CVN Attorneys is a trusted name in South Africa’s labour law landscape, providing expert legal counsel and representation across all areas of employment and workplace law. With extensive experience in handling complex employment disputes, our labour law attorneys deliver practical, results-driven solutions tailored to your unique situation.
Based in Pretoria, Gauteng, CVN Attorneys proudly assists clients across South Africa, ensuring fair, compliant, and effective outcomes in every matter we handle.
For employees For employers
CVN provides employees with clear, practical labour law advice on issues such as unfair dismissals, wage disputes and contract breaches. Our team guides you through the CCMA or relevant Bargaining Council processes, ensuring your rights are protected and helping you work toward a fair and effective resolution.
CVN helps employees prepare and refer their labour disputes to the CCMA or the relevant Bargaining Council. Our team ensures the referral is completed correctly, filed on time and supported by all necessary documentation.This ensures a strong start to your case.
CVN represents employees throughout their CCMA or Bargaining Council proceedings, ensuring their case is presented clearly and professionally. Our team protects your rights and guides you through each stage of the conciliation and arbitration process.
CVN represents employees in Labour Court proceedings, ensuring your case is properly prepared and presented. Whether you are challenging an unfair dismissal, reviewing an arbitration award or enforcing a workplace right, we guide you through every step. We work to protect your rights and pursue a fair and lawful outcome.
CVN assists employees in navigating injury on duty claims, from reporting the incident to finalising the compensation process. We ensure compliance with all statutory requirements and help you secure the benefits you are entitled to.
CVN assists employees with drafting and lodging formal grievances in the workplace, ensuring the complaint is set out clearly and submitted through the correct procedures. Our team guides you on your rights and the steps that follow.
CVN assists employees in preparing for disciplinary hearings by reviewing the allegations, assessing the evidence and guiding you on how to present your case. Our aim is to ensure you understand the process and are properly supported.
CVN represents employees during their disciplinary hearings, focusing on procedural and substantive fairness. Our team esnures that the employees case is presented clearly and professionally, whilst protecting your rights and guides you through each stage of the disciplinary process.
CVN reviews employment contracts by ensuring that all provisions meet statutory requirements and align with fair-practice procedures. We provide a detailed breakdown of the terms and guide you on what should be negotiated or amended.
CVN supports employees in discrimination matters by ensuring the complaint is submitted in line with internal policy and legislation, managing correspondence with the employer and guiding you through the internal and external litigation procedures that follow.
CVN assists employees pursue unpaid salary claims by gathering the necessary documentation, preparing the written demand and referring the matter to the CCMA, Bargaining Council or Labour Court if the employer fails to comply.
CVN advises employees on their restraint of trade clauses by examining the contract, assessing whether the restraint is enforceable and explaining the legal tests applied by the courts. We guide you on the correct steps to take before accepting, negotiating or challenging the restriction. Our firm also assists employees in defending urgent restraint of trade applications in the labour court by assessing the employer’s papers, preparing opposing affidavits and ensuring all court deadlines are met. Our team challenges the urgency, scope and enforceability of the restraint where appropriate.
CVN assists employees during retrenchment processes by ensuring the employer follows all statutory and procedural requirements in terms of Section 189 of the LRA. This includes reviewing the consultation notice, attending consultations, assessing selection criteria and ensuring fair alternatives are considered.
CVN provides employers with clear labour law advice on workplace issues, policies and compliance obligations. Our team reviews the facts, interprets the relevant legislation and offers practical guidance to help you make informed decisions and maintain compliance. CVN offers labour retainers that give employers ongoing access to labour related legal support for everyday workplace matters, which includes the drafting of notices to attend, chairing disciplinary inquiries and the drafting of tailored internal policies and procedures.
CVN assists employers in defending disputes referred to the CCMA or Bargaining Council by reviewing the referral, preparing the employer’s response and representing the employer and the CCMA or Bargaining Council. Our team guides you through each stage of the conciliation and arbitration process.
CVN represent employers in Labour Court litigation by preparing all required pleadings, managing timelines and ensuring full compliance with court procedures. Our team handles disputes involving reviewing arbitration awards, bringing and defendings contractual claims and enforcement of rights on behalf of the employer.
CVN assists employers with the facilitation of Injury on Duty claims by ensuring the incident is reported correctly, all statutory forms are completed and submitted on time, and the process complies with COIDA requirements.
CVN assists employers in enforcing restraint of trade agreements by assessing the breach, preparing the necessary correspondence and initiating urgent formal legal action where required. Our team ensures all procedural steps are followed to protect your business interests.
CVN assists employers by structuring and managing the disciplinary process from start to finish. This includes drafting charges, chairing disciplinary hearings, delivering outcomes and recommendations following disciplinary hearings all whilst ensuring each procedural step is correctly followed.
CVN assists employer by guiding them through the grievance procedure by reviewing the complaint, overseeing the investigation and ensuring each stage is handled in line with internal requirements and statutory obligations.
We assist employers by drafting and tailoring employment contracts that comply with legislation and reflect the specific needs of the business. Each contract is structured to ensure clarity, enforceability and proper alignment with workplace policies.
CVN assists employers by preparing customised restraint, confidentiality and non-solicitation agreements that comply with legal requirements and protect sensitive business interests by applying the correct legal framework, tailoring the restrictions to your operational risks and ensuring the agreements meet procedural standards for enforcement.
CVN prepares customised workplace policies and procedures that reflect your business practices while complying with labour legislation. Our team ensures the documents are practical, enforceable and easy to implement so that your business can operate efficiently and effectively.
Determining whether you are an employee or an independent contractor depends on how your working relationship functions in practice, not just what the contract calls it. An employee typically works under the control and direction of the employer, uses the employer’s tools, works fixed hours and is integrated into the business.
An independent contractor usually controls how the work is done, provides their own tools, carries more financial risk and invoices for services. South African law looks at the substance of the relationship to decide your status, because your rights and protections differ depending on the correct classification.
Yes, you may go to the CCMA without an attorney, as many cases are heard without legal representation. However, the CCMA process can be technical, and understanding the merits of your case is important before you proceed.
An attorney can help you assess the strength of your matter, prepare your documents, explain the procedure and ensure you do not miss key points that could affect the outcome.
Even if you choose to attend the hearing on your own, getting legal advice beforehand can make a meaningful difference to how your case is presented and understood.
A labour lawyer assists both employees and employers with workplace legal matters and ensures that labour laws are correctly applied. This includes advising on employment contracts, disciplinary issues, grievances, retrenchments, unfair dismissals, workplace disputes and compliance with labour legislation.
A labour lawyer also represents clients at the CCMA, Bargaining Councils and the Labour Court. Their role is to protect your rights, guide you through the correct procedures and help you avoid mistakes that could harm your case or business.
Whether you are facing a dispute or want to prevent one, consulting a labour lawyer ensures you make informed decisions.
Yes, you can report your employer to the CCMA if you believe your rights have been infringed. The CCMA deals with issues such as unfair dismissal, unfair labour practices, discrimination and disputes about workplace changes.
Before referring a dispute, you must follow the correct process and ensure the matter falls within the CCMA’s jurisdiction. It is also important to understand the time limits that apply, as late referrals may be rejected.
Consulting with a labour attorney beforehand can help you assess whether you have good prospects of success, whether the CCMA is the correct forum and what evidence you will need.
Labour lawyer fees vary based on the nature and complexity of the matter. At CVN Attorneys, we offer transparent pricing and competitive rates, ensuring you receive expert legal support that aligns with your needs and budget.
Sections 9 to 16 of the Basic Conditions of Employment Act apply to most employees who work for an employer in South Africa. These sections regulate hours of work, overtime, meal breaks, daily and weekly rest periods and Sunday or public holiday pay.
They generally apply to employees earning below the BCEA earnings threshold and to those who do not fall into excluded categories like senior managers, travelling sales staff or employees who control their own working hours.
If you are unsure whether you are covered, it is best to consult with a labour lawyer to confirm your rights and protections.
A restraint of trade can be enforceable if it is reasonable and necessary to protect your employer’s legitimate business interests, such as confidential information, client relationships or trade secrets.
Courts look at several factors, including the duration, geographic area, the type of work restricted and whether the restraint unfairly prevents you from earning a living. Even if you signed the agreement, a restraint is not automatically enforceable.
Each case depends on its facts, and many restraints are found to be too wide or unreasonable. It is important to get legal advice to assess whether your specific restraint can legally be enforced.
You are not legally required to have a signed employment contract in order to be considered an employee.
In South Africa, an employment relationship can exist even without a written agreement, as long as you work for an employer in exchange for remuneration. However, the law does require your employer to give you written particulars of employment, which outline key terms such as your duties, hours, leave and pay.
A signed contract provides clarity, prevents disputes and protects both parties if disagreements arise later. If you do not have one, it is advisable to request it or seek legal advice.
