business growth, unlocking the potenal of youth-led innovaon and enterprise.The second meeng is expected to be held from 8-11 April 2025 in KwaZulu-Natal Province. It will take place at the Arch Convenon Centre, Umhlanga Durban. It is one of four expected to be hosted by the country, culminang with the Labour and Employment Minister’s Meeng (LEEM) in August. South Africa’s hosng of the G20 2nd EWG follows its assuming in December 2024 of the Group of Twenty Presidency from Brazil. EWG streem has idened four priority issues of focus. These include: 1. Inclusive Growth and Youth Employment2. Gender Equality in the Workforce3. Addressing Inequality and Declining Labour Income Share 4. Social Security and Digitalizaon for an Inclusive Future of WorkFor the second meeng the focus is expected to be on priority second and third: Gender Equality in the Workforce; and Addressing Inequality and Declining Labour Income Share – will receive aenon. The theme of South Africa’s EWG meeng(s) is: Living and working in an unequal world: ensuring Decent Work and decent lives. This theme aligns with that of South African G20 Presidency anchor theme of: Solidarity, Equality, Sustainability.South Africa’s G20 Presidency has some 16 working groups including the EWG. Other upcoming EWG meengs are expected to be held in June and July. The country is expected to host 130 meengs of various streams/working groups during its Presidency. During the hosng of the meengs the country will be inving a number of guest countries, local and internaonal partner organisaons and academia to share experiences and present research papers. Formed in 1999 following the global nancial economic crises in Mexico, Asia, Russia, and the United States. The G20 or Group of 20 is an intergovernmental forum comprising 19 countries, the European Union and the African Union (AU). The G20 sovereign countries are: Argenna, Australia, Brazil, Canada, China, France, Germany, India, Indonesia, Italy, Japan, Mexico, Russia, Saudi Arabia, South Africa, South Korea, Turkey, the United Kingdom, the United States, the European Union and the African Union (expanded inclusion).The forum exists to address global economic issues ranging from nancial stability, climate change, and sustainable development among others. The presidency of G20 runs from 1 December unl 30 November and each year a dierent member country assumes the presidency. G20 member countries represent some 85 percent of the world’s gross domesc product and more than 75 percent of world trade.By Shadrack Mashalaba Employment and Labour Minister Nomakhosazana Meth (in black ouit) together with some of the VIP delegates that addressed and aended the G20 1st Employment Working Group meeng held in Gqeberha at Boardwalk Internaonal Convenon Centre.
I-DEAL ISSUE | 03 | 20255The recent judgment by the Gauteng South Division Court in Johannesburg to nd Chinese naonals guilty of human tracking and child labour was a landmark ruling and stands to change the enforcement of labour laws in the labour market. The sentencing proceedings in the trial of seven Chinese naonals found guilty of human tracking and child labour at the Gauteng South Division Court in Johannesburg are now set for the end of April.Department of Employment and Labour Gauteng Provincial Chief Inspector, Advocate Michael Msiza following the judgment, said this was a landmark ruling for labour laws. Msiza said the Court further explained and reiterated who the employer was in the employment relaon. Mr. Msiza said the outcome of this case sets good precedence that labour exploitaon will not be tolerated. He said the judgment sends a strong message to those that connue to employ illegal immigrants, that illegality will not be tolerated. Employment and Labour Deputy Minister, Jomo Sibiya said the amendments to a number of labour laws would come in handy to deal with transgressors. Mr. Sibiya said enforcement of labour laws will be escalated. He said the Department was building its capacity. He cauoned employers to hire foreigner workers with work permits. Mr Sibiya said the collaboraon with sister departments was beginning to yield results, he said the trial relieved the harrowing experiences experienced by the workers, “this rot must come to an end,” he said. The seven Chinese naonals were on 25 February 2025 found guilty on 160 Counts. The criminals are: Kevin Tsao Shu-Uei, Chen Hui, Qin Li, Jiaqing Zhou, Ma Biao, Dai Junying, and Zhang Zhilian. The accused are facing schedule six oences. The Chinese were found guilty of not registering with the Compensaon Fund and declaring their operaons; failure to keep records of their earnings; failure to submit their return on earnings; failure to pay and declare assessments; failure to maintain a safe workplace; failure to report incidents; failure to register and declare with Unemployment Insurance Fund Commissioner; failure to inform the Commissioner on Unemployment Insurance changes; guilty of human tracking; aiding/facilitang human tracking; bondage; beneng from vicms of human tracking; assisng illegals to remain in South Africa. The seven criminals were arrested on 12 November 2019 in a joint operaon carr ie d out at their premises - Beau ful City Pty Ltd based at Village Deep in Johannesburg. The joint inspecon blitz was carried out by the Department of Employment and Labour’s Inspecon and Enforcement Services (IES) branch together with the South African Police Service (SAPS)/ Hawks Unit and the Department of Home Aairs, following a p-o. The joint operaon uncovered illegal immigrants some of whom were minors working under horror condions and kept in the locked premises of Beauful City. The factory produced coon bre sheets. The long-standing trial has been characterised by delays. Some of the key highlights:• 21 November 2019: The seven Chinese appear for the rst me in the Johannesburg Magistrates Court aer a raid of Beauful City Pty Ltd located at Village Deep in Johannesburg in which 91 workers were found including minors. • 28 November 2019: The accused make a second Court appearance and the Department of Employment and Labour serves them with a bill of more than R7-million of money owned to workers for paying below the Naonal Minimum Wage, for not declaring workers for the Unemployment Insurance Fund, the Compensaon for Occupaonal Injuries and Diseases Act, contravenon of Occupaonal Health and Safety Act, and Basic of Condions of Employment Act among labour laws. During the same appearance, Magistrate Molwana grants the media permission to record proceedings subject to following Court guidelines and fair reporng.• 12 February 2020: A Department of Home Aairs ocial tesed during bail applicaon that the accused had violated immigraon laws. • 24 June 2020: the seven accused were granted bail with endorsements in the JHB Magistrates Court, aer they were denied bail on 20 March 2020. • 17 October 2020: Chinese naonals appear for the rst me in the Gauteng South Division of High Court in Johannesburg aer their maer is transferred from the Magistrates Court. They later in the trial pleaded not guilty. • 29 April 2021: A Malawian witness tesed that workers at the Chinese factory were paid a salary of R65 a day and were expected to work seven days a week. • 10 May 2021: Another Malawian tesed of a ‘web of abuse’ by Chinese naonals. He said workers were being subjected to long working hours, debt bondage, hazardous working condions, insults, assaults, and violaons of basic human rights.• 01 October 2021: The seven Chinese naonals make a dramac admission of guilt for violaon of South Africa’s labour laws. However, the other charges sll stand and they will connue to face trial on those. On the same day, another Malawian tesed he lost an eye while operang a machine he was not trained to operate. • 27 March 2023: Department of Employment and Labour’s Gauteng Provincial Chief Inspector, Advocate Michael Msiza takes a stand and delivers a “crash course” to a defence lawyer on labour laws during cross-examinaon. • 04 April 2023: Warrant, Lulama Kona Ocer tesed that the Malawian workers including minors did not have papers to be in South Africa. • 06 April 2023: Court hears how one of the accused tried to elope the country via Lebombo Border post in Mpumalanga• 01 July 2024: Accused number one takes a stand and tells the Court that no workers were kept at the Beauful City factory against their will.• 05 October 2024: The defence in the trial of seven Chinese naonals charged with human tracking and child labour closes its case. • 28 November 2024: Both the State and defence present their heads of argument.• 25 February 2025: The seven Chinese naonals together with their company are found guilty on 160 Counts. The six accused were remanded in custody, except accused number six (Dai Junying) who is out on medical grounds. The accused came to the Court being pushed in a wheelchair. The sentencing proceedings are now set for 29-30 April 2025. By Shadrack MashalabaCase of seven Chinese nationals found guilty of human trafficking and child labour - an unprecedented landmark for labour market
I-DEAL ISSUE | 03 | 20256Thirty years aer the Beijing Declaraon and Plaorm for Acon set out an ambious agenda for equality, women sll face signicant barriers in the economy, according to a new Internaonal Labour Organizaon brief.GENEVA (ILO News) – Thirty years aer the Beijing Declaraon and Plaorm for Acon set out an ambious agenda for equality, women sll face signicant barriers in the economy, according to Women and the economy: 30 years aer the Beijing Declaraon, a new Internaonal Labour Organizaon (ILO) brief released on the occasion of Internaonal Women’s Day.Despite employment gaps between women and men narrowing from 27.1 to 23.1 percentage points since 1991, women’s employment rates remain far below men’s, with only 46.4 per cent of working-age women employed in 2024, compared to 69.5 per cent of men. At the current pace of progress, achieving equality in employment rates would take almost two centuries.While more young women are pursuing educaon and training, this has not translated into signicant labour market gains. Women hold just 30 per cent of managerial posions globally, with only a modest improvement over the past two decades.Women connue to be overrepresented in low-paid sectors like nursing and childcare, while men dominate elds like transport and mechanics. They also connue to face lower average earnings and fewer paid working hours globally and are overrepresented in informal employment in low- and lower-middle-income countries.On the other hand, there has been progress in narrowing the earnings gap between women and men: annually, employed women (including both employees and the self-employed) earned 77.4 cents for every dollar earned by men in 2024, sll a signicant gap, but an improvement from 70.1 cents in 2004.“Three decades since world leaders gathered in Beijing and pledged to advance the rights of women worldwide, signicant challenges remain in fullling the Beijing Declaraon,” explained Suk Dasgupta, Director of the ILO Condions of Work and Equality Department.“While progress has been made, millions of women sll face persistent barriers to entering, remaining and advancing in decent work. Urgent reforms are needed to address unequal care responsibilies, wage gaps between women and men, and violence and harassment in the world of work, factors which connue to make workplaces more unequal and less safe for women,” she said.The brief presents global trends in employment and working condions for women and men, highlighng persistent inequalies, oen exacerbated by factors such as migrant and disability status. It also underlines systemic barriers to women’s employment opportunies and decent working condions, which stem from deeply rooted structural inequalies, discriminatory social norms, and economic policies that fail to account for the dierent needs of women and men.As a cornerstone of global eorts towards the empowerment of women, the Beijing Plaorm for Acon remains a powerful force in shaping policies and laws that foster social and economic progress worldwide. Amid digital, environmental, and demographic transions, its vision is more relevant than ever. – (Arcle sourced from ILO) Achieving gender equality in employment rates would take almost two centuries
I-DEAL ISSUE | 03 | 20257The Government Employees Pension Fund (GEPF) operates in terms of the provisions of the Government Employees Pension Law of 1996 (GEP Law) and Rules together with GEPF’s own Pension Increase Policy.These outline the framework for the annual pension adjustments for its pensioners/beneciaries.The annual increase in pensions is composed of four disnct elements, as detailed in the GEPF’s Pension Increase Policy, i.e:1. Basic Increase: This is equivalent to 75% of the year-on-year change in the consumer price index (CPI) for pensioners who rered on or before 1 April of the preceding year. Those who rered aer this date receive a prorated increase, based on their rerement duraon.2. Further Inaon-Related Increase: This increase (when applicable) exceeds 75% of the CPI change and applies to pensioners who rered on or before 1 April of the previous year. Pensioners who rered aer this date receive a proporonate increase.3. Catch-Up Increase: This is aimed at pensioners who rered before 1 April of the previous year and whose pensions have dipped below their inial rerement amount, when adjusng for inaon. The increase could be up to 100% of the CPI change from the rerement date to 30 November of the preceding year, subject to aordability by the Fund. 4. Supplementary Increase: This is an addional increase that the Board may award at its discreon. It is not necessarily linked to inaon. It’s important to note that the Board may not implement all four elements every year, and may select only certain ones to grant, based on aordability and other factors.Enquiries may be directed to the GEPF Call Centre: 0800 117 669 The GEPF respects the privacy and personal informaon of its members and pensioners and therefore subscribes to the provisions of the Protecon of Personal Informaon Act 4 of 2013. Visit www.gepf.co.za to view the GEPF’s Privacy Policy and Privacy StatementPENSION INCREASERWHAT HAPPENS TO YOUR PENSION IF YOU DIE IN SERVICE WITHOUT A SPOUSE OR BENEFICIARIES? We have no control on what may happen it the future, regardless of how much we plan for it. As a member, it may happen that you pass away while in service without a spouse or beneciary. Have you ever wondered what happens to your pension in that case?As stated in the GEP Law,1996, in the event of a member passing away while in service and not being survived by a spouse or beneciary, the pension benet payable will be paid to the estate of the deceased.The family will be required to register the estate with the Master of the High Court and nominate an executor who will oversee and manage the estate. Members are encouraged to ensure that their nominaon forms are always up to date. They can nominate anyone or any organisaon as a beneciary but must be duly completed before submission to the Fund. – (Arcles sourced from GEPF)
I-DEAL ISSUE | 03 | 20258Launch of LAP and Job & Careers Fair - Mthatha, Eastern Cape The Department of Employment and Labour led by Employment and Labour Minister, Nomakhosazana Meth together with Deputy Minister Judith Nemadzinga-Tshabalala held the launch of the Labour Acvaon Programme (LAP) and Job & Careers Fair in Mthatha, Eastern Cape on 28 February 2025.During the launch, Minister Meth and Deputy Nemadzinga-Tshabalala handed over Labour Acvaon Programme (LAP) to 12 job creaon partners which to the value of R926 Million to creaon more than 23 000 job opportunies in the Eastern Cape. The programme of the day included a jobs and careers where work seekers were assisted with registraon onto the Employment Services of South Africa (ESSA) job-matching system, registraon of job opportunies, as well as career counselling. The Department also rendered other services such as Unemployment Insurance, Compensaon for Occupaonal Injuries and Diseases, employer services, as well as inspecon and enforcement services.8
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I-DEAL ISSUE | 03 | 202510How to Identify a Legitimate Labour InspectorIdenfying a legimate labour inspector is crucial to avoid falling vicm to scams. Here are some key points to help you verify the authencity of a labour inspector.1. Idencaon Card:Genuine labour inspectors carry an ocial idencaon card. This card features the Departmental Logo and the inspector’s details.2. UniformInspectors wear trademark uniforms that are easily recognisable.3. No Immediate Fines Legimate inspectors do not issue spot nes. If non-compliance is found, they follow a specic procedures of issuing relevant noces such as a compliance order or a contravenon noce.4. No Payments RequiredInspectors will never ask for payments for services, either made directly to them or into their bank accounts. All services provided by the Department are free of charge.5. VericaonIf in doubt, you can verify the inspector’s credenals by contacng the nearest Department of Employment and Labour oce.6. Reporng Suspicious AcvityReport any suspicious visits or requests to the South African Police Service (SAPS) or the Department’s nearby oces.RIGHTS AND DUTIES OF LABOUR INSPECTORSLabour inspectors have specic rights and dues to ensure compliance with labour laws, these include the following:1. Right of EntryInspectors have the right to enter any workplace or premises where they believe work is being conducted.2. Conduct InspeconsThey can conduct both announced or unannounced inspecons to monitor compliance with labour laws.3. Invesgate ComplaintsInspectors invesgate complaints related to contravenons of labour legislaon.4. Issue NocesThey can issue prohibion, contravenon, direcon and compliance noces to employers who do not comply with labour laws.5. Collect EvidenceInspectors can collect evidence, including taking samples and seizing documents or arcles that may serve as evidence.TYPES OF INSPECTIONS1. Scheduled InspeconsThese are risk based and planned inspecons based on factors such as accident trends, the presence of hazardous substances, or the use of dangerous machinery.2. Unscheduled VisitsUnscheduled visits can occur in response to complaints or requests from workers, employers, or the public. These visits are oen unannounced to ensure that genuine working condions are observed.3. Random VisitsRandom visits are conducted to ensure ongoing compliance and to deter non-compliance. These visits are not pre-planned and can happen at any me.BASIC CONDITIONS OF EMPLOYMENT ACT (BCEA) ON INSPECTORS AND INSPECTIONSThe BCEA outlines the roles and responsibilies of labour inspectors:1. Monitoring ComplianceInspectors monitor compliance with the BCEA and other labour laws by conducng inspecons and invesgaons.2. EnforcementThey enforce labour laws by issuing noces and taking legal acon against non-compliant employers.3. Proacve InspeconsInspectors conduct proacve inspecons, including Blitz inspecons, to ensure compliance with labour legislaon.4. Advocacy and EducaonThey conduct advocacy campaigns to educate employers and employees about their rights and responsibilies under labo.
I-DEAL ISSUE | 03 | 202511Gross dishonesty in the workplace is dened as serious acts of decepon that have the potenal to erode the trust between an employer and employee. Acons like the, fraud, and informaon fabricaon as well as engaging in social acvies whilst on sick leave can be regarded as gross dishonesty. Sick leave is the me an employee takes o work due to personal illness or injury. This type of leave guarantees that workers can take care of health issues without losing their income hence it is with full pay. Asking for me o when one is not actually sick, or requesng extra me o when one is well is a form of abuse of sick leave. Ocials tend to go as far as taking 2 days o sick every 8 weeks without subming the medical cercate cing the 8-week rule whilst they aend to personal maers. This amounts to gross dishonesty and is a dismissible oence because of its eects on Department, nances, relaonships, and ethics. In a recent Labour Court judgment in the case of South African Revenue Services (SARS) vs CCMA and Others the employee, who was employed as a junior invesgator by SARS, had texted his supervisor on the morning of 7 September 2020 to indicate that he was not feeling well and would complete a sick leave applicaon. As a result, his supervisor excused him from work for the day. The following day, the employee again represented to his supervisor that he was sll not feeling well and connued to be excused from work. On 9 September 2020, the employee allegedly consulted a doctor who booked him o from 9 to 11 September 2020.Whilst watching the 7 pm news on television, the employee’s supervisor spoed the employee parcipang in a protest acon called by the Economic Freedom Fighters (EFF) against Clicks on the two days he had called in sick. The employee was subsequently charged with dishonesty and dismissed.Aggrieved by his dismissal, the employee referred an unfair dismissal claim to the CCMA. His terminaon was deemed substanvely unjust by the Commissioner. Subsequently, SARS reviewed the maer with the Labour Court. The Labour Court determined that it was substanvely fair to dismiss an employee who was dishonest about his sick leave. In reaching its decision, the Court referred to the Woolworths v CCMA and Others case where an employee was dismissed aer he applied for sick leave and it was later established that he had travelled to support his local rugby team. The Labour Court found that the employee had acted dishonestly. In this regard, it was stated that if the employee was well enough to sing and clap, then he must have been well enough to tender his services.In the case of MTN v CCMA and others (2024), it was found that the employee had aended a recreaonal acvity during some of the periods of her alleged sick leave. This was supported by her post on Facebook. The employee was subsequently dismissed for gross Dishonesty.The employee declared a dispute with the CCMA for unfair dismissal which was supported by the CCMA. She argued that the recreaonal acvies were therapeuc as recommended by her medical praconer. The Labour Court found her dismissal to be fair in that there was nothing on the medical cercate recorded that recommended that she can engage in recreaonal acvies for her health. Abuse of sick leave stands out as a recurrent problem that requires deliberate acon. Although ocials are entled to sick leave, frequent absences without a good reason generate suspicions of misuse. To protect the Department’s integrity and promote an accountable culture, managers must carefully review sick notes and carry out in-depth fact-nding to ascertain the veracity of claims. Employees are therefore advised to refrain from any act of dishonesty and instead apply for annual leave, which allows them to take a day o to partake in acvies outside of work. – (Ms Ramulisa is Assistant Director: Employment Relaons)By Nkhensani RamulisaGross dishonesty: Engaging in outside activities whilst on sick leaveDepartment of Employment and Labour Employment Relaons Assistant Director, Nkhensani Ramulisa … warning employees against pulling the wool over employer’s eyes.
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I-DEAL ISSUE | 03 | 202514Department hosts an OHS conference for the high risk iron and steel sector - Klerksdorp, North West The Department recently held an Occupaonal Health and Safety (OHS) conference to strengthen and connuously improve Occupaonal Health and Safety systems in order to realise the Decent Work Agenda in workplaces in South Africa.The conference, by the Department’s Inspecon and Enforcement Services (IES) branch through the Occupaonal Health and Safety Chief Directorate was held under the theme: “Improving health and safety in the iron and steel sector”. The objecve of the gathering was to share best pracces and empower small, medium and micro enterprises (SMMEs) to comply, address the challenge of underreporng in the iron and steel sector, reducon and eliminaon of incidents and injuries in the sector, ensure that the level of compliance with Occupaonal Health and Safety at workplaces is improved.The conference focused on various issues relang to OHS and was addressed by Department’s ocials and invited speakers.Employment and Labour Deputy Minister, Jomo Sibiya also addressed the conference and said the sector was marred by high levels of occupaonal accidents, injuries and diseases, “We have to soldier on in our quest to improve the outlook of compliance”. The gathering was addressed by dierent experts from the Department and its stakeholders. The engagement formed part of IES’ advocacy to educate on labour law implementaon.
I-DEAL ISSUE | 03 | 202515Agricultural sector workers seminar - White River, Mpumalanga The Department of Employment and Labour’s Inspecon and Enforcement Services (IES) branch recently organised an Agricultural seminar to focus on improving working condions for workers in the sector.The main focal point of the seminar was to highlight the shortcomings in implementaon of labour laws in the Agricultural sector. The seminar was held under the theme: “Paying the Naonal Minimum Wage is the right thing to do”. The Department lined up a number of presentaons focused on: Naonal Minimum Wage Act and Regulaons; the Basic Condions of Employment Act (BCEA); employment of foreign naonals in the Agricultural Sector; Compensaon for Occupaonal Injuries and Diseases Benets; reported cases to CCMA. The gathering was addressed by dierent experts from the Department and its stakeholders. The engagement formed part of IES’ advocacy to educate on labour law implementaon.
I-DEAL ISSUE | 03 | 202516A new ILO working paper nds that higher social protecon expenditure is associated with lower income inequality. It emphasizes the role of social protecon as a key policy lever for reducing inequalies, alongside other integrated public policies.GENEVA (ILO News) – The Internaonal Labour Organizaon (ILO) launched its working paper, Combang inequalies: what role for universal social protecon?, on Thursday, during an event that featured disnguished speakers from the ILO, the World Health Organizaon (WHO) and United Naons Research Instute for Social Development (UNRISD). The paper, which was published at the end of 2024, underscores that inequalies remain a global challenge, and that income inequality in parcular has reached alarming levels, with households in the lower 50th percenle holding 25 per cent of total income, compared to 30 per cent of total income held by those earning within the 90th percenle. Speakers at the event explored ways in which universal social protecon and its nancing can help reverse these trends.The panel was moderated by Shahra Razavi, Director of the Universal Social Protecon Department at the ILO, who also delivered the opening remarks. The panellists included Sudhvir Singh, Unit Head - Equity and Health, WHO; Katja Hujo, Head of Bonn oce and Senior Research Coordinator, UNRISD; Helmut Schwarzer, Head of the ILO’s Public Finance, Actuarial Services and Stascs (PFACTS) Unit, and Umberto Caaneo, Public Finance Specialist (PFACTS), in ILO’s Universal Social Protecon Department.Katja Hujo underscored the structural causes of today’s inequalies, rooted in histories of colonialism, exploitaon and extracvism. At the same me, these inequalies are both driving today’s mulple crises and being exacerbated as a result of the crises. “Inequality negavely impacts economies and sociees by hindering growth, prevenng poverty reducon, curbing producvity growth, as well as domesc demand. Social policies, including social protecon, are essenal to migate inequalies, including those based on factors such as gender, race, ethnicity, disability, and cizenship among others. Discussions in the 4th Internaonal Conference on Financing for Development and in the Second World Summit for Social Development recognize the need for reducing inequalies through universal social protecon and progressive domesc resource mobilizaon strategies,” explained Hujo.Sudhvir Singh highlighted the importance of investments in social protecon to promote health equity.“Economic inequality is associated with worse health outcomes such as reduced life expectancy, higher infant mortality, higher rates of metabolic diseases and worse mental health condions. A fundamental step to ensure health equity is to invest in universal social protecon, as well as in universal public services, such as early childhood programs and universal educaon,” said Sudhvir Singh.Income security, he further underlined, is the single largest contribung factor to self-reported health.Helmut Schwarzer highlighted that higher social protecon expenditure is associated with lower income inequality. “The largest reducons in income inequality are observed for contributory pensions, which make up the largest share of social protecon expenditure in many countries.”On average, countries that spend a larger percentage of GDP on a given social protecon benet are also those that obtain a larger reducon in income inequality for paying such benet,” explained the ILO’s Schwarzer.The online seminar also provided an opportunity to look at the impact that the sources of nance of social protecon benets have on the reducon of income inequality. In 23 out of 25 countries where data is available, personal income taxes also lead to a reducon in overall income inequality.However, such reducons are much lower than those observed for social protecon benets. In 14 out of 25 countries, income inequality is reduced by less than 5 per cent aer income taxes are taken into consideraon. “Social insurance contribuons play a key role in nancing social security. These contribuons enable the payment of contributory social protecon benets, which substanally reduce income inequality. However, single-rate social security contribuons can be regressive and increase income inequality. Wealth taxes, however, which are not widely used, have the potenal to substanally reduce income inequality,” explained Caaneo.The speakers emphasized the role of social protecon as a key, but not the only, policy lever to reduce inequalies.“Reducing income inequalies cannot be le to social protecon systems alone. It requires a wide range of integrated public policies—from access to quality ed ucaon and skills training, to labour protecon, wage policies and formalizaon strategies, macroeconomic policies that create employment and livelihoods, and investment in quality public services—to reduce the primary distribuon of income and make the labour market more equitable, explained Razavi. – (Arcle sourced from ILO)Social protection has a strong impact on the reduction of inequalities
I-DEAL ISSUE | 03 | 202517The Employment Counselling unit within the Public Employment Services (PES) branch of the Department of Employment and Labour (DEL) shares essenal informaon behind Mr. Monde Peter’s achievement in enhancing employability and becoming the best-performing Employment Counsellor for the year 2022 in his province. Mr. Peter is an Employment Counsellor based at the Somerset West Labour Centre in the Western Cape. He holds an Honours degree in Psychology from the University of the Western Cape. In his role, he assists work-seekers by oering career guidance, conducng skills assessments, and providing informaon on job opportunies. He also helps individuals prepare for job interviews, develop CVs, and understand the various resources available to support their eorts in nding employment. Addionally, he collaborates with various instuons and organizaons to ensure that people around his community can access the appropriate tools to improve their employability.Mr. Peter indicated that he chose Psychology as a career because he has always been interested in understanding the human mind and behaviour. Growing up, he observed how people’s circumstances and their mental states aected their opportunies in life, parcularly in the workplace. Psychology gave him the tools not only to understand these challenges but to also help individuals overcome them. The eld’s focus on supporng mental well-being and personal development resonated deeply within him, and he believed it could empower people, especially in a country like South Africa, where social and economic inequalies are prevalent.His take is that in the year 2022 his success as the best-performing Employment Counsellor in his province came from several key skills:• Empathy: He took the me to understand each individual’s personal situaon and career aspiraons, which helped him to oer personalized advice.• Acve Listening: He focused on truly hearing the concerns and needs of work-seekers, ensuring that he responded in ways that addressed their specic challenges.• Knowledge of the Job Market: His understanding of industry trends and local employment opportunies allowed him to provide valuable insight into job prospects.• Eecve Communicaon: He was able to explain complex career development concepts in a clear and interpretable manner.• Problem-Solving: He provided praccal, tailored strategies for overcoming obstacles, whether it be a lack of experience, skills, or condence.• Commitment: He worked hard to ensure that the people he assisted received the aenon and support they needed, which helped build trust and resulted in posive outcomes.“The drive to make a posive dierence in people’s lives movates me every day. Helping someone gain condence, secure a job, or even just see new possibilies for their future is incredibly fullling,” said Mr. Peter. He also understands how unemployment and underemployment can negavely impact individuals and families, especially in and around his community. He is movated by the opportunity to help bridge that gap and ensure that work-seekers not only nd employment but also nd work that aligns with their talents and aspiraons.Mr. Peter aims to develop more innovave programs that connect work-seekers with employers, creang more sustainable employment opportunies. Addionally, he would like to contribute to policy discussions around employment strategies and workforce development, parcularly in marginalized communies.He shared the following message: “To all work-seekers in and around my area, I want to say that your journey may not always be easy, but it is always worth it. Keep believing in yourself, remain persistent, and never hesitate to seek guidance. There are resources, opportunies, and people ready to help you succeed. “Take the me to invest in your skills, and don’t be afraid to step outside your comfort zone. The right opportunity is oen closer than you think, and with the right mindset and support, you can achieve your career goals”.We sincerely thank Mr. Monde Peter for sharing his achievement as the best-performing Employment Counsellor in his province and wish him the best in his future and career. All Work-seekers are more than welcome and encouraged to visit any of the Department of Employment and Labour’s labour centres to receive various Employment Counselling services.The Department of Employment and Labour’s Employment Counsellors’ contact details are found through this linkAlternavely, one may search for the list of the Department’s Employment Counsellors’ contact details on the Internet. Contact Centre Number: 086 010 1018 – (Ms. Ledwaba – is an Admin Clerk from the Department’s Public Employment Services (PES) branch in the Employment Counselling unit at Head Oce in Pretoria). By Lydia Ledwaba Devoted to upli those seeking employment: Monde’s success storyClick on the LinkDepartment of Employment and Labour’s Employment Counsellor based at the Somerset West Labour Centre in the Western Cape, Monde Peter … exploring intricacies of human cognion.
I-DEAL ISSUE | 03 | 202518The Department of Employment and Labour is to have the second collaborave iniave with the Federaon Federated Hospitality Associaon of Southern Africa (Fedhasa) on compliance with labour legislaon.The second engagement with the hospitality sector will be held on 04th April 2025, in Kempton Park.The advocacy is expected to focus on: the general state of the sector; Naonal Minimum Wage Act; Basic Condions of Employment Act; Occupaonal Health and Safety; Employment Equity Act; Unemployment Insurance Act; Compensaon for Occupaonal Injuries and Diseases Act; and employment of foreign naonals in the sector.Department to engage with FEDHASA in the 2nd advocacy on labour law complianceBRIEFTaking Services to the People -Northern Cape The Department of Employment and Labour, along with its enes—the Unemployment Insurance Fund (UIF), Compensaon of Occupaonal Injuries and Diseases (COID), Producvity SA, and Public Employment Services (PES)—conducted a series of taking services closer to the people from 17 to 21 February 2025. On 21 February 2025, a stakeholder engagement was held with employers in Kuruman, Northern Cape, to educate them on the importance of Labour Law and Compliance. On 22 February, services provided to the JTG Municipality communies at the Kuruman Town Hall included UIF, CF, PES, IES, and the Federated Employers Mutual Assurance Company.Ga-Segonyana Local Municipality Speaker Ms Keamogetse Madikiza welcoming the stakeholders during employer seminarNorthern Cape Chief Director Provincial Operaons , Mr. Zolile Albanie outlining the purposes of the event.Stakeholders listening aenvely to the presenters during employer seminar in Oleville Guest InnClients receiving the services
I-DEAL ISSUE | 03 | 202519Minister of Employment and Labour hand over of Labour Acvaon Programme contracts - Rustenburg, North West Minister of Employment and Labour, Ms. Nomakhosazana Meth recently handed over Labour Acvaon Programme (LAP) contracts worth over R779 million to smulate job creaon for 27 000 beneciaries in the North West Province.During the event held at the Rustenburg Civic Centre, the Minister was joined by Acng Premier, MEC Madoda Sambatha of Agriculture; Speaker of the North West Legislature, Dr. Desbo Mohono; Execuve Mayor of Rustenburg Local Municipality; Councillor Sheila Mabale-Huma with her MMCs, Dr Kenneth Kaunda Execuve Mayor, Councillor Nikiwe Num; Bojanala District Execuve Mayor, Councillor Susan Nthangeni and senior managers of the Department of Employment and Labour and the Unemployment Insurance Fund.The North West LAP partners are from the Security, Agriculture, Construcon, Engineering, Media, Manufacturing, Entrepreneurship sectors of the economy. The service providers will be expected to recruit the unemployed for training period varying 12 months to three years. The LAP partners submied their proposals through a stringent process, which will be strictly monitored by the department through monitoring tools and oversight visits.The LAP Programme is a naonal iniave to act as a catalyst in job creaon by supporng businesses to create employment iniaves, re-skilling of the youth and provide training such as Skills Programmes, Learnerships and Apprenceship, with the aim of alleviang poverty.The LAP event took place alongside a Jobs and Career Fair for work seekers and unemployed graduates, to receive career counselling, register and apply for available opportunies on the Employment Services South Africa (ESSA) portal.
I-DEAL ISSUE | 03 | 202520Department of Employment and Labour, and employers’ round table Discussion - Rustenburg, North West The Department of Employment and Labour held an Employers’ Round Table Discussion in Rustenburg in the North West on 13 March 2025.Deputy Minister Judith Nemadzinga-Tshabalala delivered her keynote address outlining the importance of such collaborave sessions which play a pivotal role in closing service delivery gaps. She further outlined that it’s a naonal priority to collaborate with key stakeholders and social partners to address the crical issues of unemployment, parcularly among youth, women, and persons with disabilies. Ms Nemadzinga-Tshabalala was hosted by the North West Premier, Hon Kagiso Mokgosi, Execuve Mayor of the Rustenburg Local Municipality, Councillor Shiela Mabale-Huma, as well as MEC for Agriculture and Rural Development, Madoda Sambatha.Stakeholders in aendance included business, organised labour, community organisaons, government instuons, as well as employers and employees representaves. Discussions centred on key issues aecng unemployment in Rustenburg, as well as the province at large.DELSERVICESemploymentandlabour@deptoflabour Department of Employment and LabourSouth Africa 1994 - 2024THE DEPARTMENT OF EMPLOYMENT AND LABOUR OFFERS THE FOLLOWING SERVICES:CLIENTS CAN ACCESS OUR SERVICES BY VISITING ANY OF OUR 125 LABOUR CENTRES ACROSS ALL 9 PROVINCES. FOR CONTACT DETAILS OF A LABOUR CENTRE NEAR YOU, VISIT www.labour.gov.zaTHE DEPARTMENT OF EMPLOYMENT AND LABOUR – WORKING FOR YOU.Public Employment Services• Career counselling• Workseeker registration • Employment facilitation and promotion through the Employment System South Africa (ESSA).Inspections and Enforcement Services• Enforcement of compliance to labour legislation by employer and employees.• Promotion of Occupational Health and Safety regulations.• Education and advocacy of labour legislation to all stakeholders.Labour Policy & Industrial Relations• Facilitates the establishment of an equitable and sound labour relations environment.• Promotes South Africa’s interest in international labour matters through research, analysing and evaluating labour policy.• Provides data on the labour market, including • • Provides support to institutions that promote social dialogue. Unemployment Insurance Fund• Promotion of UI benefits• Processing of UI claims• Employer UI/business registration• Promotion of Labour Activation Programme (TERS, Training Layoff Schemes). Compensation Fund• Provision of compensation for disability, illness, and death resulting from occupational injuries and diseases.• Medical benefits.• Orthotic and rehabilitation services.SCAN THE QR CODE TOACCESS THE VARIOUS DEPARTMENTAL SERVICE POINTS/CONTACT DETAILS
DELSERVICESemploymentandlabour@deptoflabour Department of Employment and LabourSouth Africa 1994 - 2024THE DEPARTMENT OF EMPLOYMENT AND LABOUR OFFERS THE FOLLOWING SERVICES:CLIENTS CAN ACCESS OUR SERVICES BY VISITING ANY OF OUR 125 LABOUR CENTRES ACROSS ALL 9 PROVINCES. FOR CONTACT DETAILS OF A LABOUR CENTRE NEAR YOU, VISIT www.labour.gov.zaTHE DEPARTMENT OF EMPLOYMENT AND LABOUR – WORKING FOR YOU.Public Employment Services• Career counselling• Workseeker registration • Employment facilitation and promotion through the Employment System South Africa (ESSA).Inspections and Enforcement Services• Enforcement of compliance to labour legislation by employer and employees.• Promotion of Occupational Health and Safety regulations.• Education and advocacy of labour legislation to all stakeholders.Labour Policy & Industrial Relations• Facilitates the establishment of an equitable and sound labour relations environment.• Promotes South Africa’s interest in international labour matters through research, analysing and evaluating labour policy.• Provides data on the labour market, including • • Provides support to institutions that promote social dialogue. Unemployment Insurance Fund• Promotion of UI benefits• Processing of UI claims• Employer UI/business registration• Promotion of Labour Activation Programme (TERS, Training Layoff Schemes). Compensation Fund• Provision of compensation for disability, illness, and death resulting from occupational injuries and diseases.• Medical benefits.• Orthotic and rehabilitation services.SCAN THE QR CODE TOACCESS THE VARIOUS DEPARTMENTAL SERVICE POINTS/CONTACT DETAILS
Department of Employment and LabourPrivate Bag x117, Pretoria, 0001Tel.(012) 309 4148employmentandlabour@deptoflabour Department of Employment and Labour