FAQs

SLWORKS offers immediate, hands-on support for HR compliance, dispute management, and policy implementation. Whether you need to review your contracts, handle a sensitive disciplinary matter, or prepare for a labour inspection, we provide trusted guidance and tailored solutions — ensuring your business is compliant, your people are protected, and your leadership is empowered.

An IR consultant acts as your compliance and labour-relations partner. They interpret legislation, assist with policies, represent you during disputes, and guide you through disciplinary or retrenchment processes. SLWORKS consultants bring both legal insight and practical experience to help employers act fairly, confidently, and within the law.

For many SMEs, outsourcing HR and payroll is cost-effective and efficient. It ensures accuracy, confidentiality, and compliance with tax and labour laws without the cost of hiring a full HR department. SLWORKS provides complete HR and payroll solutions designed to save you time, reduce risk, and let you focus on growing your business.

Under the Occupational Health and Safety Act (OHS Act), every employer must provide a safe working environment and enforce safety standards. Non-compliance can have both legal and criminal consequences. SLWORKS assists businesses in developing safety policies, conducting workplace audits, and training staff to meet these obligations confidently.

This area of law is evolving. While private cannabis use is legal, impairment at work is not. Employers must focus on safety and the ability to perform duties. SLWORKS helps you create legally defensible substance policies that align with recent case law, protecting both your employees and your business.

Prevention starts with clear communication, fair policies, and trained leadership. Regular employee engagement, documented feedback, and early conflict resolution help reduce misunderstandings. SLWORKS offers proactive dispute-prevention strategies, including training and advisory support for managers to handle challenges before they escalate.

A dismissal is only fair when it meets two requirements: Substantive fairness: The reason for dismissal is valid (e.g. misconduct, incapacity, operational requirements). Procedural fairness: The correct process is followed (e.g. warnings, hearings, and documentation).SLWORKS helps you ensure both aspects are met, protecting your business from unfair dismissal claims and potential compensation orders.

Labour legislation and case law evolve constantly. We recommend reviewing your HR documents at least once a year, or immediately following any changes in legislation or company structure. SLWORKS monitors these developments for you and updates your frameworks so you stay current and compliant without the stress.

The most important step is not to panic — and not to go alone. CCMA cases often hinge on whether procedures were followed correctly. SLWORKS provides expert representation and support to help you prepare your case, review documentation, and ensure you understand your rights and responsibilities throughout the process.

Yes — absolutely. Even small businesses must comply with the Labour Relations Act and other key employment laws. Having clear policies protects you in the event of disputes and ensures consistent treatment of employees. SLWORKS creates tailored HR frameworks for small businesses so you’re compliant without unnecessary complexity.