How do labour lawyers help employees navigate workplace disputes?
Learn how labour lawyers help employees handle workplace disputes, from discrimination and wage claims to severance and wrongful termination. Click and discover more.
Good day We want to immigrate to the Netherlands in . We are going over on a HSM visa for my husband. My son now 21 / 22 in November would like to go with us as he is financially depended on us. The catch is he is not my husbands biological son. He never adopted him but he has been looking after him since the age of 3 years. Will we still be able to find a way to take him with us or is it a lost case as he is not legally adopted by my husband? Thank you
I have been married to a Congolese man for 16 years and we have been together for round and about 19 years his paperwork disappears over the years and now we seek help for him to exit South Africa to go and fix his paperwork only document he has is our married certificate and an expired passport. Please assisted us as we have 5 kids together and he have been everything to me and kids.
Let's say it a property that is used for busines with some in between a loan and paid up loan and disputes over amounts and terms The rented property was agreed on verbally and now disputed. 1stly WhatsApp proof on rental 2ndly disagreed on amount which was sent to the family court 3rdly different amount from WhatsApp amount and the family court amount and now agreed to WhatsApp amount and changing story to being 2 shops rented instead of 1 Which is incorrect and a lie
I took out a protection order on my ex-boyfriend in April. I went with the police to give him the protection order but I could't find him. This was after 3 attempts. I went back to the magistrate and they then granted me a re-service to service the protection order to him electronically via email and WhatsApp. I'm wondering if a lawyer can assist me with submitting the protection to him electronically.
I am seeking legal advice regarding an employment dispute involving an alleged salary overpayment and a possible allegation of dishonesty or breach of trust by my employer. I was originally employed as a Customer Service Expert. I later acted in a Team Leader role and received the applicable acting allowance. When the acting role ended in January, the acting allowance ceased, and I reverted to my normal salary for February, March, April and May. In June, I noticed that my salary had increased unexpectedly. I discussed this with my line manager, and we both considered that it might be an administrative error. However, no action was taken at the time, and the salary continued to be paid. The increased salary also appeared on the company's official BMS system. The following month, my annual ASR increase was applied to the higher salary amount, increasing it further. This reinforced my belief that the salary had been verified and approved by the company. The salary remained reflected on the official company systems for several months. Thereafter, I applied for and was appointed to a permanent Team Leader position. I received and signed a promotion contract reflecting a salary of R19,, which was calculated from the salary already reflected on the company's systems. I have now been working under this contract for approximately five months. Recently, HR informed me that the earlier salary increase was allegedly an error. They have indicated that they may reduce my salary and recover the alleged overpayments. During discussions, concerns were also raised regarding dishonesty, breach of trust, and an alleged failure on my part to report the increase. My concern is that although I did discuss the increase with my line manager when I first noticed it, this conversation took place verbally and I do not have written proof of it. I am therefore concerned that the company may attempt to rely on this lack of written evidence to allege dishonesty or a breach of my duty of good faith. I would appreciate advice on the following: Whether the company may lawfully reduce my current salary after I signed and accepted a promotion contract reflecting the higher salary. Whether the company may recover the alleged overpayments under these circumstances. Whether the facts support a potential allegation of dishonesty or breach of trust. What rights and protections I have under South African labour law. What steps I should take to protect my position should disciplinary action be pursued. Just to add on to the above. My line manager has sent in her statement, which states that she was aware of the change.
Uncontested divorce No children Married out of community with the accrual system. Settlement was already agreed and paid out between ourselves. No settlement document signed yet, but we were both in agreement with the settlement. Ex now permantently lives in UK, so he will have to be served over there. We were married in SA. He is aware of it and will not contest it. Very amicable divorce.
I am writing to respectfully request assistance and possible legal representation in my divorce matter. Due to my financial circumstances, I am seeking assistance from a law clinic or an attorney who may be able to offer services at a reduced rate. I have already instituted divorce proceedings myself and the summons has been served on my spouse. At this stage, I am seeking legal guidance and representation going forward, particularly should the matter become defended and for any court appearances that may be required. By way of background: • I am married in community of property. • The marriage has lasted approximately 1 year and 6 months. • There are no children born of the marriage. • The marriage has irretrievably broken down. • There are ongoing protection order proceedings related to the circumstances surrounding the breakdown of the marriage. • My spouse is unemployed and receives a SASSA grant. • I have been the sole financial contributor throughout the marriage. I am seeking advice and representation regarding a claim for forfeiture of benefits. My concern is that my spouse may seek to benefit from assets and retirement savings that I accumulated through my own efforts, including retirement investments to which I had been contributing for several years before the marriage. I have already completed much of the groundwork myself and can provide the following documents: • Divorce summons. • Return of service. • Protection order documentation. • Retirement fund information. • Supporting documentation relevant to the matter. I would be grateful if your office could advise whether you are able to assist me and, if so, what fees or payment arrangements may be available. Any consideration for reduced fees or a payment plan would be sincerely appreciated. Thank you for your time and consideration. I look forward to your response.
I want to dissolve a customary marriage. I paid lobola (as a first payment) and when i went back to finalise the last payment. She then refused the process should continue. We never slaughtered anything or did any traditional ritual. It ended just like that. I've been advised i should dissolve what i started therefore i need a legal advise and with the deadline of 31 August that the minister has pronounced for new customary law. Am i covered or do i still need a divorce decree?
I worked as a Manager for the same company for approximately six years at the company's instruction, I invoiced monthly for my basic salary and commission rather than being paid through payroll. Following the closure of the business, all staff were retrenched and paid accordingly, except for myself and my direct manager, who worked under the same invoicing arrangement. The company now argues that we were consultants and therefore not entitled to severance pay. I referred an unfair dismissal dispute to the CCMA following the retrenchment. The employer argued that because more than 10 employees were retrenched, the unfair dismissal matter falls under the Labour Court rather than the CCMA. I argued that my employment status must first be determined, and the Commissioner agreed and will issue a jurisdictional ruling by approximately 16 July . If the Commissioner rules that I was an employee, I will likely need legal representation in the Labour Court to pursue the unfair dismissal claim and compensation, while separately pursuing severance pay through the CCMA. If, in the unlikely event, the Commissioner rules that I was a consultant, I would first need to approach the Labour Court to challenge and overturn that ruling.
I respectfully request urgent legal assistance regarding my family documentation and parental rights. I have been living in South Africa since and currently do not possess valid immigration documentation. I am the biological father of minor children whose mother is a South African citizen. The children's mother is supportive and willing to cooperate in formally registering my paternity. At present, my name does not appear on the children's birth certificates. I wish to regularize my parental status through the lawful procedures required by the Department of Home Affairs, including any paternity acknowledgement or DNA testing process that may be required. My primary concern is that, due to my undocumented status, I fear arrest, detention, or deportation if I attend Home Affairs without legal guidance or protection. I am therefore seeking assistance to: Protect the family unit and the best interests of the children. Obtain legal advice regarding my immigration status. Register my paternity safely and lawfully. Ensure my children's records accurately reflect their biological father. Explore any available legal remedies that may allow me to regularize my status in South Africa. I respectfully request guidance on the appropriate legal process and representation where necessary.