Suspension is one of the most sensitive tools available to an employer during a workplace investigation or disciplinary process. While it is temporary and does not terminate employment, it can have a significant emotional, reputational, and professional impact on the employee involved. For this reason, suspension must never be treated as a routine response to alleged misconduct. When applied incorrectly, it can expose an employer to claims of unfair labour practice and underm

The beauty industry thrives on creativity, personal interaction, and customer experience. Because of this, the behaviour, attitude, and professionalism of staff directly affect brand reputation, client retention, and workplace morale. Yet even the most skilled teams sometimes encounter difficult employees - individuals who resist instruction, display poor performance, or disrupt workplace harmony. Handling such situations requires firmness, fairness, and consistent applicatio

Restructuring can feel like mixing a new colour palette. For management, it may be exciting: a chance to refresh the business, introduce new systems, or strengthen leadership. For staff, however, it can feel daunting, even frightening, because it represents the unknown. In a salon, stylists may worry about losing their creative rhythm; in a spa, therapists may wonder how merged teams will share clients or adapt to new schedules. Conflict often arises in these moments of uncer

The intimate working environment of salons and spas presents unique challenges when addressing employee misconduct. Whilst industry operates within close-knit teams where informal communication often prevails, South African labour law nonetheless requires that employers adhere to fundamental principles of fairness when conducting disciplinary proceedings. Understanding how to balance procedural flexibility with legal compliance represents an essential skill for salon and spa

It’s not uncommon to hear: “The employee never signed the contract, so it’s not valid.” Yet, this belief couldn’t be further from the truth. The absence of a signature on an employment contract does not mean there is no employment relationship. Both employers and employees often misunderstand the legal implications of unsigned contracts - a costly mistake that can lead to disputes before the Bargaining Council/CCMA or Labour Court. Let’s unpack what South African labour law a

As an employer, few situations are more challenging than addressing an employee who simply isn't delivering results. But before you initiate any action, ask yourself this critical question: Is your employee unable to perform, or unwilling? The distinction matters - legally, procedurally, and practically. Misdiagnosing the issue can lead to unfair dismissal claims, CCMA referrals, and unnecessary legal costs. Yet many employers conflate these two very different scenarios, appl

Performance reviews are often misunderstood as tick-box exercises or annual formalities. In reality, when strategically implemented, they...

In South Africa’s dynamic labour environment, disputes between employers and employees, ranging from disciplinary warnings to...

The Code of Good Practice: Dismissal is a national benchmark for fairness in South African labour law. While not a statute that creates...

While workplace misconduct is relatively straightforward to address, misconduct occurring outside the workplace presents a more nuanced...

In the workplace, timing often makes the difference between a fair, defensible disciplinary process and one that falls apart under...

The rules around deductions from an employee’s salary are clearly regulated under the Basic Conditions of Employment Act (BCEA) and...

Unauthorised absence occurs when an employee fails to report for duty without permission or without valid reasons, thereby breaching...

Employees are entitled to various types of leave to ensure a fair balance between work responsibilities and personal or family needs....

Mall renovations across South Africa have disrupted trading for many salons, spas, and beauty establishments operating in shopping...

The demotion of managers in the workplace is a complex labour relations matter that requires careful navigation of both general South...

Understanding the Concept A "break in service" in South African labour law refers to the interruption or termination of the employment...

It's a question commonly asked, and one that cuts to the very heart of the remedies available in South African labour law for unfair...

Employers must exercise caution when sharing information about former employees, as unauthorised disclosures or inaccurate statements can...

In the hairdressing, cosmetology, and beauty industry, salon/spa owners must decide between employing staff or offering a rent-a-chair...