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COMBATING ILLEGAL MINING IN SOUTH AFRICA: CAN MINING COMPANIES CO-EXIST WITH ARITSANAL AND SMALL-SCALE MINERS?

COMBATING ILLEGAL MINING IN SOUTH AFRICA: CAN MINING COMPANIES CO-EXIST WITH ARITSANAL AND SMALL-SCALE MINERS?

by Mbuyi Katumba | Sep 5, 2025 | Mining, News

BACKGROUND The illegal mining pandemic in South Africa, and the African continent at large, which is often blended with artisanal and small-scale mining (ASM), presents a severe threat to the country’s formal mining sector, economic stability, and security. In South...
EMPLOYMENT LAW ALERT 4/2025 – CODE OF PRACTICE: DISMISSAL

EMPLOYMENT LAW ALERT 4/2025 – CODE OF PRACTICE: DISMISSAL

by Melanie Hart | Sep 4, 2025 | Employment, News

The Minister of Employment and Labour has published and gazetted a Code of Practice on Dismissals, in terms of Section 203(2A) of the Labour Relations Act, which takes effect from date of publication, being 04 September 2025. The Code repeals Schedule 8 of the Code of...
DISMISSALS FOR FAILURES TO ADHERE TO SAFETY REQUIREMENTS IN THE WORKPLACE AT MINES – THE LABOUR COURT REAFFIRMS MINE HEALTH AND SAFETY OBLIGATIONS

DISMISSALS FOR FAILURES TO ADHERE TO SAFETY REQUIREMENTS IN THE WORKPLACE AT MINES – THE LABOUR COURT REAFFIRMS MINE HEALTH AND SAFETY OBLIGATIONS

by Warren Beech | Sep 4, 2025 | Employment, Health and Safety, Mining

“Safety of employees at the workplace is paramount, it cannot be compromised. An employer cannot be expected to wait until an employee has maimed or lost his or her life before taking decisive action against an employee who has exposed fellow employees to danger....

Recent Posts

  • COMBATING ILLEGAL MINING IN SOUTH AFRICA: CAN MINING COMPANIES CO-EXIST WITH ARITSANAL AND SMALL-SCALE MINERS?
  • EMPLOYMENT LAW ALERT 4/2025 – CODE OF PRACTICE: DISMISSAL
  • DISMISSALS FOR FAILURES TO ADHERE TO SAFETY REQUIREMENTS IN THE WORKPLACE AT MINES – THE LABOUR COURT REAFFIRMS MINE HEALTH AND SAFETY OBLIGATIONS
  • THE “DUTY OF CARE” AND CONSEQUENCES OF NON-COMPLIANCE
  • TOP TIP TUESDAY – DOES CONTRAVENTION OF A ZERO TOLERANCE ALCOHOL AND SUBSTANCE POLICY IN THE WORKPLACE ALWAYS JUSTIFY DISMISSAL?

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