Summary
Summary - LLB Law (LLW41B0)
- Course
- LLB Law (LLW41B0)
- Institution
- University Of Johannesburg (UJ)
This is a summary of labour law notes from the introductory chapter 1 all the way to temporary employees in chapter 4
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LABOUR LAW EXAM PREPCHAPTER 1-3
-Introduction/Sources of Labour Law
Labour law is described as less of a concept but a ‘dimension of life.’ This dimension of life with
which we are concerned is the world of work and people’s engagement in it. It concerns itself
with both collective and individual labour law. Collective labour law encompasses a concern for
collective rights rather than individual rights. It affirms collective values, and it supports
collective bargaining through independent trade unions. Individual labour law on the other hand
is the polar opposite of collective labour law.
Labour law sources include primary and secondary sources. The common law, regulations,
codes, sectorial determinations, the Employment Tax Act, the National Minimum Wage Act etc.
Amongst these, the primary pieces of legislation in labour law are:
1. Labour Relations Act 66 of 1995
2. Employment Equity Act 55 of 1998
3. Basic Conditions of Employment Act 75 of 1997
4. Skills Development Act 97 of 1998
The one challenge faced by labour today is the erosion of the standard contract employment
resulting in no workplace and less protection for workers. The state has tried to be involved in
labour law to counter act this new challenge, but this intervention has given rise to certain
debates. There are two broad views in South Africa with regards the state intervention in the
labour market:
1. The libertarian approach/the free-market model which is if the view that labour
legislation should be abolished for beneficial consequences for employees and the
broader society
2. The social justice perspective is of the view that the law is a tool to achieve social justice.
There is a third perspective, the capabilities approach which is of the view that focus should be
drawn to developing individual capabilities.
It is apparent that South Africa takes the social justice approach. It promotes labour legislation, is
a member of the world’s authority on labour law (ILO) and they are a Constitutional state. With
no doubt, South Africa believes that the law is indeed a tool to achieve greater peace and social
justice.
-International Labour Standards
Before 1994, international labour standards played an indirect role in the development of South
African labour law. However, today a meaningful study of law is not possible without at least the
basic understanding of institutions that shape international labour standards, their basic content
and the relationship between them and domestic legislation, In particular, the ILO.
, International labour standards are important in our law as they are expressly recognized by our
Constitution.
-Section 232 of the Constitution provides that customary international law is law in the Republic
unless it is inconsistent with the Constitution or an Act of Parliament.
-Section 233 explicitly provides that when courts interpret any legislation, they must prefer any
reasonable interpretation that is consistent with international law.
-Section 39 which provides that when interpreting the Bill of Rights, courts must consider
international law. SANDU 1999 is an example of when the courts interpreted the BOR in line
with international labour standards. Where section 23 was challenged, the court referred to the
ILO standards to interpret s23.
-International Labour standards are a benchmark for the evaluation of domestic labour legislation
-They are a basis for regulating global trade.
The International Labour Organization (ILO)
The ILO is a UN agency for the world of work founded on the belief that social justice is
essential for universal and lasting peace. It promotes decent work for all and is recognized as the
world’s authority on the world of work. South Africa is a member of the ILO and has ratified all
8 conventions of the ILO
The ILO is comprised of three main bodies. The international labour conference, the Governing
Body, and the International Labour Office. Its standards come in a variety of forms:
• Conventions: Adopted by the international labour conference and are not automatically
binding unless member states ratify them.
• Recommendations: These are not capable of ratification and are not binding on member
states. They merely provide guidelines on how a particular matter must be regulated.
• Declarations: Formal instruments issued on rare occasions which seek to clearly
define/articulate universal and significant principles.
• Codes of practice: non-binding but are useful for the development of legislation,
collective agreements and workplace policies and rules.
The ILO depends largely on its status to influence member states to give effect to its
international labour standards. Ratification of a convention gives rise to an obligation to
implement its terms in national law and practice.
In conclusion. Our law must consider both ratified and unratified instruments. This was
confirmed by the Constitutional Court in S v Makwanyane when it affirmed that section 39(1)
requires both binding and non-binding instruments to be used as tools of interpretation. Courts in
South Africa make frequent reference to ILO standards in labour disputes, and they have stressed
their importance as points of reference. Section 1 and 3 of the LRA extends specific recognition
to the obligations of international law incurred by South Africa by being a member of the ILO.
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