LRA coverage that builds the file before you need it
Every disciplinary process, consultation and dispute recorded with dates, participants and documents so the evidence exists before the hearing, not after it.
Compliance at a glance
What the LRA requires
Disciplinary process with a trail
Every stage from notice to hearing to outcome recorded with dates and participants. Dimeri assembles the evidence bundle as the matter runs, not months later.
Retrenchment consultation on track
Consultation timelines, disclosure packs, alternatives considered and selection criteria captured with dates so the process is defensible from the start.
Sanction consistency across cases
Prior outcomes for comparable matters surfaced before the decision is made, so inconsistency is caught while it can still be corrected.
Referral deadlines under control
Statutory timeframes for conciliation and arbitration tracked with escalation, so deadlines are met rather than discovered after they pass.
LRA compliance, covered by default
Disciplinary processes, retrenchment consultation, organisational rights and CCMA matters, tracked with dates, participants and documents so the evidence exists before the dispute, not after.
Disciplinary process templates
Pre-structured workflows for misconduct and incapacity matters. Notice, hearing, representation and outcome recorded with dates at each stage, matching the fair procedure requirements.
Retrenchment consultation tracker
Retrenchment consultation tracked with participants, disclosure, alternatives considered and selection criteria. Every required step evidenced with its date.
Sanction consistency checking
Prior outcomes for comparable misconduct surfaced before the sanction decision, not after the CCMA award. Inconsistency is one of the most reliable ways to lose at arbitration.
Policy acknowledgement tracking
Disciplinary codes and procedures tracked to the individual with version history and acknowledgement records. An unacknowledged code is hard to enforce.
CCMA deadline management
Referral deadlines, conciliation dates and arbitration timelines tracked with escalation so statutory timeframes are met rather than missed.
The obligations Dimeri tracks
Dimeri holds LRA obligations as process with dates and evidence, because that is what an arbitrator tests.
Discipline and dismissal
A fair reason related to conduct or capacity, and a fair procedure, both of which the employer must be able to prove.
- Disciplinary matters logged with dates and stages
- Notice, representation and hearing records held
- Outcome and sanction recorded with reasons
- Consistency checked against prior comparable outcomes
Retrenchment consultation
Consultation with the required parties, on the prescribed topics, with the information the employer is expected to disclose.
- Consultation timeline with participants and dates
- Disclosure pack recorded against each consultation topic
- Alternatives considered and the response to proposals
- Selection criteria recorded and applied consistently
Organisational rights
Rights available to representative trade unions, including access, deduction of subscriptions, leave for office bearers and disclosure of information.
- Union recognition and representativity recorded
- Rights granted held with their conditions
- Collective agreements with expiry and review dates
- Requests and responses logged with dates
Strikes, lockouts and disputes
Procedural requirements before protected industrial action, and the referral routes for disputes of right and of interest.
- Dispute register with referral dates and forum
- Certificates of outcome held with the matter
- Picketing rules and agreements recorded
- Essential and maintenance service designations tracked
CCMA and review
Referral timeframes, conciliation and arbitration, and the narrow grounds on which an award may be reviewed.
- Referral deadlines tracked with escalation
- Evidence bundle assembled from existing records
- Award outcomes recorded with any compliance steps
- Patterns across matters surfaced for management
Policy and consistency
Disciplinary codes and procedures maintained, communicated, and applied consistently, since inconsistency is a common route to an unfair finding.
- Disciplinary code held with version and review date
- Acknowledgement tracked to the individual
- Sanction consistency reviewed across similar cases
- Manager training recorded against the policy
Getting LRA coverage in place
4 steps from where you are today to a LRA position your auditor can rely on.
Book a demoThe disciplinary code, grievance procedure and any collective agreements are held with version numbers, review dates and acknowledgement records, since an unacknowledged code is hard to enforce.
How Dimeri covers LRA
The onus is on you, so the file must exist
The LRA places the onus on the employer to prove fairness. Every stage, notice, hearing, representation and outcome is recorded with its date as it happens, so the bundle is assembled rather than reconstructed months later.
Consistency visible across cases
Inconsistent sanctions for comparable misconduct is one of the most reliable ways to lose at arbitration. Holding outcomes in one register makes the comparison possible before the decision, not after the award.
Retrenchment consultation with its clock
Retrenchment consultation has prescribed content and timing. The process runs with dates, participants and disclosure recorded against each consultation topic, so a procedural challenge has an answer.
LRA questions
Who has to prove a dismissal was fair?
The employer. Once the employee establishes the existence of a dismissal, the employer must prove it was fair. That makes the quality of the record decisive: if the process happened but was not documented, proving it at arbitration months later is difficult.
What makes a dismissal procedurally unfair?
The Code of Good Practice on Dismissal sets the expectations: an investigation, notice of the allegations in a form the employee can understand, a reasonable opportunity to respond with assistance, and a decision communicated with reasons. Arbitrators apply it closely, and most procedural findings turn on a missing step or a missing record rather than on bad faith.
Does Dimeri handle retrenchment consultation?
It tracks the process: who was consulted, when, what was disclosed, what alternatives were proposed and how the employer responded, and the selection criteria applied. The LRA prescribes both content and sequence for retrenchment consultation, and a procedural challenge almost always targets one of those.
Can this replace our labour lawyer?
No. Dismissal disputes turn on legal judgement about fairness. What Dimeri does is make sure the record supporting that judgement exists, with its dates and authors, so your advisers work from evidence rather than recollection.
Is this a substitute for legal advice?
No. This page describes how Dimeri structures LRA obligations for tracking and evidence. Your labour law advisers should confirm what applies to your workplace and to any specific matter.
Ready to Transform Your GRC?
Join governance, risk, and compliance teams using AI to work smarter.