Since the decriminalisation of the cultivation, possession and use of cannabis for private purposes, there have been several cases in which employees have challenged their employers regarding the banning or restriction of cannabis.

With AI moving at breakneck speed, senior executives need to understand the new realities of intellectual property and patents, write Wharton's Scott Snyder and co-author Mark Pecen.

A case of serious misconduct may also amount to a criminal offence. Does the employer have to wait until the disciplinary proceedings have run their course before laying a criminal charge?

Artificial Intelligence (AI) that is able to produce human-like communication, otherwise known as generative AI, is quickly changing how we function on a day-to-day basis.

A new Code of Good Practice on the Prevention and Elimination of Harassment, came into effect on 18 March 2022

What does the future hold with regard to the wearing of masks, social distancing, vaccination and other protective measures in the workplace?

In the employment context POPIA covers all personal and special personal information that an employer (referred to as a ‘responsible party’) might have about job applicants, employees and former employees (referred to as ‘data subjects’).

Aside from the adverse economic, health and social impact of the Corona crisis on people generally, employers are also confronted by complex legal issues and facing several employment challenges after lockdown.

People may no longer be prosecuted for cultivating, possessing and using small amounts of dagga for private purposes. But what are the consequences for the workplace?

It's a well-known fact that an employee who is suspended pending a disciplinary hearing is entitled to be paid. What's not so well known, is that the employee could claim additional compensation if the suspension is regarded as unfair.