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Practice 04 · People operations on retainer

Outsourced HR, from hiring to the last day of service

A full HR function on retainer, with service levels in writing.

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What does this practice cover?

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.

The law it rests on

Official texts linked. Last reviewed 17 October 2026.

Warehouse workers carrying boxes along a storage aisle
Photograph: Tiger Lily on Pexels.

What is included

  • 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

On the People Dashboard

Hire, onboarding checklist, Time and Clocking admin; payslips and IRP5s from SimplePay or PaySpace; Xero travel claims.

How the People Dashboard works

How it runs

  1. Scope

    We agree the work, the service levels and the monthly fee.

  2. Move the records

    People records move onto the dashboard and contracts are re-signed where needed.

  3. Run

    Daily HR work handled by a named consultant.

  4. Report

    A monthly report on headcount, leave, discipline and open matters.

Common questions

General information on South African labour law, not legal advice on your facts.

Other practices

What notice must an employer give under the BCEA?

One week if the employee has worked six months or less, two weeks if more than six months but not more than a year, and four weeks after a year. Farm and domestic workers employed for more than six months are owed four weeks.

Legal basis
  • Basic Conditions of Employment Act 75 of 1997, s37 IN FORCE
What to do
Notice must be given in writing, except by an illiterate employee. A contract may give more. A collective agreement may not give less, except that it may reduce the four-week period to not less than two weeks.
When to escalate
Check any bargaining council agreement that covers your sector.
Sources
  1. Basic Conditions of Employment Amendment Act 11 of 2002, amending s37 notice periods (gov.za), s37(1) and (2) as substituted
  2. Basic Conditions of Employment Act 75 of 1997 (gov.za), s37(4)

By the LabourLink editorial team. Last reviewed 17 October 2026. General information, not legal advice.

How much annual leave are employees entitled to?

Twenty-one consecutive days per annual leave cycle, which is 15 working days for a five-day week. By agreement it can be one day for every 17 days worked, or one hour for every 17 hours worked.

Legal basis
  • Basic Conditions of Employment Act 75 of 1997, s20 IN FORCE
What to do
Keep leave records for three years and do not pay out leave instead of granting it, except on termination.
When to escalate
Sick leave runs on a separate 36-month cycle under s22.
Sources
  1. Basic Conditions of Employment Act 75 of 1997 (gov.za), ss20, 22 and 31

By the LabourLink editorial team. Last reviewed 17 October 2026. General information, not legal advice.

Can an employer dismiss an employee during probation?

Yes, but only for a fair reason after a fair procedure. The 2025 Code of Good Practice: Dismissal says probation should be of reasonable duration set in advance, the employee should receive reasonable guidance, and the employer may dismiss or extend only after hearing the employee's representations. Less compelling reasons may be accepted during probation than after it.

Legal basis
  • Code of Good Practice: Dismissal (2025) IN FORCE
  • Labour Relations Act 66 of 1995, s191(5A) IN FORCE
What to do
Set probation in the contract, review performance in writing, and invite representations before you extend or dismiss.
When to escalate
Probation disputes go to compulsory con-arb, so the paperwork is the case.
Sources
  1. Code of Good Practice: Dismissal, General Notice 3470 of 2025, Government Gazette 53294 (gov.za), items 14 to 18
  2. Labour Relations Act 66 of 1995, consolidated text (South African Government, gov.za), s191(5A)

By the LabourLink editorial team. Last reviewed 17 October 2026. General information, not legal advice.

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