Many employers mistakenly believe that their right to manage gives them the power to make life difficult for employees who challenge them. However, labour law is clear: an employment contract is a two-way street.
Imagine arriving at work after finally gathering the courage to lodge a formal grievance about unpaid overtime. Suddenly, your manager strips away your core responsibilities, excludes you from important meetings and hands you an unjustified written warning for being five minutes late.
When you protest, your manager simply says: “We are just managing performance. Adapt or leave.”
In South Africa, this is known as workplace victimisation. Many employers mistakenly believe that their right to manage gives them the power to make life difficult for employees who challenge them. However, labour law is clear: an employment contract is a two-way street.
Here is what you need to know if your employer tries to retaliate against you for exercising your rights.
