Labour Relations Act, 1995 (Act No. 66 of 1995)

Codes of Good Practice

Dismissal based on Operational Requirements

Annexure A - Notice of possible retrenchments
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Annexure A - Notice of Possible Retrenchments

 

A notice of possible retrenchments should address the following—

 

1

Number and job categories of employees

How many employees are likely to be affected and in what job categories? 8

2

Reasons

What are the operational reasons for the proposed retrenchments?

3

Alternatives
•What alternatives are considered?
•If those alternatives have not been pursued, why not?
•If any alternatives are offered, what are they?

4

Selection criteria

What criteria are proposed for selecting the employees for retrenchment?

5

When the proposed retrenchments will take place

At what time or during which period will the proposed retrenchments take place?

6

Severance pay

What is the proposed severance pay to be paid?

7

Assistance

What assistance does the employer propose to offer to the retrenched employee?

8

Re-employment
•Is there any possibility of re-employment?
•If so, who will be offered employment first, and what are the arrangements for keeping in contact?

9

Employers with more than 50 employees

Employers which employ more than 50 employees must disclose the number of employees employed by the employer and the number of employees that the employer has retrenched in the preceding 12 months. 9

 

________________________________________

8For larger employers, it would be useful to give the employee's full name, job title and company number.
9This information is necessary to determine whether section 189A of the Act applies.

 

[Annexure A of Schedule 8 inserted by Notice No. 3470, GG53294, dated 4 September 2025]