COVID-19 Workplace Compliance
Health, Safety and Claims
Management Course


(Including the latest DEL Amended Directive - Consolidated Direction on Occupational Health and Safety Measures in Certain Workplaces – 11 June 2021)


Interactive Online Course (2 X 4½ Hour Sessions)


Course is presented over a two-day period (From 08:30 to 13:00 on both days)



22 & 23 July 2021 (08:30 - 13:00) Inter active Online Course



Online Booking Form



Click here to download registration forms for 22 & 23 July 2021 (08:30 - 13:00) Interactive Online Course



Course Content

By attending this course delegates will earn 5 CPD points from SAIOSH


Module 1: Background and scope of guidance

  • Introduction, background and information


Module 2: Health and safety legislation pertaining to COVID-19

  • South Africa’s risk adjusted strategy for economic activity related prescriptions

  • Legislation pertaining to COVID-19

  • Notices, statues and directives pertaining to COVID-19 (DEL, DOH, Compensation Fund)


Module 3: COVID-19 employer, employee and third-party obligations

  • Relationship between COVID and the Occupational Health and Safety Act

  • Employer’s obligations towards employees and third parties

  • The appointment of COVID-19 compliance officers

  • COVID responsibilities of employees

  • COVID-19 classification, monitoring exposure at workplace, medical surveillance (HBAR)


Module 4: Management of vulnerable employees

  • Dealing with vulnerable employees

  • Return to work of vulnerable employees


Module 5: Guidelines for mandatory vaccination policies for the workplace

  • COVID-19 vaccination

  • COVID-19 risk assessments and vaccination

  • Guidelines if an employer makes vaccination mandatory

  • Required support to assist employees

  • When can a worker refuse vaccination?

  • The nature of the vaccines used in South Africa

  • The benefits associated with these COVID-19 vaccines

  • The contra-indications for vaccination and the nature of risk of any serious side effects such as severe allergic reactions


Module 6: COVID-19 workplace risk assessment and plans for protective measures

  • How to undertake a risk assessment and applicable sectoral guidelines.

  • Identification of vulnerable employees, workplace accommodation and return to work

  • Selecting a suitable risk assessment methodology (example provided to delegates)

  • Identifying and classifying employees risk exposure and applying the prescribed control measures

  • Practical explanation of the steps that needs to be followed during the assessment process

  • Prescribed consultation process

  • COVID-19 workplace plans for protective measures


Module 7: Prescribed COVID measures for workplaces

  • Application, prescribed administrative measures, social distancing measures, symptom screening prescriptions, provision and use of sanitizers, disinfectants and washing of hands

  • Prescriptions relating to the provision and use of cloth masks

  • Prescriptions relating to ventilation and specific PPE

  • Measures for small businesses


Module 8: Management of COVID-19 cases in the workplace

  • Symptom monitoring and management

  • Identifying high risk and low risk COVID exposures at work

  • Isolation and quarantine leave

  • Quarantine at home guidelines for employees

  • Submission of COVID-19 related health data from workplaces


Module 9: Environmental cleaning, disinfection and decontamination of the workplace               

  • Timeframe that the virus remains on surfaces

  • Routine cleaning and disinfecting of the workplace

  • Closure of the workplace for decontamination purposes

  • Prescribed decontamination and deep cleaning procedures for possible infected work areas

  • The use of hazardous chemical substances


Module 10: Steps to be taken when a person presents with COVID-19 symptoms (symptomatic persons)

  • Discussion includes isolation facilities, prescribed isolation and transportation procedures


Module 11: Assessment of the risk of transmission to persons and surfaces

  • How to assess the risk of transmission to persons and surfaces

  • Disinfection/ decontamination of the workspace

  • Cleaning company transport vehicles after transporting a PUI or confirmed COVID-19 infection


 Module 12: Contact tracing and reporting to the relevant authorities

  • Contact tracing in the workplace (purpose, objectives and elements)

  • Contract identification, history details of contacts and contact listing

  • Reporting duties with confirmation of a positive person

  • Contact follow-up and the commencing of contact tracing

  • Screening of workers who may be at risk

  • Monitoring of close contacts of known COVID 19 cases


Module 13: Processing of COVID-19 Claims

  • Aim and objective of the COIDA

  • Compensation Fund and licences

  • Protection of employers against claims from employees and dependants

  • Categories of persons are entitled to compensation

  • Employer, employees and dependants

  • Criteria, diagnosis impairment for Coronavirus Disease (COVID-19)

  • Benefits, claims procedure, documentation and submissions of COVID-19 claims


Module 14: Right to refuse work, communication and training

  • Refusal to work due to exposure to COVID

  • Informing employees of COVID 19 related information

  • Providing training and information to management and employees

  • COVID related recourses


Module 15: Role of health and safety representatives and committees

  • Important role of health and safety representatives and committees in the management of COVID-19


Module 16: Recording and investigation of COVID-19 related cases

  • Record keeping requirements

  • Prescribed investigation for COVID-19 incidents


Module 17: Monitoring and enforcing directions

  • Notices, fines and penalties


Purpose of the course:

  • Due to the second wave of Covid related infections in South Africa, the infection rate is rising higher than before. One of the critical challenges for employers and businesses will be to effectively manage the risk in order to ensure business continuity.

  • This is a comprehensive course, compiled to assist employers and COVID-19 compliance officers in this regard. It provides attendees with critical information in order to manage COVID-19 effectively within the work environment. It will contribute towards providing and maintaining a safe and healthy work environment thus ensuring workplace compliance with statutory requirements.


 The programme will be useful for:

  • COVID-19 compliance officers,

  • Health and safety practitioners,

  • The CEO/ Managing Director,

  • Directors - Section 16(2) appointees,

  • Compliance officers and security officers,

  • Human resource managers,

  • Managers and supervisors,

  • Health and safety representatives and committee members,

  • Union representatives,

  • Anyone interested in being COVID-19 compliant



  • R 2290 (incl. Vat) per delegate

  • Price include course material, certificates


For further information contact:




Online Booking Form



Click here to download registration forms for 22 & 23 July 2021 (08:30 - 13:00) Interactive Online Course









The four-day working week and its impact on South African labour law: Are we ready?


If there is one thing we can learn from the COVID-19 pandemic, it is that many employees can work from anywhere and the “normal” 9 to 5 is no longer palatable to the upcoming workforce.



By Hedda Schensema, Director and Tshepiso Rasetlola, Associate, Employment Law, Cliffe Dekker Hofmeyr


Over the past two years, many employers have had to reassess their working arrangement as a result of the pandemic. COVID-19 served as a test run on what the “new normal” has to offer in respect of the employment relationship and some working conditions. This has resulted in many employers successfully implementing a hybrid working arrangement and, in some instances, even requiring their employees to work from home indefinitely.


Many employers have indicated that they have experienced an increase in productivity and less stressed employees. On the flip side, however, employees have been unable to shut down and find themselves working round the clock and over and above their normal working hours. Considering the above, does this mean that South Africa is ready for a four-day working week post COVID-19?

Countries like Belgium and the UK have been able to successfully implement a four-day working week. However, given that South Africa is highly regulated in respect of its labour and employment laws, it has been argued that it would not be as seamless or easy an exercise to implement in comparison to these countries.


South Africa has numerous bargaining councils and sectorial agreements that regulate basic conditions of employment in the different sectors and include, inter alia, working hours. In order to be able to implement a four-day working week model, these agreements will have to be amended and their terms renegotiated to align with such a model.


This means an employer cannot change the terms and conditions of employment as recorded in these agreements without first consulting the relevant stakeholders, which include trade unions, workplace forums and individual employees.


This is a process that is consultative and which must result in consensus being reached on all aspects related to the arrangement. A failure to obtain consent prior to implementing the working model may result in a unilateral change in terms and conditions of employment by an employer. This could expose the employer to a referral by its employees in relation to unilateral changes to terms and conditions of employment.


In addition to this, the relevant labour and employment laws will have to be amended to cater for the working model from a regulatory point of view. Employers will need to consider their health and safety obligations towards employees in terms of the Occupational Health and Safety Act 85 of 1993, which requires an employer to, among other things, do everything reasonably practicable to protect employees’ health and safety in the workplace. In this regard, an employer’s obligations to ensure the health and safety of its employees extends to where the employee is working outside of the conventionally understood workplace, including a home office.


Although a four-day working week model sounds like a brilliant and exciting idea, employers will have to assess their respective sector and industry in order to establish whether it would be practicable or even feasible for its business model. Employers will also have to consider the applicable legislation and agreements regulating their sector and engage in a consultative process with the relevant stakeholders.


It is, therefore, perhaps premature to make a concrete finding that the four-day working week model would be possible in a highly regulated country like South Africa. We will therefore have to monitor its progress and assess from an individual employer’s business model as to whether the four-day working week would be appropriate.


For more information please contact Hedda Schensema at [email protected] or Tshepiso Rasetlola at [email protected]


Article published with the kind courtesy of Cliffe Dekker Hofmeyr www.cliffedekkerhofmeyr.com.




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