The minimum contribution by an employer is 12% and the contribution of the employee is 8% based on the earnings defined by the EPF Act.

This would amount to a non-disciplinary termination and the provisions of the Termination of Employment of Workmen (Special Provisions) Act No 45 of 1971 (TEWA) would apply.

An employee will be entitled to 14 days of annual leave and 07 days of casual leave.

Action can be filed based on unjustified termination.

The employee can be transferred subject to the terms of his contract of employment.

The main provisions are contained in the Factories' Ordinance No. 45 of 1942.

Yes, if the trade union has an employee representation of 40% or more.

84 working days.

An employee entitled to gratuity must be paid a sum equivalent to half a month’s salary for each year of completed service.

It is recommended to follow a disciplinary procedure prior to taking disciplinary action.

If an accident that has caused an injury to an employee arises out of and in the course of the workman’s employment then the employer may be liable to pay compensation in terms of the Ordinance.

Generally 06 months which can be extended for a further period. However, it is recommended not to exceed 12 months.

The employment obligations in relation to outsourced employees such as taking action for misconduct should be met by the service provider.

Yes, provided that the conditions under the Employment of Women, Young Persons and Children Act No. 47 of 1956 is fulfilled.

It is at the discretion of the employer.