A hearing. A referral. A staff matter that cannot wait.
- Chair a disciplinary or incapacity hearing
- Prepare the file before anyone speaks
- Appear with you at the CCMA
South Africa · Employers · Est. 1994
We take over
We take over
the labour side.
Staff, HR, payroll, UIF, workmen’s compensation and independent hearings — including the DRC and the CCMA. You keep running the business. We handle the people file.
Why this exists
Most owners do not need an HR department. They need the labour side done properly.
A missed contract. A hearing that was never chaired. A payslip that cannot explain itself at the CCMA. That is how small matters become expensive ones.
Just for Labour is built for that gap. Since 1994 we have supplied staff and, from 2010, taken over the total HR function: discipline, pay, UIF, WCA, unions, and hearings — including the DRC and the CCMA.
The name is the brief. We are not a general consultancy. We are just for labour: the people file, the process, the paperwork, the hearing.
Goal-driven, old-school on the follow-through. We take over the HR duties so you are not writing warnings at eleven at night.
The work
Four things. Done end to end.
01
Read
02
Read
03
Read
04
Read
Staff management
Sourcing, contracts, leave schedules, and the day-to-day of a workforce that actually has a paper trail.
HR outsourcing
The total HR function: discipline, pay queries, union and wage negotiations, leave, and the quiet work that keeps you compliant.
Payroll outsourcing
Payslips, PAYE, UIF, SDL, WCA and SIRA — plus sick leave and leave pay — so the month can stand up later if it has to.
Independent hearings, DRC and CCMA
An independent chair. A prepared bundle. Representation at a Dispute Resolution Centre or the CCMA.
Sectors
Domestic, food, motor, builders, security, metal, merchandising.
Domestic staff
Food industry
Motor industry
Merchandising & packers
Builders
Security
Metal
Two doors
Something is already on fire, or you want it off your desk for good.
Hand over HR, payroll and the staff file.
- Monthly payroll, UIF, SDL and WCA
- Contracts, unions, leave and day-to-day queries
- A named operations manager who already knows the file
How it works
No joining theatre. A conversation, then the file.
Tell us what landed.
A hearing date, a messy payroll, or a staff book that has never been a staff book. Message the Facebook page.
We read the file.
Contracts, warnings, timesheets, previous awards. We say what is missing before we touch anything.
We take it over.
Chair the hearing. Run the payroll. Keep the HR work. You get updates in plain language.
Questions we hear first
Straight answers.
Usually not. Most employers we help need someone who already knows the Act, can chair a hearing, run payroll, and file UIF and WCA without turning it into a department.
Four consecutive months under the BCEA. You need not pay the salary unless a contract or council says so — she claims from UIF, and the job is held. We set the dates and the papers. More on the questions page.
WCA / COIDA. You register, pay the assessment, and report injuries on duty. We run it with the monthly file so an unregistered injury does not land on you personally.
A Dispute Resolution Centre, usually at a bargaining council. Some sectors go there instead of the CCMA. We prepare the bundle and appear.
If the file can be read in time, yes — including matters that may go on to a DRC or the CCMA.
No. We stay on the labour file: staff, HR, payroll, UIF, WCA, hearings and disputes.
Almost always yes — they must know the charge and have a chance to answer. Skipping the hearing is how a strong case is lost. More employment-relations questions.
No magic number. Progressive discipline for lesser misconduct; a first offence can still justify dismissal if it is serious and the hearing is fair.