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HRM Study Notes 2

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13 views2 pages

HRM Study Notes 2

study notes

Uploaded by

charissefryer71
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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The laws and acts that affect HR in South Africa include:

Labour Relations Act (LRA)

 Purpose: The LRA aims to promote collective bargaining and regulate the relationship
between employers and employees in the workplace.

 Requirements: The act requires employers to engage in collective bargaining with trade
unions, provide information to employees, and ensure fair labour practices.

 Application: The LRA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the LRA by engaging in collective
bargaining, providing information to employees, and implementing fair labour practices. This
includes providing employees with the right to join or form trade unions, participate in
collective bargaining, and engage in protected strikes.

Basic Conditions of Employment Act (BCEA)

 Purpose: The BCEA aims to regulate the basic conditions of employment, including working
hours, leave, and remuneration.

 Requirements: The act requires employers to provide employees with a minimum set of
benefits, including a minimum wage, annual leave, and sick leave.

 Application: The BCEA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the BCEA by providing employees
with the minimum set of benefits, including a minimum wage, annual leave, and sick leave.
This includes ensuring that employees are paid a minimum wage, are entitled to a minimum
of 21 days of annual leave, and are entitled to sick leave.

Employment Equity Act (EEA)

 Purpose: The EEA aims to promote employment equity by prohibiting discrimination based
on race, gender, or disability.

 Requirements: The act requires employers to take active steps to achieve employment
equity, including implementing affirmative action measures and providing training and
development opportunities to employees from designated groups.

 Application: The EEA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the EEA by implementing


affirmative action measures, providing training and development opportunities to
employees from designated groups, and monitoring and reporting on their employment
equity progress. This includes ensuring that employees from designated groups are
represented in all levels of the organisation and that there is no discrimination based on
race, gender, or disability.

Skills Development Act (SDA)


 Purpose: The SDA aims to promote skills development and training in the workplace.

 Requirements: The act requires employers to provide training and development


opportunities to employees, including apprenticeships and learnerships.

 Application: The SDA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the SDA by providing training and
development opportunities to employees, including apprenticeships and learnerships. This
includes ensuring that employees are equipped with the necessary skills to perform their
jobs effectively and that the organisation is contributing to the development of the South
African workforce.

Occupational Health and Safety Act (OHSA)

 Purpose: The OHSA aims to promote occupational health and safety in the workplace.

 Requirements: The act requires employers to ensure a safe and healthy work environment,
including providing personal protective equipment and conducting regular safety
inspections.

 Application: The OHSA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the OHSA by providing a safe and
healthy work environment, including providing personal protective equipment and
conducting regular safety inspections. This includes ensuring that employees are aware of
the risks associated with their work and that the organisation is taking steps to mitigate
those risks.

Compensation for Occupational Injuries and Diseases Act (COIDA)

 Purpose: The COIDA aims to provide compensation to employees who are injured or
become ill as a result of their work.

 Requirements: The act requires employers to register with the Compensation Fund and
provide employees with information about the compensation process.

 Application: The COIDA applies to all employers and employees in South Africa, regardless of
the size of the organisation or the type of industry.

 Implementation: Employers must ensure compliance with the COIDA by registering with the
Compensation Fund and providing employees with information about the compensation
process. This includes ensuring that employees are aware of their rights and responsibilities
under the act and that the organisation is taking steps to prevent workplace injuries and
illnesses.

These laws and acts are critical for HR professionals in South Africa, as they provide the framework
for managing employees and ensuring compliance with labour legislation

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