South Africa’s Labour and/or Employment regulation landscape is on an advancement path, if anything about the Labour Laws Amendment Act 10 of 2018 (LLAA) is to go by.
The LLAA amended some provisions of the Basic Conditions of Employment Act 75 of 1997 (BCEA) to provide for further categories of leave. These fed into the spirit and purpose of the Children’s Act 38 of 2005, to safeguard the wellbeing of minor children.
The introduced leave types are the:
The Unemployment Insurance Act 63 of 2001 (UIA) now provides for benefits under these categories of leave, with employees entitled to apply for such benefits from the Unemployment Insurance Fund (UIF).
The focus of this article will be to guide employers on what they may need to do in light of the LLAA and its provisions, so as to comply without complications.
Our Labour Law department is manned by astute, seasoned, qualified and professional attorneys who assist in almost all aspects of employment law. Having gone through a challenging pandemic since last year, the labour market tumbled and we have been at the forefront to assist employees and employers to safeguard interests and enforce rights.
Our distinguished labour law services are tailored to give you fond memories that will last for a very long time. We assist companies to comply with the LLAA and advise employees on what their rights and options are with regards thereto.
Contact us for comprehensive assistance.
The information contained in this site is provided for informational purposes only, and should not be construed as legal advice on any subject matter. One should not act or refrain from acting on the basis of any content included in this site without seeking legal or other professional advice. The contents of this site contain general information and may not reflect current legal developments or address one’s peculiar situation. We disclaim all liability for actions one may take or fail to take based on any content on this site.
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