# LabourLink, Labour Consultants

> South African labour consultancy for employers. CCMA preparation and support, disciplinary hearings, retrenchments (s189 and s189A), compliance (EE, skills, POPIA, OHS), HR outsourcing, training and the LabourLink People Dashboard.
Key facts:
- Area served: South Africa. Office: Somerset West, Western Cape (6 Stellendal Road, Cape Town).
- Contact: +27 82 628 7755, ruan@kjvr.co.za, https://labourlink.consulting/contact/
- Answers on this site label each law IN FORCE; drafts are never presented as law. Information is general, not legal advice.
## Practices
- [Disputes and CCMA support](https://labourlink.consulting/services/disputes-and-ccma-support/): LabourLink prepares and supports South African employers through CCMA and bargaining council conciliation and arbitration, drafts charges, briefs initiators, supplies independent chairpersons and runs grievance and incapacity processes.
- [Restructuring and collective relations](https://labourlink.consulting/services/restructuring-and-collective-relations/): LabourLink runs retrenchment consultations under sections 189 and 189A of the Labour Relations Act, negotiates with trade unions, prepares for strikes and lockouts, and drafts mutual separation and settlement agreements, so that each step is on the record before anyone asks to see it.
- [Compliance and governance](https://labourlink.consulting/services/compliance-and-governance/): LabourLink drafts contracts of employment and a 41-policy suite, prepares Employment Equity plans and EEA2 and EEA4 reports, handles skills development submissions, sets up POPIA and PAIA compliance and works out the health and safety appointments a workplace needs. A compliance audit is usually the first step.
- [People operations and HR outsourcing](https://labourlink.consulting/services/people-operations-and-hr-outsourcing/): LabourLink runs the HR function for employers who would rather not build one: hiring, offers and onboarding, leave, time and geofenced clocking, payroll document administration, performance management and pre-employment screening, all recorded on the People Dashboard.
- [Training and capability](https://labourlink.consulting/services/training-and-capability/): LabourLink trains managers, supervisors and disciplinary chairpersons in South African labour law, on site or online, and records attendance and certificates on the People Dashboard. Training also covers health and safety, and is often paired with a compliance audit.

## Key pages
- [Labour law services for employers](https://labourlink.consulting/services/): Five LabourLink practices: disputes and CCMA preparation and support, restructuring and unions, compliance and governance, HR outsourcing, and training for South African employers.
- [CCMA preparation and support, disciplinary hearings and grievances](https://labourlink.consulting/services/disputes-and-ccma-support/): Disputes and CCMA support: LabourLink prepares and supports South African employers through CCMA and bargaining council conciliation and.
- [Retrenchments, unions and collective bargaining](https://labourlink.consulting/services/restructuring-and-collective-relations/): Restructuring and collective relations: LabourLink runs retrenchment consultations under sections 189 and 189A of the Labour Relations Act, negotiates with.
- [Contracts, policies, Employment Equity, skills, POPIA and OHS](https://labourlink.consulting/services/compliance-and-governance/): Compliance and governance: LabourLink drafts contracts of employment and a 41-policy suite, prepares Employment Equity plans and EEA2 and EEA4.
- [Outsourced HR, from hiring to the last day of service](https://labourlink.consulting/services/people-operations-and-hr-outsourcing/): People operations and HR outsourcing: LabourLink runs the HR function for employers who would rather not build one: hiring, offers and onboarding, leave,.
- [Labour law training for managers, supervisors and chairpersons](https://labourlink.consulting/services/training-and-capability/): Training and capability: LabourLink trains managers, supervisors and disciplinary chairpersons in South African labour law, on site or online,.
- [People Dashboard: HR platform for SA employers](https://labourlink.consulting/people-dashboard/): The LabourLink People Dashboard: hiring, leave, geofenced clocking, pay documents from SimplePay or PaySpace, EE and skills tabs, e-signature and training in one record.
Our story and our values.
- [Photography credits](https://labourlink.consulting/photography-credits/): Credits for the Pexels photographs used on the LabourLink website.
Who does what, explained.
- [SA labour law questions answered](https://labourlink.consulting/insights/): Direct answers on CCMA time limits, disciplinary hearings, s189 retrenchments, severance, notice, leave, Employment Equity, OHS representatives and POPIA for employers.
- [Contact LabourLink: book a consultation](https://labourlink.consulting/contact/): Book a consultation, request a compliance audit or get urgent CCMA help from LabourLink. Call, WhatsApp, email or use the callback form.
- [Privacy notice (POPIA)](https://labourlink.consulting/privacy/): How LabourLink collects, uses and protects personal information under the Protection of Personal Information Act, and how to exercise your rights.
- [Blog: practical SA labour law for employers](https://labourlink.consulting/blog/): Answer-first articles on CCMA referrals, disciplinary hearings, s189 retrenchments, Employment Equity, BCEA leave, probation, POPIA and health and safety for South African employers.
- [A CCMA referral has arrived. What to do in the first 48 hours](https://labourlink.consulting/blog/ccma-referral-first-48-hours/): Check the dates first. An unfair dismissal dispute must be referred within 30 days of the dismissal or the final decision to dismiss, and a late referral.
- [The fair disciplinary hearing, step by step](https://labourlink.consulting/blog/fair-disciplinary-hearing-checklist/): The 2025 Code of Good Practice: Dismissal asks for four things: notice of the allegations, a reasonable time to prepare and respond on both the.
- [Section 189 retrenchment: a roadmap for employers](https://labourlink.consulting/blog/section-189-retrenchment-roadmap/): A retrenchment is fair when the reason is genuinely operational and the employer consults before deciding. A full s189(3) notice, good faith consultation,.
- [Mutual separation agreements that hold up](https://labourlink.consulting/blog/mutual-separation-agreements/): A mutual separation works when the employee genuinely chooses it, has time to take advice and receives clear written terms. If the employer in fact.
- [Designated employer at 50 employees: what changed in 2025](https://labourlink.consulting/blog/ee-designated-employer-50-employees/): Since 1 January 2025 an employer with 50 or more employees is a designated employer under the Employment Equity Act, whatever its turnover. That brings.
- [POPIA for HR teams: the five records that matter](https://labourlink.consulting/blog/popia-for-hr-teams/): HR files hold special personal information such as health, union and biometric data. Start with an information map, an employee privacy notice, security.
- [Health and safety representatives: when you need them](https://labourlink.consulting/blog/health-and-safety-representatives/): More than 20 employees in a workplace means health and safety representatives: one for every 50 employees, or every 100 in shops and offices. Two or more.
- [Annual, sick and family leave under the BCEA, explained](https://labourlink.consulting/blog/bcea-leave-explained/): Annual leave is at least 21 consecutive days per cycle; sick leave is six weeks' worth of working days over a 36-month cycle; and qualifying employees get.
- [Probation done properly](https://labourlink.consulting/blog/probation-done-properly/): The 2025 Code of Good Practice: Dismissal expects a probation period set in advance and of reasonable length, reasonable guidance, and representations.
- [Poor performance and incapacity: a fair process under the 2025 Code](https://labourlink.consulting/blog/poor-performance-and-incapacity/): Capacity is a no-fault ground for dismissal. Under the 2025 Code of Good Practice: Dismissal, poor performance needs evaluation, support, a reasonable.

## Machine-readable
- [services.json](https://labourlink.consulting/services.json)
- [Full text for LLMs](https://labourlink.consulting/llms-full.txt)
- [Agent manifest](https://labourlink.consulting/.well-known/agents.json)
- [Labour knowledge kernel entities](https://labourlink.consulting/kernel/entities.json)