Retrenchment must follow a strict fair process under Section 189 of the Labour Relations Act. If your employer failed to consult properly or give fair reasons, your retrenchment may be unfair.
The employer must engage in a genuine, meaningful consultation process before retrenching. This must include you or your representative.
The retrenchment must be based on genuine economic, structural or technological operational requirements — not used as a pretext for dismissal.
You are entitled to at least one week's remuneration per completed year of service as severance pay.
You have 30 days from date of retrenchment to refer to the CCMA. WhatsApp us now — No Win, No Fee.
Free assessment · No obligation · Confidential
unfair retrenchment · retrenchment ccma · retrenchment meaning · section 189 retrenchment · section 189 of the labour relations act · voluntary retrenchment · small scale retrenchment · retrenchment of one employee · involuntary retrenchment · retrenchment in labour law · severance pay · operational requirements dismissal · 189 retrenchment