protection your business needs
Employees posting about your company, clients or colleagues — even on personal accounts, outside work hours — create serious legal and reputational risk. We draft policies that define what is prohibited, protect your reputation, meet POPIA, and give you enforceable grounds to act when something goes wrong.
no copy-paste templates
Disciplinary codes, leave policies, grievance procedures, performance management frameworks, remote work policies, confidentiality agreements and employee handbooks — the full range your business needs, each written for your actual operations rather than lifted from a generic template.
policies that actually work
A policy no one knows about cannot be enforced. We run awareness sessions, obtain written acknowledgements, and train managers to apply policies consistently. South African courts require proof that employees knew the rules — we make sure they did.
Social media and online conduct — what may be posted, disclaimers, monitoring
Reputation and brand protection — representing the company online, media comment
Confidentiality and data protection — POPIA obligations, customer data, photo sharing
Technology and device use — company devices, BYOD, email standards, monitoring
Remote and flexible work — hours, availability, home office safety, data security
Harassment and discrimination — including online harassment, reporting, investigation, complainant protection
Whistleblowing and protected disclosures — safe reporting channels, protection against retaliation
Traditional standards — discipline, grievances, leave, performance, timekeeping, health and safety
Clear procedures replacing "common sense" assumptions with written steps
Protection from reputational damage caused by employee posts
Proof employees were told the rules — critical CCMA protection
Consistent standards applied fairly across the organisation
Fewer disputes, because everyone knows where they stand
Small businesses with no formal HR policies, relying on "common sense"
Employers who lost a CCMA case over a social media dismissal
Businesses with policies written before social media, remote work and POPIA
Growing companies formalising rules beyond 10-20 employees
Private schools needing policies for educators, support staff, learners and parents
Employers preparing for Department of Labour inspections or CCMA disputes
Social media policies are essential, not optional — Employees who post about your company, clients or colleagues — even on personal accounts, after hours, on their own devices — create serious legal and reputational risk. Without a clear policy you cannot discipline them.
You can be held liable for employee posts — Under South Africa's "chain of publication" principle, associating yourself with an offending post — your company Facebook page, a WhatsApp group you administer, comments under your content — can make you liable.
Freedom of expression has limits at work — Constitutional rights to expression and privacy are not absolute where posts harm the employer, breach confidentiality, discriminate, harass or disrupt the workplace. You can only enforce those limits if a written, communicated policy states them.
"Common sense" is not a defence at the CCMA — "Everyone knows you can't post that" proves nothing. You must show the rule existed in writing, that it was communicated to employees, and that they understood the consequences.
A rule must be lawful, valid, reasonable AND known — The Labour Relations Act requires all four: lawful, linked to your operations, not arbitrary, and brought to employees' attention. Miss one and the rule is unenforceable.
We build policies that survive scrutiny — Not templates. Clear rules, proof of communication, and consistent application guidelines that hold up when a dismissal is challenged at the CCMA.
Legal expertise built in — Our owner is an admitted attorney. Every policy is checked against the Labour Relations Act, BCEA, EEA, POPIA and current case law, including recent social media dismissal cases.
rules must be known and consistently applied.
The LRA requires that workplace rules are known to employees, or that employees could reasonably be expected to know them. You cannot dismiss someone for breaking a rule they were never told about. Written, communicated policies are your first line of defence.
confidentiality and data protection policies.
The Protection of Personal Information Act requires you to protect employee and customer data, obtain consent, and report breaches. Employees must be told what information is confidential and how sharing it online exposes the company to liability.
Questions business owners ask about getting their HR policies right in South Africa.
Book a free consultation and find out exactly where your business stands — no commitment, no pressure.