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HRworks.co.za is the National Human Resources online Directory in South Africa covering all HR needs in the Human Resources Profession. We offer free HR policies, free HR advice, an HR Careers Page, an Events Calendar along with interesting HR articles and industry updates. We currently host HR Networking Breakfasts in Cape Town as well as HR Conferences & Seminars – keep your eye on the event calendar for details.

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Employers must understand the implications of illness, medical emergency, accident and other health-related issues and compliance.

Human Resources and Human Capital Management (HCM) specialists describe South Africa’s labour law as comprehensive in terms of management of employee incapacity – and failure by business to comply will have serious repercussions for any business, particularly when it comes to health-issues and the physical wellbeing of employees.

HR and HCM solutions provider CRS Technologies says key sets of legislation, including the Labour Relations Act (LRA), Occupational Health and Safety Act, and Employment Equity Act (EEA), are in place to help govern employee incapacity.

It is important to fully understand what it is that needs to be complied with says Nicol Myburgh, Head of HR business unit at CRS Technologies.

Myburgh explains there are two key components

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BY   Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address: This email address is being protected from spambots. You need JavaScript enabled to view it..

The Labour Relations Act (LRA) requires that, where a dismissal is unfair,  reinstatement must be considered ahead of any other remedy.

Reinstatement means that the employee must be returned to the same job on the same terms and conditions as existed before. And the employer can be required to pay the employee for the entire period from dismissal to reinstatement.

Where it is ordered that the employee be ‘re-employed’ he/she is to return to work but in a different job.

There is nothing specific in law that gives the reinstated employee a higher status merely by virtue of his/her being a reinstated employee. That is, the employee’s status does not automatically increase over that of his/her colleagues or over the status existing prior to the dismissal merely because of the reinstatement order.

However, psychologically the reinstated employee may well have grown in status. This is because:

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In an effort to reduce overall training costs more and more companies are now shifting away from purely traditional classroom-based learning towards a more blended, e-learning approach. This article explores the pros and cons of online training and helps answer the question: “Is e-learning the right solution for my organisation?”

It’s true that an online training solution brings with it a great reduction in overall training costs. A study by IBM* estimated that of the total cost of public classroom training, around 40% was spent on travel and accommodation. And when you take that out of the equation, and minus the facilitator fee, it becomes easy to see how costs could be greatly reduced when taking the online learning approach.

Total cost, however, shouldn’t be the deciding factor. In some instances, such as when covering topics with complex issues or grey areas, e-learning is less likely to achieve the desired result than with a facilitator-led session where feedback can be readily supplied to the learner.

Some things to consider when deciding on which training approach to take:

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