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Invictus Group

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Invictus Group

We are a strategic partner that offers a wide range of employment-related services, a comprehensive.

03/09/2026

𝗙𝗶𝘅𝗲𝗱-𝘁𝗲𝗿𝗺 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘀 𝗴𝗶𝘃𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 — 𝗯𝘂𝘁 𝗮𝗿𝗲 𝘆𝗼𝘂 𝘂𝘀𝗶𝗻𝗴 𝘁𝗵𝗲𝗺 𝗰𝗼𝗿𝗿𝗲𝗰𝘁𝗹𝘆?

A fixed end date does not necessarily mean an employer is protected from further legal consequences.

Repeated renewals, reasonable expectations of continued employment, poorly documented justifications and misconceptions around the three-month rule can all create unexpected risk for employers.

Section 198B of the Labour Relations Act places specific requirements on the use of fixed-term contracts in certain circumstances — and some common practices may not provide the protection employers assume they do.

In our latest article, we unpack 5 fixed-term contract mistakes employers still make and what businesses should consider before issuing or renewing their next contract.

𝗜𝘀 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝗳𝗶𝘅𝗲𝗱-𝘁𝗲𝗿𝗺 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘀 𝗿𝗶𝗴𝗵𝘁?

Read the full article:
🔗 https://invictusgroup.co.za/fixed-term-contracts-in-south-africa/

27/08/2026

A final written warning has been issued. The employee commits another offence. 𝗖𝗮𝗻 𝘆𝗼𝘂 𝗱𝗶𝘀𝗺𝗶𝘀𝘀 𝘁𝗵𝗲𝗺?

Not automatically.

The Code of Good Practice on Dismissal, 2025 reinforces the principle of progressive discipline — giving employees a reasonable opportunity to correct unacceptable conduct before dismissal is considered, except where misconduct is sufficiently serious.

For employers, getting the disciplinary process right matters. Warnings should be applied fairly and consistently, and even where a final written warning is in place, dismissal must still be assessed on the circumstances of the case.

Our latest article looks at progressive discipline and disciplinary warnings, including:
• The purpose of final written warnings
• What happens when an employee refuses to sign a warning
• How previous and expired warnings may be considered
• The importance of consistency in disciplinary action
• When dismissal may ultimately be an appropriate sanction

𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 𝘁𝗼 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝘄𝗵𝗲𝗻 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲: 🔗 https://invictusgroup.co.za/progressive-discipline-disciplinary-warnings/

20/08/2026

If an employee finds someone to cover their shift, are they still absent?

The short answer: potentially, yes.

Finding a replacement may keep the shift covered, but it does not automatically excuse an employee from their own attendance obligations — particularly where the employer’s required approval process was not followed.

In our latest article, we look at unauthorised absence, shift swaps and why operational coverage and individual employee accountability are two separate issues.
For employers, the takeaway is clear: attendance and shift-change procedures need to be clearly communicated, consistently applied and properly enforced.

Read the full article to understand what this means for employers and workplace discipline: 🔗 www.invictusgroup.co.za/unauthorised-absence/

13/08/2026

𝗪𝗵𝗼 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗮𝗿𝘆 𝗰𝗵𝗮𝗶𝗿𝗽𝗲𝗿𝘀𝗼𝗻 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘄𝗵𝗲𝗻 𝘄𝗶𝘁𝗻𝗲𝘀𝘀𝗲𝘀 𝘁𝗲𝗹𝗹 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝘀𝘁𝗼𝗿𝗶𝗲𝘀?

In workplace hearings, the answer isn’t simply the person who appears the most confident.

South African labour law requires chairpersons to assess credibility, reliability and the overall probabilities before reaching a finding.

Our latest article explores the legal principles that help ensure disciplinary decisions are fair, objective and capable of withstanding scrutiny.

Read the full article here:
🔗 https://invictusgroup.co.za/witness-credibility-disciplinary-hearings/

06/08/2026

Many employers believe they can recover overpayments, unpaid leave or other losses by simply deducting money from an employee’s remuneration. However, South African law places strict limits on when this is permitted.

A recent High Court judgment has reaffirmed that employers cannot resort to “self-help” when making salary deductions and must follow the legal processes set out in Section 34 of the Basic Conditions of Employment Act.

In our latest article, we unpack what this judgment means for employers, explain the legal requirements for salary deductions, and share practical guidance to help businesses remain compliant.

Read the full article:
🔗 https://invictusgroup.co.za/unlawful-salary-deductions/

30/07/2026

𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐞𝐧𝐝𝐬. 𝐘𝐨𝐮𝐫 𝐥𝐞𝐠𝐚𝐥 𝐨𝐛𝐥𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 𝐝𝐨𝐧’𝐭.

Think the process is over once an employee leaves? Think again.

One missed step—whether it’s an incorrect final payment, a missing Certificate of Service, delayed UIF documentation, or failing to recover company assets—can expose your business to costly disputes, compliance breaches, and unnecessary risk.

The termination of employment is not the end of your responsibilities. It’s the beginning of your off-boarding obligations.

Are you confident your off-boarding process is legally compliant?

Read our latest article to discover the critical steps every employer should be taking.

🔗 Read the full article: https://www.invictusgroup.co.za

23/07/2026

Mutual separation agreements can be a practical way to end an employment relationship, but only when both parties genuinely agree.

If an employee feels pressured, misled, or forced to sign, the agreement may be challenged, and the termination could still be treated as a dismissal. Employers should ensure the process is fair, the terms are clear, and the employee has time to consider the agreement properly.

👉 Read the full article: https://invictusgroup.co.za/mutual-separation-agreements/

16/07/2026

𝐍𝐨𝐭 𝐞𝐯𝐞𝐫𝐲 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚𝐧 “𝐢𝐧𝐡𝐞𝐫𝐞𝐧𝐭 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐣𝐨𝐛”.

South African labour law allows employers to differentiate only where a requirement is genuinely essential to the role, not merely convenient, preferred, or based on past practice.

Before relying on this defence, employers should be able to prove that the requirement is objectively necessary and that reasonable accommodation was properly considered.

👉 Read the full article: https://invictusgroup.co.za/inherent-requirements-of-the-job/

09/07/2026

𝐀𝐈 𝐜𝐚𝐧 𝐡𝐞𝐥𝐩 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐰𝐨𝐫𝐤 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐛𝐮𝐭 𝐢𝐭 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐫𝐞𝐦𝐨𝐯𝐞 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲.

When AI is used to draft reports, prepare research, analyse information or support workplace tasks, employees still need to verify accuracy and apply professional judgment. Incorrect or fabricated AI-generated content can create legal, financial, operational and reputational risk.

👉 Read the full article: https://invictusgroup.co.za/artificial-intelligence-in-the-workplace/

02/07/2026

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬: 𝐟𝐨𝐫𝐞𝐢𝐠𝐧 𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐢𝐬 𝐛𝐚𝐜𝐤 𝐢𝐧 𝐟𝐨𝐜𝐮𝐬.

With the government placing renewed attention on migration enforcement and workplace inspections, businesses should review how they verify work authorisation, monitor permit expiry dates, and keep employee records up to date.

Compliance matters, but so does fairness. If concerns arise regarding an employee’s documentation, avoid making rushed decisions and follow proper procedures.

👉 Read the full article: https://invictusgroup.co.za/employment-of-foreign-nationals-compliance/

Address

Ground Floor, Wrigley Field, The Campus, 57 Sloane Street Building
Bryanston
2021

Opening Hours

Monday	08:00 - 17:00
Tuesday	08:00 - 17:00
Wednesday	08:00 - 17:00
Thursday	08:00 - 17:00
Friday	08:00 - 17:00

Telephone

+27861737263

Website

https://invictusgroup.co.za/

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