HR & IR Consulting
Partner with us to solve your people needs and manage people more efficiently.
Who carriesthe responsibility.
You stay the employer throughout. We advise, draft and guide, and every decision remains yours to make.
How it works.
We start with your operation, not a template
Policies copied from another business fail the moment they meet a real dispute. We look at how your operation actually runs, who reports to whom and where decisions are made, before we write anything.
Industrial relations, handled before it escalates
Disciplinary processes, grievances and CCMA matters. Most cases are decided on whether the procedure was followed and the paperwork existed, long before anyone sits down at a hearing. That work happens now, not when the referral arrives.
Structures that survive scrutiny
Employment contracts, workplace policies and disciplinary codes written for your operation and current with the Labour Relations Act, the Basic Conditions of Employment Act and the Employment Equity Act.
A relationship, not a retainer you forget about
We would rather you phone us about the small thing on a Tuesday than the big thing at the CCMA in March. Being reachable is part of the service.
Where we usually start
Most engagements begin with one of these, then widen once we know the operation.
- 01Contracts of employment reviewed or written
- 02Workplace policies and disciplinary code
- 03Disciplinary hearings, chairing and representation
- 04Grievances and incapacity procedures
- 05Retrenchment and section 189 processes
- 06CCMA conciliation and arbitration support
- 07Statutory compliance review: UIF, COIDA, SDL
- 08Employment equity and reporting obligations
Photograph neededWide working scene, greyscale: a farm, packhouse or team mid task.
HR / IR Consulting, answered
When should I bring in an HR consultant rather than handle it myself?
The moment a matter could end at the CCMA. That includes any dismissal, any retrenchment and any grievance involving a manager. The cost of getting the procedure right beforehand is a fraction of the cost of an unfair dismissal award afterwards.
We already have contracts. Do they need reviewing?
Usually, yes. Contracts written more than a few years ago often predate changes in labour legislation, and many were copied from a template that never matched the operation. A review is quick and tells you where the exposure sits.
What happens if we are not registered for UIF or COIDA?
UIF registration is required within seven days of your first employee starting. Without COIDA registration you lose the civil liability protection it provides, which means an injured employee can sue you directly and the Compensation Fund can recover from you what it pays out. You also cannot obtain a Letter of Good Standing, which closes off most tenders.
Can you represent us at the CCMA?
We support you through conciliation and arbitration, and we prepare the case properly. Bring us in as early as you can. Cases are usually won or lost on evidence gathered long before the hearing date.
Do you work with businesses outside agriculture?
Yes. Our roots are in labour intensive and agricultural operations, which is where the hardest people problems live, but the same consulting work applies to any business with employees.
Let's do it. Together.
Tell us what you are dealing with. We will tell you honestly whether this is the right service for it.