Invictus Group

Happy Youth Day, South Africa 🇿🇦

Today, we honour the courage of the youth of 1976 and celebrate the young people shaping our future with resilience and hope.

𝐔𝐧𝐩𝐚𝐢𝐝 𝐰𝐚𝐠𝐞𝐬 𝐨𝐫 𝐜𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧𝐬? 𝐒𝐞𝐜𝐭𝐢𝐨𝐧 𝟕𝟑𝐀 𝐨𝐟 𝐭𝐡𝐞 𝐁𝐂𝐄𝐀 𝐡𝐚𝐬 𝐜𝐡𝐚𝐧𝐠𝐞𝐝 𝐭𝐡𝐞 𝐠𝐚𝐦𝐞.

Employees earning below the earnings threshold can refer certain money claims (like unpaid remuneration, commission, notice pay, leave pay and more) directly to the CCMA. But the CCMA’s jurisdiction isn’t automatic; employers should assess the threshold, claim type, and remuneration calculations before arguing the merits.

✅ Key reminder: commission can count as “remuneration” for threshold purposes, which may shift jurisdiction entirely.

Read full article: https://invictusgroup.co.za/section-73a-bcea-claims-ccma-jurisdiction/

🚨 South Africa’s youth unemployment is 𝟒𝟔%+ (𝟏𝟓–𝟑𝟒), 𝐚𝐧𝐝 𝟏𝟓–𝟐𝟒 𝐲𝐞𝐚𝐫 𝐨𝐥𝐝𝐬 𝐟𝐚𝐜𝐞 𝐨𝐯𝐞𝐫 𝟔𝟐% 𝐮𝐧𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭.

As an employer, you’re not just dealing with a national crisis; you’re also sitting with an opportunity to build capability inside your business.

Yes, hiring young talent can be challenging (skills gaps, onboarding costs, uncertainty). But meaningful change starts at the workplace level. When employers commit to real entry-level opportunities, mentoring, and skills transfer, they not only create impact but also strengthen their teams and future-proof their workforce.

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧?

Share what’s worked (or what’s been difficult) in hiring or mentoring young talent in the comments.

🚨 𝐍𝐄𝐖𝐒𝐅𝐋𝐀𝐒𝐇: 𝐑𝐞𝐠𝐢𝐨𝐧𝐚𝐥 𝐁𝐚𝐫𝐠𝐚𝐢𝐧𝐢𝐧𝐠 𝐂𝐨𝐮𝐧𝐜𝐢𝐥 𝐫𝐞𝐠𝐢𝐬𝐭𝐞𝐫𝐞𝐝 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭 𝐂𝐥𝐞𝐚𝐧𝐢𝐧𝐠 𝐒𝐞𝐜𝐭𝐨𝐫.

A new collective bargaining framework has been formally established for the contract cleaning industry in its registered areas, signalling greater standardisation, compliance expectations, and sector-specific dispute resolution over time.

Employers and clients should start preparing for likely future changes to wages, conditions, and administrative obligations as agreements are negotiated.

👉 Read the full article: https://invictusgroup.co.za/contract-cleaning-bargaining-council-registered/�

𝐌𝐞𝐧𝐭𝐚𝐥 𝐡𝐞𝐚𝐥𝐭𝐡 𝐢𝐬 𝐫𝐞𝐚𝐥, 𝐛𝐮𝐭 𝐢𝐧 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐩𝐫𝐨𝐜𝐞𝐞𝐝𝐢𝐧𝐠𝐬, 𝐢𝐭 𝐢𝐬𝐧’𝐭 𝐚𝐧 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐜 “𝐠𝐞𝐭 𝐨𝐮𝐭 𝐨𝐟 𝐣𝐚𝐢𝐥” 𝐜𝐚𝐫𝐝.

South African labour law requires a balanced approach: employers must act fairly and sensitively, but employees must still provide credible evidence and show a causal link between the condition and the conduct or performance issue.

👉 Read the full article: https://invictusgroup.co.za/mental-health-in-workplace-proceedings/

Skills development shouldn’t end when the submission deadline passes. 💡

For many South African employers, WSP/ATR is treated as a compliance task, but the real value starts after the paperwork is done. A strong skills strategy helps you identify gaps, plan meaningful training, improve productivity and build a workforce ready for change.

𝐀𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐩𝐥𝐚𝐧𝐬 𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐰𝐢𝐭𝐡 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮𝐫 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐢𝐬 𝐠𝐨𝐢𝐧𝐠?

“Incompatibility” isn’t misconduct, but it can still pose a serious risk of incapacity if relationships break down and operations suffer.

The key is that it’s not about personality clashes; employers need objective impact, a fair process, and genuine attempts to resolve issues (like counselling/mediation) before dismissal is even considered.

👉 Read the full article: https://invictusgroup.co.za/incompatibility-in-the-workplace-dismissal/

Fairness is not just a value statement. It is a risk control.

It shows up in everyday decisions around:
• Hiring
• Discipline
• Consultation
• Opportunity
• People management

This is where culture is built. It is also where legal and employee relations risk often starts. The most consistent workplaces are usually the fairest ones.

𝐈𝐬 𝐟𝐚𝐢𝐫𝐧𝐞𝐬𝐬 𝐯𝐢𝐬𝐢𝐛𝐥𝐞 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 𝐨𝐫 𝐨𝐧𝐥𝐲 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐩𝐨𝐥𝐢𝐜𝐲 𝐥𝐚𝐧𝐠𝐮𝐚𝐠𝐞?

𝐀𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐜𝐨𝐦𝐩𝐥𝐚𝐢𝐧𝐭𝐬 𝐜𝐚𝐧’𝐭 𝐛𝐞 𝐢𝐠𝐧𝐨𝐫𝐞𝐝, 𝐛𝐮𝐭 𝐭𝐡𝐞𝐲 𝐚𝐥𝐬𝐨 𝐜𝐚𝐧’𝐭 𝐛𝐞 𝐭𝐫𝐞𝐚𝐭𝐞𝐝 𝐚𝐬 “𝐩𝐫𝐨𝐨𝐟”.

In SA labour law, anonymous reports should trigger measured enquiry, corroboration, and a focus on workplace risk, not rushed discipline. Any action must still meet procedural fairness requirements.

👉 Read the full article: https://invictusgroup.co.za/anonymous-workplace-complaints/

🚨 𝐍𝐄𝐖𝐒𝐅𝐋𝐀𝐒𝐇: 𝐖𝐒𝐏/𝐀𝐓𝐑 𝐬𝐮𝐛𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐢𝐬 𝐝𝐨𝐧𝐞, 𝐧𝐨𝐰 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐦𝐨𝐬𝐭.

For levy-paying employers, the WSP shouldn’t sit on a shelf until next year. The real value is turning it into an ongoing strategy: closing skills gaps, aligning training to business and EE priorities, and keeping auditable records throughout the year.

👉 Read the full article: https://invictusgroup.co.za/wsp-and-atr-implementation/