CCMA representation for South African employers
When a workplace dispute reaches the CCMA, the way you prepare and present your case decides the outcome. With 100+ CCMA and bargaining-council matters arbitrated and conciliated at a 99% success rate, I represent and prepare South African employers through conciliation and arbitration.
What the CCMA is
The CCMA (Commission for Conciliation, Mediation and Arbitration) is South Africa's statutory dispute-resolution body. Most matters that reach it are unfair-dismissal disputes — it is where your disciplinary, incapacity or retrenchment process is ultimately tested.
How the CCMA process works
- Referral — the employee refers the dispute, generally within 30 days of dismissal.
- Conciliation — an informal, without-prejudice attempt to settle.
- Certificate of outcome — issued if conciliation does not resolve the matter.
- Arbitration — a formal hearing where evidence is led and witnesses are cross-examined.
- The award — binding, and can order compensation or reinstatement.
How I help
- Representation and preparation at conciliation and arbitration.
- Case preparation — bundles, witnesses, evidence and strategy.
- Settlement and strategy advice at every stage.
- Prevention — fixing the upstream processes so disputes do not arise.
Why representation matters
An adverse award can order compensation or reinstatement, and reviews to the Labour Court are narrow — so getting arbitration right the first time is far cheaper than trying to undo it. Want to avoid disputes in the first place? My disciplinary and restructure services fix the process upstream.
Common questions
How long does an employee have to refer a dispute to the CCMA?
Generally 30 days from the date of dismissal for unfair-dismissal disputes. Late referrals require the employee to apply for condonation, which is not automatic.
Can an employer be represented at the CCMA?
Yes. While legal representation at arbitration can be subject to the commissioner's discretion in some matters, employers can be represented and prepared by a labour-law specialist throughout conciliation and arbitration.
What is the difference between conciliation and arbitration?
Conciliation is an informal, without-prejudice attempt to settle. Arbitration is a formal hearing where evidence is led and the commissioner issues a binding award.
What happens if we lose at arbitration?
An adverse award can order compensation or reinstatement. Awards can in limited circumstances be reviewed by the Labour Court, but review is narrow — which is why getting arbitration right the first time is essential.
