Paid consultations, priced transparently.
Pay at your discretion. Note that consultation time covers document review — if you have more than 5–6 pages, a full consultation may suit you better.
Quick question (15 minutes)
Ideal for a quick answer on a simple matter. Bring one focused question and get clear guidance on how to proceed.
30 minute consultation
Ideal for a semi-detailed dive into a matter. Bring a couple of documents for me to peruse and get suggestions on how to proceed.
Full consultation
A thorough session for complex matters with more documentation to review and a clear plan of action to take away.
Disclaimer: you are paying for the consultation at your discretion. No refund on unused time is given if we resolve your query in less time than booked. Follow-up questions after a consultation are billed as a new consultation.
Frequently asked questions
How long does an employee have to refer a dispute to the CCMA?
Generally 30 days from the date of dismissal for unfair-dismissal disputes. Late referrals require the employee to apply for condonation, which is not automatic.
Can a poorly run hearing be overturned even if the employee was guilty?
Yes. An unfair process can render a dismissal unfair even where there was a valid reason — which is exactly why the procedure matters as much as the facts.
Is incapacity the same as misconduct?
No. Misconduct involves fault and is handled through discipline. Incapacity involves an employee who genuinely cannot perform — through ill health or inability — and must be handled through a fair, supportive process.
What makes a retrenchment fair in South Africa?
Broadly, a genuine operational reason (substantive fairness) plus proper consultation and fair, objective selection (procedural fairness). Both must be present.
Can an employer be represented at the CCMA?
Yes. While legal representation at arbitration can be subject to the commissioner's discretion in some matters, employers can be represented and prepared by a labour-law specialist throughout conciliation and arbitration.
Do I need an external chairperson for every disciplinary hearing?
No. For minor matters an internal chairperson is fine. An independent chairperson is most valuable for serious or complex cases, dismissals, senior employees, or where you expect the matter to end up at the CCMA.