Conditions of Employment

Breaking News




We receive many enquiries on this subject, particularly from employers and employees in the hospitality industry, the IT industry, call centres and so on.  The reason and that these inquiries come through to us is because, for some unknown reason, employers and employees in the these industries – known as the "24/7" industries -  have somehow developed the notion that they are "different"  from any other industry.


The Basic Conditions of Employment Act, chapter 2, and The Code of Good Practice - On the Regulation Of Working Time - lay down the criteria for this all important aspect of employment. If you, as an employer, do not have in your position a copy of the Basic Conditions of Employment Act, and/or the above-mentioned Code of Good Practice, then I suggest you obtain both as a matter of urgency.


No employee may work more than 45 hours per week normal time and the no employee may work more than 10 hours per week overtime. This applies irrespective of what industry you are in, because the act does not differentiate between different types of industry or employment environment. The only document that may bring about a different condition would be a sectoral determination, or perhaps a Main agreement or collective agreement.


Even though the industry you may be in is what is known as "24/7", this makes no difference. The maximum normal time remains at 45 hours weekly and the maximum overtime remains at 10 hours weekly. In addition, the Basic Conditions of Employment Act provides for a daily rest period of 12 consecutive hours between finishing work and recommencing work, and provides for a weekly rest period of at least 36 consecutive hours which, unless otherwise agreed, must include a Sunday.

 

Thus, it is obvious that, from the above, it is unlawful for an employer to force an employee to work a full shift of say 9 hours, and then be on "standby" for the next 12 hours - to do so would violate the condition regarding the daily rest period. Employees in the so-called "24/7" type of industry such as hospitality and IT, are still subject to the 45/10 rule.


Even on public holidays, such employees may not be forced to work on a public holiday except by agreement, and if they do work the public holiday they must get double pay for the day even if their normal shift falls on the public holiday. If they do not work the public holiday, then they are entitled to receive their normal wage for the day.


If the employee's normal shift falls on a Sunday, then he/she must be paid 1,5 times the normal wage rate for that work, and if the normal shift does not fall on a Sunday, but they are required to work that Sunday, then they must receive double the normal wage rate for the day.

 

Employers who allow  " days off" to compensate for additional hours worked (sometimes this is classed as the "averaging of working hours" or the "compressed working week") must be careful to note that these "days off" have  nothing whatsoever to do with the employee's annual leave, and the annual leave provision is over and above any days off that may be allowed. It has been reported that some employers deduct the days off from the annual leave entitlement. This is totally unlawful and employers would be wise not to indulge in such practices. Employees in the "24/7" industries are entitled to the normal sick leave and family responsibility leave benefits.

For further information, contact  This email address is being protected from spambots. You need JavaScript enabled to view it.

Courses and Workshops

Our Clients

 

Managing Day to Day Issues/ Problem Employees Full day workshop

29 September 2017

Southern Sun: Elangeni & Maharani, Elangeni Towers: Durban

13 October 2017

Southern Sun: OR Tambo International Airport

Workshop Policies and Procedures

05 October 2017

Southern Sun: OR Tambo International Airport

Basic Labour Relations

06 October 2017

Emperors Palace: Convention Centre

Skills Development Committee Training

12 October 2017

Southern Sun/Tsogo Sun Hotel: Or Tambo International Airport

19 October 2017

Protea Hotel By Marriott Tyger Valley: Cape Town

Workshop Chairing Disciplinary Hearings

12 & 13 October 2017

Emperors Palace: Convention Centre

Skills Development Legislation and Review

18 October 2017

Protea Hotel By Marriott Tyger Valley: Cape Town

26 October 2017

Emperors Palace: Convention Centre

The OHS Act and the Responsibilities of Management

27 October 2017

Southern Sun/Tsogo Sun Hotel : Or Tambo International Airport

17 November 2017

Protea Hotel By Marriott Tyger Valley: Cape Town

Health and Safety Representative Course

03 November 2017

Emperors Palace: Convention Centre

15 November 2017

Protea Hotel By Marriott Tyger Valley: Cape Town

Occupational injuries and diseases in the workplace

08 November 2017

Southern Sun/Tsogo Sun Hotel : Or Tambo International Airport

16 November 2017

Protea Hotel By Marriott Tyger Valley: Cape Town

2017: Case Law Updates

17 November 2017

Emperors Palace Convention Centre