Legal updates and opinions
Post Author
News / News
National minimum wage amendment bill, 2019
By Jacques van Wyk, Director and Unathi Jukuda, Candidate Attorney
On 22 February 2019 the Portfolio Committee on Labour published a notice in the Government Gazette introducing the National Minimum Wage Amendment Bill which is intended to correct a technical error contained in section 17(4) of the National Minimum Wage Act 9 of 2018 (“the Act”). The error in the Act would have the effect of requiring employers to pay the minimum wage with retrospective effect from 01 May 2017. The amendment clarifies that the minimum wage should only be paid from the commencement date of the Act which is 1 January 2019. Interested parties and stakeholders are invited to submit written comments on the amendment and have up until the 15th of March 2019 to make such submissions.
If you would like to learn more about Labour & Employment please visit our practice area page.
Latest News
The dismissal process
ISSUE When does a dismissal take place and what must be shown to prove that fact? COMMISSIONER'S DECISION [...]
QUO VADIS – business rescue or liquidation?
Going under business rescue is proving to be an increasingly attractive option for South African companies that are in financial [...]
The special voluntary disclosure programme: an update and some practicalities and predicaments
By: The Werksmans Tax Team The Special Voluntary Disclosure Programme (“SVDP”) kicked off on 1 October 2016 and runs until [...]
Certain provisions of the Environmental Conservation Act remain in force
The case of the Minister of Water and Environmental Affairs v Really Useful Investments (436/2015) [2016] ZASCA 156 is a [...]
Can a sanction of a final written warning be substituted with one dismissal appeal?
ISSUE Can an employer substitute the sanction of a final written warning with one of dismissal on appeal? [...]
Application of changes to the LRA to TES employees earning below the threshold
ISSUE Whether the employees’ fixed term contracts were cancelled to avoid the ‘deeming provisions’ of the Labour Relations Act [...]
