YOUR LEGAL STRATEGISTS IN HUMAN RESOURCES
At Brittan Law, we deliver strategic advice and offer personal attention to your matter at a reasonable rate.
Ryan has spent a large portion of his career in a corporate environment, learning from some of the best and brightest legal minds in South Africa. He has advised many multi-national corporates and government parastatals on a wide range of legal issues. Ryan enjoys tackling complex labour and workplace matters while providing simple, innovative solutions for both corporates and SMMEs alike
Brittan Law is the culmination of over a decade’s experience in corporate and labour litigation. We believe that a company’s human resources are its biggest asset, with this in mind, we deliver on-point, personalised advice and representation. Our services include:
A lack of understanding of South Africa’s employment laws can land your company in hot water. Our outsourced Human Resource offering assists our clients who are in need of a fully developed HR service but who do not employ a full-time HR practitioner.
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Retrenchment constitutes what is called a no-fault form of dismissal. The Labour Relations Act provides the process to be followed when undertaking retrenchments while the Basic Conditions of Employment Act set out how severance packages and notice periods are determined.
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The employment agreement is the foundation of the employment relationship. These agreements can be written or oral. We strongly warn against oral agreements as the terms of employment are not properly recorded and as such disputes may and often do arise in future.
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It is important to have a good understanding of labour law when undertaking negotiations with Unions. Regard should always be had to the recognition agreement with the union which regulates the conduct of the union and employer.
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Disciplinary hearings can get somewhat complicated, especially when numerous witnesses need to be called. It is for this reason that Employers often elect to be represented by an attorney during disciplinary hearings.
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Unlike in the Labour Courts and, Legal representation is not always permitted at the CCMA and Bargaining Councils. Consulting with a labour attorney may however give you the upper hand when preparing for a case.
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A chair person with no vested interest in a disciplinary hearing is often more impartial and likely to recommend a more appropriate sanction. Having an experienced labour attorney chair your disciplinary hearing will likely lead to fewer adverse orders in subsequent CCMA proceedings.
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An unfair labour practice is an act by an employer which unfairly prejudices an employee. This could range from unfair demotion to unfair disciplinary action. Unfair labour practices are often heard in the CCMA and can costly ramifications for employers.
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Recent News
New parental leave laws and how they could affect you
On 28 October, the presidency signed a proclamation to the effect that as from 1 November 2019, the provisions of the long-awaited Labour Laws Amendment Act relating to parental benefits would come into effect. The Labour Laws Amendment Act amends the Basic Conditions...