The world may be forever changed with the onset of the coronavirus (COVID-19) pandemic; likewise, it is not unreasonable to suggest that our working lives may never be the same again. More locally, this is especially so taking into consideration the resultant widespread remote working arrangements put into place by employers in response to the nationwide lockdown.

Whilst many people may be aware of employers’ obligations and the precautions that they need to take in the workplace in respect of the recent Coronavirus outbreak – most employees are still unclear as to what their rights are, specifically in respect of leave.

Employers bear the onus, in terms of the Occupational Health and Safety Act 85 of 1993 (“the Act”), to provide and maintain a safe and healthy working environment for employees.

Employers often seek advice on whether they may consider an employee’s written warnings that have already expired, when imposing a disciplinary sanction of dismissal.

A law firm can be a stressful place to work: hierarchical structures, power imbalances and pressure to measure productivity by billable hours often push employees with expensive educations and phenomenal grades to perform at extraordinary levels.

In today’s economically unstable and financially pressured environment which is rife with high levels of unemployment, prospective applicants for employment positions have become so desperate to meet the criteria set out in job advertisements that they often tend to exaggerate their qualifications and / or skills to land their dream position.