02 · HR
We take over the HR duties.
That line is the practice. You should not have to become a labour lawyer because you hired a team. We sit in that seat.
HR outsourcing here is not a portal and a chatbot. It is a person who already knows the LRA, who will draft the warning, walk the process, and tell you when you do not have a case.
Owners call when something has already gone wrong. The better use of this work is earlier: a short set of rules the floor can actually follow, and someone to ring when a staff matter arrives.
- Policies that get used Discipline, grievance, leave, and the few others the workplace actually needs — written in language people will read.
- Discipline before the hearing Counselling, warnings, and a file that will survive a later test of fairness.
- Grievances and disputes Heard, recorded, and closed — or prepared if they will not close.
- Union and wage negotiations We sit in the room so the owner is not bargaining alone — and so what is agreed can be paid and enforced.
- Leave schedules Annual leave, sick leave, maternity and parental leave — dated, so UIF claims and hearings do not start from memory.
- A monthly retainer The total HR function off the desk: discipline, pay queries, unions, leave. Not a one-off firefight.