Simplifying the CCMA.

WB Labour provides practical labour-relations consulting, CCMA preparation and process support. The service helps clients understand their position, prepare documentation, understand the process and approach labour disputes in an organised and informed way.

WB Labour can assist both employees and employers with labour-relations matters, subject to the service being appropriate for the specific matter.

People can generally represent themselves at the CCMA, but proper preparation can make a significant difference. WB Labour provides preparation and process support and is not a substitute for formal legal representation where that is required.

No. WB Labour is a labour-relations consultancy. It provides consulting, preparation and process support rather than practising as a law firm or acting as formal legal representation.

Enquiries and client information are treated confidentially and handled only for legitimate purposes connected with the consultation and service.

The CCMA — the Commission for Conciliation, Mediation and Arbitration — is a statutory body that resolves labour disputes in South Africa. It helps employees and employers settle workplace disputes through conciliation and, where needed, arbitration.

The general pathway is Evaluation → Referral → Conciliation → Arbitration, where applicable. The process that applies to your matter depends on the nature of the dispute, so not every case follows exactly the same route.

Conciliation is a facilitated stage intended to help the parties resolve the dispute without proceeding to arbitration. A commissioner assists the parties to reach a mutually acceptable settlement where possible.

Arbitration is a more formal dispute-resolution stage where a commissioner considers the dispute and the evidence and, where applicable, makes a binding determination or award.

Different disputes have different referral periods. Because missing a deadline can seriously affect your matter, WB Labour checks the applicable time limit during the initial assessment.

Condonation may sometimes be available, allowing a late referral in certain circumstances. It is not automatic and should not be relied on as a substitute for referring a matter on time.

A practical starting list includes:

• Employment contract
• Payslips
• Disciplinary notices
• Warnings
• Dismissal letter
• Resignation correspondence, where relevant
• WhatsApp or email correspondence
• Grievances
• Relevant workplace policies
• Witness information
• Previous CCMA or Bargaining Council documents
• Any other evidence relevant to the dispute

Only provide documents relevant to your matter. Do not upload unnecessary sensitive information.

WB Labour can assess the facts and available evidence, identify strengths, weaknesses and risks, and provide an honest assessment. No assessment can guarantee an outcome.

• You submit your basic details and a brief description.
• Wessel reviews the enquiry personally.
• The matter is assessed.
• You receive guidance on the appropriate next steps.

• What happened
• When it happened
• Whether the employment relationship is still active
• Whether the matter involves dismissal, disciplinary action, resignation, wages, leave or another dispute
• Any important deadlines
• What documents you already have

Do not submit ID numbers, banking details, passwords or other unnecessary highly sensitive information through the initial website form.

• Do not delay.
• Keep all documents and communications.
• Record the relevant dates.
• Do not delete WhatsApp messages or emails.
• Seek an assessment quickly, because referral deadlines may apply.

WB Labour can assist with preparation — understanding the process, organising the relevant facts and documents, and helping you participate effectively. WB Labour does not provide legal representation at the hearing.

The position depends heavily on the circumstances. Resignation does not automatically mean there is or is not a valid dispute. The facts should be assessed before drawing any conclusions.

Wage and employment-condition disputes can be assessed. The appropriate forum and process depend on the circumstances of the matter.

WB Labour can provide labour-relations consulting and process support around disciplinary matters, investigations, documentation and preparation, subject to the scope of the service.

Proper preparation should include:

• Identifying the allegation
• Gathering evidence
• Giving the employee an appropriate opportunity to respond
• Keeping proper records
• Applying a fair and appropriate process
• Considering the appropriate outcome

There is no automatic dismissal or rigid “three warnings” rule — each matter is assessed on its facts.

WB Labour can assist with labour-relations documentation and practical employment processes where offered as a service.

Fees depend on the service and complexity of the matter. Where applicable, WB Labour provides the client with the cost before any work begins.

No. The initial consultation is intended to help determine the appropriate next step. There is no obligation to proceed.