Our team is involved in several matters concerning the National Prosecuting Authority

Why fair selection criteria could make or break your redundancy case in Kenya

Many employers navigating restructuring or cost-saving measures understand the basic legal requirements for redundancy under Kenyan law. However, a key aspect which is often overlooked is how employees are selected for redundancy. This can make or break the lawfulness of the process.

Understanding the social impact of corruption in South Africa

Incidents of corruption in South Africa, which include economic crimes such as fraud and money laundering, are well documented both in the media and other publications. Corruption can be understood as an “ economic crime ” due to its wide impact across South African society.

Carbon tax: Some developments

As a general note, it was stated that the carbon tax increased from R236 to R308 per tonne of carbon dioxide equivalent from 1 January 2026, as was expected in terms of the Carbon Tax Act. Related to that, the carbon fuel levy will also increase to 19c per litre for petrol and 23c per litre for diesel from 1 April 2026, as required under the Carbon Tax Act. Of relevance to the liquid fuels sector, the carbon tax cost recovery quantum will be increased from 0.99c per litre to 1.29c per litre from 1 January 2026 to accommodate the carbon tax rate increase.

When is withholding payment of pension fund benefits to an employee facing recovery action permitted?

The withholding of benefits by a fund following fraud, corruption, dishonesty and related misconduct which causes financial loss to an employer is nothing new. However, in recent years we have found a reluctance by trustees of a fund to exercise their discretion in favour of withholding benefits pending civil and/or criminal litigation against, typically, a former employee.

Fixed-term contracts and the termination of third-party service relationships

Double jeopardy or double trouble? Labour Appeal Court blocks “second” dismissal, orders reinstatement

This analysis examines the contentious issue of double jeopardy in employment law, particularly when an employer seeks to impose further disciplinary action on the same set of facts.