discipline, performance, and grievances
Most CCMA losses happen because managers are untrained — they don't know how to investigate properly, chair disciplinary hearings fairly, apply progressive discipline consistently, or document decisions correctly. Our manager training covers disciplinary hearing chairing, workplace investigations, performance management, grievance handling, and labour law essentials — practical skills your managers can use immediately.
WSPs, ATRs, and SETA levy recovery
Companies paying Skills Development Levy must submit Workplace Skills Plans and Annual Training Reports to their SETA. Do it correctly and you recover mandatory grants (20% of your levy) plus discretionary grants and maximum BEE skills development points. OptiHR manages your WSP and ATR submissions and ensures your training qualifies.
current knowledge, not old rules
Labour law changed significantly in 2025 — the new Code of Good Practice: Dismissal, revised Employment Equity Act requirements, updated parental leave provisions, and 2025 sectoral EE targets. Training from 2023 or 2024 is already outdated. OptiHR training reflects current law and current CCMA case outcomes.
Disciplinary Hearing Chairing — How to chair fair disciplinary hearings, apply rules of evidence, assess witness credibility, determine appropriate sanctions, and write defensible outcomes
Workplace Investigations — How to conduct fair investigations into misconduct allegations, interview witnesses, gather evidence, and document findings
Performance Management — How to set KPIs, conduct performance reviews, have difficult performance conversations, manage underperformance, and implement Performance Improvement Plans (PIPs) legally
Grievance Handling — How to receive grievances, investigate complaints, facilitate resolutions, and document outcomes
Progressive Discipline — Understanding when to issue verbal warnings, written warnings, final written warnings, and when dismissal is appropriate
Labour Law Essentials for Managers — Practical understanding of the Labour Relations Act, BCEA, disciplinary procedures, fair dismissal requirements, and CCMA processes
Managing Leave and Absences — Applying leave policies correctly, managing absenteeism, and dealing with suspicious sick leave patterns
Conflict Resolution and Mediation — Managing workplace conflicts, facilitating resolutions between employees, and knowing when to escalate
Managing Remote and Hybrid Teams — Setting expectations, measuring performance, maintaining engagement, and managing discipline for remote workers
Advanced Labour Law and IR — Deep-dive training on the Labour Relations Act, BCEA, EEA, OHS Act, and current case law
CCMA Representation Skills — How to represent employers at conciliation and arbitration, present evidence, cross-examine witnesses, and draft heads of argument
Retrenchment Process Management — Section 189 compliance, meaningful consultation, alternatives assessment, and avoiding Labour Court reviews
Employment Equity Compliance — EEA reporting (EEA2/EEA4), sectoral targets, pay equity analysis, and 2025 regulatory updates
HR Policy Development — Writing legally compliant policies, implementing policies effectively, and ensuring enforceability
Workplace Skills Plan (WSP) and Annual Training Report (ATR) Compilation — How to conduct skills audits, compile WSPs, complete ATRs, and submit to SETAs for grant eligibility
Skills Development Act Compliance — Understanding WSP and ATR obligations, SETA grant applications, and BEE skills development scoring
Employment Equity Compliance — Meeting reporting deadlines, understanding sectoral targets, and avoiding Department of Labour penalties
POPIA Compliance for HR — Managing employee personal information, consent requirements, and data protection obligations
Industry-Specific Training — Tailored programs for private schools, healthcare, manufacturing, retail, or any other sector with unique HR challenges
Organization-Specific Training — Training based on your policies, procedures, and real workplace scenarios
Confident managers who handle discipline, performance, and conflicts correctly the first time
Reduced CCMA claims because managers know how to follow fair processes
Skills Development Act compliance with WSP and ATR submissions meeting SETA deadlines
SETA grant eligibility (20% mandatory grants + discretionary grants)
BEE skills development points maximized
Current knowledge reflecting 2025 labour law changes
Practical, scenario-based learning managers can apply immediately
Training certificates for compliance and BEE verification
Managers and supervisors in Gauteng and across South Africa responsible for managing staff but untrained in labour law, discipline, or performance management
HR practitioners needing to upskill on 2025 labour law changes, CCMA representation, or compliance requirements
Small businesses without HR departments where managers handle discipline, performance, and leave themselves
Companies paying Skills Development Levy needing WSP and ATR training to claim grants and score BEE points
Organizations with high CCMA referral rates because managers don't know how to handle discipline correctly
Private schools needing specialized training on managing educators, SACE compliance, and school-specific HR issues
Businesses preparing managers for promotion into leadership roles
Companies wanting to build internal HR capability without hiring full-time HR staff
Managers cause most CCMA losses—not because they're bad people, but because they're untrained — Most unfair dismissal awards happen because managers don't know how to investigate properly, chair disciplinary hearings fairly, apply progressive discipline consistently, or document decisions correctly . Training fixes this before it costs you .
Skills development is legally required—and financially rewarded — Companies paying Skills Development Levy (1% of payroll if annual payroll exceeds R500,000 or you have 50+ employees) must submit Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs) to their SETA . Do it right and you get mandatory grants (20% of your levy back) plus eligibility for discretionary grants and maximum BEE points for skills development .
Training is a BEE scorecard requirement — You cannot score skills development points on your BEE scorecard without submitting a WSP and proving training spend . No WSP = no skills development points = lower BEE level = lost business .
Labour law changes constantly—2025 brought major updates — The new Code of Good Practice: Dismissal (2025), revised Employment Equity Act requirements, updated parental leave provisions, and evolving CCMA case law mean training from 2023 or 2024 is already outdated . Managers need current knowledge, not old rules .
Practical training beats theoretical training every time — Managers don't need academic lectures—they need to know what to do when an employee is late again, caught stealing, posts something inappropriate on Facebook, or claims harassment . Training must be practical, scenario-based, and immediately applicable .
We train from experience, not textbooks — Our training is led by practitioners who chair disciplinary hearings, represent employers at the CCMA, and manage real workplace disputes daily . We teach what works in reality, not theory .
Legal authority built in — Our owner is an admitted attorney with Labour Court rights. Our training reflects current case law, not outdated practices .
Practical, scenario-based training — We don't lecture—we work through real workplace scenarios: the employee caught stealing, the manager who doesn't show up, the harassment complaint, the social media post . Participants leave knowing exactly what to do .
We train for CCMA success — Our programs focus on what CCMA commissioners scrutinize: procedural fairness, documentation, consistency, and substantive fairness . Managers trained by us win cases
We handle WSP and ATR compliance — We don't just train—we help you compile Workplace Skills Plans, conduct skills audits, complete Annual Training Reports, and submit to SETAs for grant eligibility and BEE compliance .
Current with 2025 changes — Our training reflects the new Code of Good Practice: Dismissal (2025), Employment Equity Act amendments, and latest CCMA case law .
Flexible delivery — We offer in-person training at your workplace, virtual training via Zoom/Teams, public workshops, and online self-paced courses . You choose what works for your team .
updated procedural requirements.
The 2025 Code of Good Practice unified dismissal procedures and placed greater emphasis on substantive fairness. Managers chairing hearings must understand the current requirements — not procedures from earlier versions of the Code.
WSPs, ATRs and levy recovery.
Employers paying Skills Development Levy (1% of payroll) must submit Workplace Skills Plans and Annual Training Reports to their SETA. Correct submission unlocks 20% mandatory grants, eligibility for discretionary grants, and maximum BEE points for skills development.
Questions we hear from managers and business owners about investing in people skills and staying compliant.
OptiHR's service streamlined our compliance and boosted team morale.
Sarah JohnsonHR Director @ Tech Innovations SA
Exceptional expertise in labour law – saved us thousands in fines.
Michael BrownCEO @ Growth Corp
Book a free consultation and find out exactly where your business stands — no commitment, no pressure.