If your employees go on an unprotected strike, you can dismiss them.
Not quite. The Code of Good Practice says you must consider certain factors to ensure the dismissal is fair. You must consider things like:
#1: The seriousness of the contravention of the Labour Relations Act (LRA)
According to the Labour Law for Managers Loose Leaf Service, the attitude of the Labour Court is that if your employees demonstrate a complete disregard for the procedures of the LRA, they get less sympathy.
#2: Whether the strike was in response to your unjustified conduct
The courts will question the fairness of the dismissal if your conduct was unjustified.
For example, if you refuse to discuss the issue giving rise to the strike with your employees, the strike may be regarded as justified even though it's unprotected. However, an illegal strike won't be considered justified if you refuse to comply with a union's wage demand.
But be warned, if you provoke the strike or negotiate in bad faith prior to the strike, the courts will sympathise with your employees more.
These are just some of the things you must consider before you dismiss striking employees. To get the rest of the considerations, check out the Labour Law for Managers Loose Leaf Service so you can ensure the dismissal is fair.