{
 "schema_version": "1.0",
 "updated": "2026-10-17",
 "provider": {
  "name": "LabourLink, Labour Consultants",
  "url": "https://labourlink.consulting",
  "phone": "+27826287755",
  "email": "ruan@kjvr.co.za",
  "area_served": "South Africa",
  "partner_law_firm": {
   "name": "KJVR Attorneys",
   "url": "https://www.kjvr.co.za"
  }
 },
 "services": [
  {
   "id": "disputes-and-ccma-support",
   "order": 1,
   "name": "Disputes and CCMA support",
   "summary": "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. When a matter needs the Labour Court, KJVR Attorneys takes it over with the file intact.",
   "url": "https://labourlink.consulting/services/disputes-and-ccma-support/",
   "includes": [
    "Case assessment within 48 hours of instruction",
    "Conciliation, arbitration and con-arb at the CCMA and bargaining councils",
    "Bundles, witness preparation and heads of argument",
    "Disciplinary hearings: charge sheets, initiators and independent chairpersons",
    "Grievance hearings, including harassment complaints, on a recorded process",
    "Incapacity enquiries for ill health and poor performance",
    "Settlement strategy and agreements",
    "Reviews and Labour Court matters with KJVR Attorneys"
   ],
   "process": [
    "Assess",
    "Prepare",
    "Support",
    "Close"
   ],
   "legislation": [
    "Labour Relations Act 66 of 1995, Chapter VIII and s191",
    "Code of Good Practice: Dismissal (2025)",
    "CCMA Rules",
    "Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (2022)"
   ],
   "dashboard_modules": "Person record and audit trail; documents library",
   "related_questions": [
    "https://labourlink.consulting/insights/#ccma-time-limit",
    "https://labourlink.consulting/insights/#fair-hearing",
    "https://labourlink.consulting/insights/#con-arb",
    "https://labourlink.consulting/insights/#review-time-limit"
   ]
  },
  {
   "id": "restructuring-and-collective-relations",
   "order": 2,
   "name": "Restructuring and collective relations",
   "summary": "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.",
   "url": "https://labourlink.consulting/services/restructuring-and-collective-relations/",
   "includes": [
    "Section 189(3) notices and written disclosure",
    "Consultation meetings, minutes and responses to representations",
    "Fair and objective selection criteria",
    "Severance calculations and outcome letters",
    "Facilitation for large-scale s189A processes",
    "Union recognition and organisational rights",
    "Wage negotiations and collective agreements",
    "Strike and lockout planning, picketing rules and shop steward relations",
    "Mutual separation and settlement agreements",
    "Workplace forums"
   ],
   "process": [
    "Test the rationale",
    "Notify and disclose",
    "Consult",
    "Conclude"
   ],
   "legislation": [
    "Labour Relations Act 66 of 1995, ss189, 189A and Chapter III",
    "Basic Conditions of Employment Act 75 of 1997, s41"
   ],
   "dashboard_modules": "Lifecycle rail (Change and Offboarding); e-sign outbox; union details on the employee record",
   "related_questions": [
    "https://labourlink.consulting/insights/#s189-steps",
    "https://labourlink.consulting/insights/#s189a-thresholds",
    "https://labourlink.consulting/insights/#severance",
    "https://labourlink.consulting/insights/#automatically-unfair"
   ]
  },
  {
   "id": "compliance-and-governance",
   "order": 3,
   "name": "Compliance and governance",
   "summary": "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.",
   "url": "https://labourlink.consulting/services/compliance-and-governance/",
   "includes": [
    "A compliance audit in the first thirty days",
    "Contracts of employment, codes of conduct and disciplinary codes",
    "A suite of 41 policies and 31 agreements, kept current when the law moves",
    "Designated employer checks, the s24 senior manager and consultative forums",
    "Employment Equity plans and EEA2 and EEA4 reports",
    "Skills development facilitators, training committees, WSP and ATR submissions",
    "B-BBEE consulting for the skills and employment equity elements",
    "POPIA and PAIA compliance, including consents and the PAIA manual",
    "Health and safety appointments under OHSA ss16, 17 and 19"
   ],
   "process": [
    "Audit",
    "Report",
    "Fix",
    "Maintain"
   ],
   "legislation": [
    "Employment Equity Act 55 of 1998, as amended",
    "Skills Development Act 97 of 1998 and Skills Development Levies Act 9 of 1999",
    "Protection of Personal Information Act 4 of 2013 and PAIA",
    "Occupational Health and Safety Act 85 of 1993",
    "Basic Conditions of Employment Act 75 of 1997"
   ],
   "dashboard_modules": "Employment Equity, B-BBEE and Skills tabs; OHS appointments calculator; POPIA and PAIA pack; consents register",
   "related_questions": [
    "https://labourlink.consulting/insights/#designated-employer",
    "https://labourlink.consulting/insights/#s24-manager",
    "https://labourlink.consulting/insights/#hs-reps",
    "https://labourlink.consulting/insights/#popia-employees"
   ]
  },
  {
   "id": "people-operations-and-hr-outsourcing",
   "order": 4,
   "name": "People operations and HR outsourcing",
   "summary": "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.",
   "url": "https://labourlink.consulting/services/people-operations-and-hr-outsourcing/",
   "includes": [
    "Outsourced HR on a monthly retainer, from a team of twelve to a multi-site employer",
    "Hiring, offers and onboarding",
    "Leave administration on BCEA rules",
    "Time and geofenced clocking with an exception queue",
    "Payroll document administration: payslips and IRP5s read from SimplePay or PaySpace",
    "Performance management and performance conversations",
    "Pre-employment screening, with candidate notice and POPIA consent",
    "Offboarding, certificates of service and monthly reporting"
   ],
   "process": [
    "Scope",
    "Move the records",
    "Run",
    "Report"
   ],
   "legislation": [
    "Basic Conditions of Employment Act 75 of 1997",
    "Labour Relations Act 66 of 1995",
    "Protection of Personal Information Act 4 of 2013"
   ],
   "dashboard_modules": "Hire, onboarding checklist, Time and Clocking admin; payslips and IRP5s from SimplePay or PaySpace; Xero travel claims",
   "related_questions": [
    "https://labourlink.consulting/insights/#notice-periods",
    "https://labourlink.consulting/insights/#annual-leave",
    "https://labourlink.consulting/insights/#probation"
   ]
  },
  {
   "id": "training-and-capability",
   "order": 5,
   "name": "Training and capability",
   "summary": "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.",
   "url": "https://labourlink.consulting/services/training-and-capability/",
   "includes": [
    "Labour law for line managers and supervisors",
    "Chairperson and initiator training for disciplinary hearings",
    "Health and safety training",
    "The learning platform: course catalogue, assignments by role and site, certificates",
    "Compliance audits",
    "Employee wellbeing support"
   ],
   "process": [
    "Diagnose",
    "Design",
    "Deliver",
    "Record"
   ],
   "legislation": [
    "Labour Relations Act 66 of 1995",
    "Occupational Health and Safety Act 85 of 1993",
    "Skills Development Act 97 of 1998"
   ],
   "dashboard_modules": "Learn and Learn admin; Safety; BeeWell wellness; Voice",
   "related_questions": [
    "https://labourlink.consulting/insights/#fair-hearing",
    "https://labourlink.consulting/insights/#hs-reps"
   ]
  }
 ],
 "blog": {
  "url": "https://labourlink.consulting/blog/",
  "posts": [
   {
    "title": "A CCMA referral has arrived. What to do in the first 48 hours",
    "url": "https://labourlink.consulting/blog/ccma-referral-first-48-hours/",
    "category": "disputes-and-ccma-support",
    "date": "2026-10-15",
    "summary": "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 needs condonation on good cause. Then build the file, check who may attend under the CCMA Rules and set a settlement mandate.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1589,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201503/38572rggon223.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a55-98ocr.pdf"
    ]
   },
   {
    "title": "The fair disciplinary hearing, step by step",
    "url": "https://labourlink.consulting/blog/fair-disciplinary-hearing-checklist/",
    "category": "disputes-and-ccma-support",
    "date": "2026-10-13",
    "summary": "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 allegations and the sanction, the assistance of a fellow employee or union representative, and a language the employee is comfortable with where reasonably possible.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1648,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf"
    ]
   },
   {
    "title": "Section 189 retrenchment: a roadmap for employers",
    "url": "https://labourlink.consulting/blog/section-189-retrenchment-roadmap/",
    "category": "restructuring-and-collective-relations",
    "date": "2026-10-09",
    "summary": "A retrenchment is fair when the reason is genuinely operational and the employer consults before deciding. A full s189(3) notice, good faith consultation, agreed or fair and objective selection criteria and at least one week's severance pay per completed year of service are the baseline.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1622,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a11-02.pdf"
    ]
   },
   {
    "title": "Mutual separation agreements that hold up",
    "url": "https://labourlink.consulting/blog/mutual-separation-agreements/",
    "category": "restructuring-and-collective-relations",
    "date": "2026-10-06",
    "summary": "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 imposed it, the Labour Relations Act's broad definition of dismissal may bring it before the CCMA.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1581,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a11-02.pdf"
    ]
   },
   {
    "title": "Designated employer at 50 employees: what changed in 2025",
    "url": "https://labourlink.consulting/blog/ee-designated-employer-50-employees/",
    "category": "compliance-and-governance",
    "date": "2026-10-02",
    "summary": "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 consultation, an analysis, an EE plan, a s24 senior manager and annual reports, which may be filed online from 1 September to 15 January.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1600,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/a55-98ocr.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202304/48418employment-equity-amendment-act42022.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202411/51684proc231.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202504/52515gon6125.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/202504/52514gon6124.pdf"
    ]
   },
   {
    "title": "POPIA for HR teams: the five records that matter",
    "url": "https://labourlink.consulting/blog/popia-for-hr-teams/",
    "category": "compliance-and-governance",
    "date": "2026-09-29",
    "summary": "HR files hold special personal information such as health, union and biometric data. Start with an information map, an employee privacy notice, security safeguards, a retention schedule, a registered Information Officer and a breach plan.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1613,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/3706726-11act4of2013popi.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a2-000.pdf",
     "https://inforegulator.org.za/",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf"
    ]
   },
   {
    "title": "Health and safety representatives: when you need them",
    "url": "https://labourlink.consulting/blog/health-and-safety-representatives/",
    "category": "compliance-and-governance",
    "date": "2026-09-25",
    "summary": "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 representatives means a committee that meets at least every three months.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1597,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/act85of1993.pdf",
     "https://www.labour.gov.za/"
    ]
   },
   {
    "title": "Annual, sick and family leave under the BCEA, explained",
    "url": "https://labourlink.consulting/blog/bcea-leave-explained/",
    "category": "people-operations-and-hr-outsourcing",
    "date": "2026-09-22",
    "summary": "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 three days' paid family responsibility leave per leave cycle. Here is how each works.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1623,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a11-02.pdf",
     "https://www.labour.gov.za/"
    ]
   },
   {
    "title": "Probation done properly",
    "url": "https://labourlink.consulting/blog/probation-done-properly/",
    "category": "training-and-capability",
    "date": "2026-09-18",
    "summary": "The 2025 Code of Good Practice: Dismissal expects a probation period set in advance and of reasonable length, reasonable guidance, and representations before you extend or dismiss. Probation disputes go to compulsory con-arb.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1623,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201503/38572rggon223.pdf"
    ]
   },
   {
    "title": "Poor performance and incapacity: a fair process under the 2025 Code",
    "url": "https://labourlink.consulting/blog/poor-performance-and-incapacity/",
    "category": "people-operations-and-hr-outsourcing",
    "date": "2026-09-15",
    "summary": "Capacity is a no-fault ground for dismissal. Under the 2025 Code of Good Practice: Dismissal, poor performance needs evaluation, support, a reasonable time to improve and a chance to respond, and ill health needs an investigation and a genuine search for alternatives.",
    "status": "published",
    "author": "LabourLink Labour Consultants (editorial team)",
    "word_count": 1640,
    "sources": [
     "https://www.gov.za/sites/default/files/gcis_document/202509/53294gen3470.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/act66-1995labourrelations.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf",
     "https://www.gov.za/sites/default/files/gcis_document/201409/a55-98ocr.pdf"
    ]
   }
  ],
  "planned": [
   {
    "title": "Suspension pending a hearing: paid, short and justified",
    "target_date": "2026-10-26"
   },
   {
    "title": "Writing a charge sheet a commissioner can follow",
    "target_date": "2026-10-29"
   },
   {
    "title": "Incapacity for ill health: the enquiry before the decision",
    "target_date": "2026-11-02"
   },
   {
    "title": "Section 189A: running a large-scale retrenchment",
    "target_date": "2026-11-05"
   },
   {
    "title": "Organisational rights: what a union can ask for, and when",
    "target_date": "2026-11-09"
   },
   {
    "title": "Preparing for a protected strike",
    "target_date": "2026-11-12"
   },
   {
    "title": "The EEA2 report: a checklist before 15 January",
    "target_date": "2026-11-16"
   },
   {
    "title": "WSP and ATR submissions without the scramble",
    "target_date": "2026-11-19"
   },
   {
    "title": "Harassment complaints under the 2022 Code",
    "target_date": "2026-11-23"
   },
   {
    "title": "Fixed-term contracts and the three-month rule",
    "target_date": "2026-11-26"
   },
   {
    "title": "Remote work policies for South African employers",
    "target_date": "2026-11-30"
   },
   {
    "title": "Year-end functions, alcohol and discipline",
    "target_date": "2026-12-03"
   },
   {
    "title": "Annual shutdown and forced leave: what the BCEA allows",
    "target_date": "2026-12-07"
   },
   {
    "title": "Training managers to chair hearings",
    "target_date": "2026-12-10"
   },
   {
    "title": "Your labour compliance calendar for 2027",
    "target_date": "2026-12-14"
   }
  ]
 },
 "platform": {
  "name": "LabourLink People Dashboard",
  "url": "https://labourlink.consulting/people-dashboard/",
  "login": "https://app.labourlink.consulting",
  "does_not": [
   "calculate PAYE or run payroll",
   "file UIF or COIDA returns",
   "generate retrenchment processes without a consultant"
  ]
 },
 "contact": {
  "form_endpoint": "/api/contact/",
  "method": "POST",
  "fields": [
   "name",
   "company",
   "email",
   "phone",
   "topic",
   "employees",
   "message",
   "popia_consent"
  ],
  "topics": [
   "consultation",
   "urgent",
   "audit",
   "dashboard",
   "restructuring",
   "training",
   "other"
  ]
 }
}