The principle of collective bargaining may be regarded as one of the major institutions of employment relationships as it plays a pivotal role in regulating and restoring the employment relationship between the employer ...

The International Labour Organisation (ILO) is dedicated to achieving social justice throughout the world. It specifically recognises the right to collective bargaining as one of the main drivers of its ambitions. It desires ...

Trade unions play a significant role during the collectively bargaining with the employer in order to uphold the interests and protection of employees’ rights within the labour relations framework of South Africa. Organised ...

The right to fair labour practice is guaranteed in terms of section 23 of the Constitution. The right includes the rights of both employees and employers. In terms of the Labour Relations Act 66 of 1995, employees have the ...

Like in many other countries, the use of replacement labour during protected strike action has been and continues to be one of the most controversial issues in South Africa's industrial relations system. It is often, inter ...

Recently, South African company law underwent a dramatic overhaul through the introduction of the Companies Act 71 of 2008. Central to company law is the promotion of corporate governance: companies no longer are accountable ...

Section 23(5) of the Constitution entrenches trade unions, employer's organisations and employers' right to engage in collective bargaining. For employees, collective bargaining is the key which opens the door to better ...

Section 23(2) of the Constitution gives every worker the right to strike and the LRA gives effect to that right. Section 64 of the LRA, however, requires that the issue in dispute first be referred to a bargaining council ...

In South Africa the Constitution of the Republic of South Africa, 1996 hereafter referred to as (the Constitution) is the supreme law and any conduct inconsistent with the Constitution is invalid. In terms of section ...

Section 23(1)(d) of the Labour Relations Act 66 of 1995 is a provision that allows an employer and a trade union that enjoys representivity of the majority of employees at a workplace to enter into a collective agreement ...