On 29 October 2019, a proclamation was published in terms of which sections 8(a)(cA), 11, 15 and 16 of the Labour Law Amendment Act 10 of 2018 (LLAA) become effective as of 1 November 2019.Despite recent media coverage to the contrary, these amendments do not, as yet, create an obligation on employers to provide parental (including paternity leave) leave to employees.The amendments exclusively relate to the Unemployment Insurance Act 63 of 2001 (the UI Act). The LLAA provisions amending the Basic Conditions of Employment Act 75 of 1997 (BCEA) have not, as yet, come into force. The BCEA provisions are those which will, when enacted, create the right to take parental leave.So what, then, has become law? This is set our more fully below.
The UI Act, in turn, defines a 'contributor' as a natural person–
The parental unemployment benefit may not be more than the remuneration the contributor would ordinarily receive.The maximum period for which the employee will be paid by the Unemployment Insurance Fund will be 10 consecutive days. A contributor is only entitled to these benefits if he or she has been employed for at least 13 weeks before the date on which he/she applied for unemployment benefits.
Unfortunately, the section of the LLAA specifying the amount of the benefit has also, not as yet, come into force.
So what do the amendments mean for employers?
At present, the amendments have little practical impact upon employers. There is no legal obligation to grant parental leave at this stage.However, these amendments suggest that the implementation of a BCEA entitlement to parental leave are imminent. We are able to assist employers in amending their employees' contractors of employment / employer policies and procedures to prepare for same.
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