Government to introduce a gambling tax

Positive disruptors in African mining: Technology, AI and critical minerals for Africa's industrialisation

Understanding the implications of the KRA’s recent notice on eTIMS

The Kenya Revenue Authority (KRA) recently published a notice on the enforcement of the electronic tax invoice through software called eTIMS. eTIMS is the abbreviated form of electronic tax invoice management system. Through this software, the KRA seeks to ensure that all Value Added Tax (VAT) registered taxpayers generate electronic tax invoices that are transmitted to it in real time or near real time.

Bargaining council collective agreements and retirement funds

Bargaining councils have extensive powers under the Labour Relations Act 66 of 1995 (the LRA). Once such power being that a bargaining council is entitled to establish and administer pension, provident, medical aid, sick pay, funds, or any similar schemes or funds for the benefit of one or more of the parties to the bargaining council or their members. Does this, however, allow a Collective Agreement (CA) concluded in a bargaining council to impose obligations on existing funds in its sector?

The National Action Plan to combat Racism, Racial Discrimination, Xenophobia and Related Intolerance

The preamble of the Constitution reminds us that: “ We, the people of South Africa, recognise the injustices of our past; honour those who suffered for justice and freedom in our land; respect those who have worked to build and develop our country; and believe that South Africa belongs to all who live in it, united in our diversity .”

Webinar recording | Immigration implications of the right to work in South Africa

Employment Law Director Imraan Mahomed and Senior Associate, Taryn York together with Andreas Krensel from IBN Immigration Solutions, hosted a webinar on immigration implications of the right to work in South Africa.

Missed opportunities: The implications of squandering a disciplinary hearing

In employer-employee workplace tales, a person decrying unfair termination is a common scenario. But what about the instances where the employee had a chance to tell their side of the story in a disciplinary hearing, but they let it slip away? This is the story in the case of Okun v Kenyatta University (Cause 363 of 2019) where the employee sought a declaration from the court that his employment was terminated unfairly. The twist is that the employer had extended two invitations to the employee to appear before a disciplinary committee, which were postponed at the request of the employee. Thereafter, it sent a third invitation which the employee refused to honour entirely. What is the implication of squandering the termination process in thisway?