Recent Constitutional Court and Labour Court decisions are sending a clear message to employers — but are you getting it right in your workplace? This article explores the practical lessons emerging from recent case law, with a focus on constructive dismissal, ill health and incapacity, consistency in discipline, and fairness in workplace decision-making. Designed for Line Managers, HR practitioners and ER specialists, it translates legal principles into clear, practical guidance to help organisations reduce risk, avoid disputes, and stay on the right side of the law.

Conflict Dynamics was founded on 27 April 1996 by John Brand and Felicity Steadman, following their appointment to train the first cohort of CCMA Commissioners. Since then, it has grown into a leading practice in labour dispute resolution, training, and mediation, now managing up to 100 referrals a month. As we mark 30 years, we reflect on the journey, the people, and the learnings that shaped us—and look ahead to what comes next. Read about the journey here.

When reviewing three recent Labour Court decisions involving the discipline and subsequent dismissal of an employee, one theme stands out more clearly than ever - context matters and can shape the outcome of disciplinary action. In this article which is based on a recent webinar hosted by Conflict Dynamics, Ingrid Lewin unpacks the practical lessons for employers from the cases.

Adapted from a presentation by Qaqamba Moeletsi, this article explores the rising threat of technology-facilitated violence in the workplace and the critical steps employers must take to address it.

Mediation in South Africa, like in many jurisdictions, is often misunderstood, despite its growing prominence—especially with the introduction of rules like High Court Rule 41A, which encourages its use, and the Gauteng High Court Mediation Protocol, which requires it. Some lawyers and parties think that the mediator makes recommendations for settlement or even decides the outcome. Others consider that mediation is only for small, simple disputes. Parties fear that they will have to sit in the same room as the other party.

In this article based on insights from a recent webinar hosted by Conflict Dynamics, Jayshree Moodley advocates for a human-centred approach to the topic of navigating Workplace Harassment that goes beyond legal compliance, emphasizing dignity, empathy, and accountability. Drawing on the South African Code of Good Practice, this article highlights the pivotal roles of HR, ER practitioners, and line managers in fostering psychologically safe environments, modeling respectful behavior, and intervening early.