We offer a range of specialist consulting and professional services at an affordable monthly retainer to suit your business’s scope and specific needs.

We Manage Companies of All Sizes

Using one company that provides this broad spectrum of legal services reduces overall costs dramatically because you don’t have to deal with different companies, while also receiving the highest level of service.


We provide local and multi-national businesses, ranging from SMMEs to large organizations and across a broad spectrum of industries.

With tailor-made strategies and solutions to meet South Africa’s legislative requirements.

How We Can Help

Our overall aim is to assist you in developing your business to operate both legally and sustainably, and so take advantage of South Africa’s unique economic landscape.

How It Works

Starting a new business comes with much ambiguity and responsibility. There seems to be so many legal requirements when setting up a business that it could be overwhelming. With the introduction of the new Companies Act, it basically means that there are more stringent requirements regarding accountability and transparency that impact businesses in various ways.

Selecting the right business structure from the outset can spare one a lot of headaches later down the line. Each legal structure has diverse pros and cons, and fundamentals such as the nature, size and ownership structure of the new business will all have an influence on this decision. Each of these business structures has different consequences in terms of personal liability, taxes, admin costs, the ability to raise capital, etc. The Companies Act encourages enhanced standards of corporate governance and sets minimum accounting standards for a company’s annual reports, with firmer provisions governing directors’ conduct and liability.

Spectrum Labourt Solutions assists start-up and existing businesses to comply with the new Companies Act and amended Close Corporations Act by bringing all relevant company documents in line with new legislation.

Spectrum LAbour LAws

Our Services

We offer a range of specialist consulting and professional services

human resource

Outsourcing your HR functions with SLS can help your business stay current with labour laws and regulations. Our professional HR services include:

  • Drafting new and updating existing HR policies based on the current labour legislation
  • Drafting letter of appointments and employment contracts
  • Performance management
  • HR strategies implementation
  • Occupational health and safety compliance
  • HR audits
  • HR procedures and processes formulation
  • Employment equity
  • Employee engagement
  • Report writing
  • Diversity training
  • Employee benefits
  • Talent management
  • Workforce planning
  • Training and skills development
  • Career coaching and professional development
  • Job profiling

Industrial Relations

To maximise economic gain and the potential for industrial growth, there need to be a good and sound relationship between the employer, employee and other stakeholders involved. At SLS, we strive to provide and assist our clients with sound advice and knowledge in order to prevent and resolve labour disputes. Our IR services include:

  • Industrial relations consulting and support
  • IR compliance training for management and staff
  • Work performance, negligence and competence
  • Dispute and grievance resolutions
  • Chairing disciplinary enquiries
  • CCMA and Bargaining Council preparation

Employment Equity Compliance

Employment equity is a mechanism used to achieve equity in the workplace. The Employment Equity Act focuses on eradicating unfair discrimination in any form in hiring, promotion, training, pay, benefits and retrenchments in organisations. The Affirmative Actions are measures designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equally represented in all occupational categories and levels in the workforce of a designated employer.
How can SLS assist?

  • Preparation, implementations and monitoring of the EE policies and procedures
  • Conducting workplace audit
  • Training employees and management on EE
  • Setting up an EE committee
  • Develop strategy and EE plan
  • Assist with submitting EE reports to the Department of Labour

Skills Development

The Skills Development Act aims to develop the skills of employees, improve productivity in the workplace, encourage employers to use the workplace as a place where learning can take place and where opportunities are provided for new employees to gain work experience. At SLS, we offer comprehensive skills development services, ensuring compliance with the Skills Development Act (97 of 1998) and the Skills Development Levies Act (9 of 1999).
Our services include:

  • Offer advice on the implementation of the workplace skills plan and pivotal plan
  • Assist with the development of a workplace skills plan and pivotal plan
  • Advise on the quality assurance requirements as set by the relevant SETA
  • Submission of workplace skills plan and pivotal plan to the SETA
  • Assist with applying for funding and registering learnerships, internships and other projects offered by the SETA
  • Compilation of annual training reports and training plans for companies

Training and Skills Programme

Our variety of learnerships and skills development programmes make it easy for learners to acquire the skills they need for their specific workplace or industry. Our learnerships and courses are up-to-date and outcomes based, with industry-related learning material.

Our training approach includes blended training methodologies which comprise of both conventional (classroom style) and e-Platform (online training) training courses to specifically accommodate learners who want some flexibility to study in the luxury or privacy of their homes or offices. Our courses are up-to-date and outcomes based, with industry related learning material.

Youth Employment Service

Much of the debate in South Africa today focuses on ways to facilitate job creation, to shrink income differentials and to redress inequalities in accessing wealth.

We have seen our youth (classified as between the ages 15 and 34) being largely affected by the economic slowdown and low levels of employment in the labour market. South Africa is no exception to the global unemployment phenomenon and has a national unemployment rate of 29%. The youth are the most vulnerable in an economy where skills are required, with their future relying heavily on job readiness and ability to enter the job market.


What are the main sources of employment law?

The Constitution of the Republic of South Africa, 1996, the Labour Relations Act 66 of 1995 (“the LRA”); the Basic Conditions of Employment Act 75 of 1997 (“the BCEA”); the Employment Equity Act 55 of 1998 (“the EEA”); and judical precedents.

What is the difference between Labour Law and Employment Law?

Both Labour and Employment Law look at the legal relationship between employer and employee; and in particular the legislation that governs that relationship.

Who or what exactly is “an employee?”

The Basic Conditions of Employment Act and The Labour Relations Act define an employee as; “any person who works for another person or for the State and receives remuneration.” As one can see that is a very broad definition. This covers any person who, in any manner assists in carrying out or conducting the business of an employer; excluding an independent contractor; who is considered to be self-employed.

Therefore; if a person works only part time for another person, this does not exclude him/her from being regarded as an employee under the employment legislation

What are the various types of statutory leave available to employees?

Annual leave, sick leave, family responsibility leave and maternity leave

How many leave days per category is an employee entitled to?

Annual leave

At least 21 consecutive days following the employee’s date of employment or the completion of the employee’s prior leave cycle; or one day for every 17 days worked or one hour for every 17 hours worked.

The 21 consecutive days leave entitlement simply means that the number of work days within the 21 consecutive days is the number of work days that the employee must be granted on full pay for annual leave purposes. The working days will be fifteen in respect of employees working a five-day week and eighteen in respect of those working a six-day week.

Can an employer withhold leave pay from an employee who gives 24 hours notice and is owed leave pay by the employer?

No. Section 40 of the BCEA makes it clear what payments must be made to employees upon termination of employment, and this includes outstanding leave pay.

The only way around this is if it is inserted into the employment contract as a condition of employment that, should the employee contravene the provisions regarding the period of notice required, then the employer would be entitled to withhold salary or leave pay in lieu of notice. Fortunately for employers in the electrical contracting industry, the collective agreement allows for the employer to recover the notice pay from money owing to the employee.



Get In Touch

Spectrum Labour Solutions is helping thousands of people develop their business both legitimately and sustainably. If you have any questions about our services, please call one of out toll-free nymbers below or email using our contact email below.