According to ENSafrica, the date on which the amendments to the LRA will become effective is uncertain, but the DoL's latest indication is that it may be before the end of October 2014.
As ENSafrica explains, once operative, the amendments will have far reaching consequences in a number of areas of labour relations. And that's why it's crucial you know what they entail.
The key amendments relate to:
Limiting the use of labour broker workers to genuine temporary needs. Think carefully about employing labour broker workers. If you don't, the employee will become entitled to certain rights.
Employees on fixed-term contracts. You can only employ employees on a fixed-term contract or a successive fixed-term contract for longer than three months if the nature of the work is of a genuinely limited or definite duration. Or if you can show a justifiable reason for fixing the term of the contract.
Part-time employees. According to ENSafrica, the amendments state that you must take into account the working hours of the part-time employee. You mustn't treat a part-time employee less favourably than a comparable full-time employee doing the same or similar work, unless there's a justifiable reason for different treatment.
The CCMA and Labour Court. The amendments also include a range of other changes aimed at enhancing the effectiveness of the CCMA and the Labour Court.
Now that you know the amendments to the LRA have been published, familiarise yourself with them so you can comply when they come into effect.
If you need more information regarding the amendments to the LRA, direct your questions to our labour experts at the Labour & HR Club.