Abstract
South Africa is a member state of the International Labour Organization (ILO) and is a signatory of its conventions. Efforts have been made by the ILO to enhance the labour relations between employers and employees in the workplace. Furthermore, the Constitution of South Africa, adopted in 1996, upholds the fundamental value of equality by emphasising the significance of providing all individuals with equitable opportunities to access the nation's resources. Although many organisations in South Africa strive for labour peace, they still fall short in adhering to the doctrine of fair labour practices in their workplaces.
The primary objective of this study was to explore the current state of fair labour practices within South African organisations. Another objective of the study was to understand the reason why South African organisations are not adhering to the tenets of fair labour practices. In addition, the study intended to find out if South African organisations are aware of the ILO conventions regarding fair labour practices. The final objective of the study was to proffer mechanisms that could be used by the government to raise awareness about fair labour practices in South African workplaces. The importance of this research lies in its ability to provide solutions towards enhancing fair labour practices within organisations, which will help to foster harmonious employment relationships and overall labour peace. A qualitative phenomenological research approach anchored within an interpretive paradigm was adopted for the study. Ten participants from two South African organisations in Johannesburg were interviewed.
Although earlier research has demonstrated that legislation acts as a shield to safeguard employees from unfair labour practices, the findings revealed that unfair labour practices continue to be a prominent concern within South African organisations. Hence, having an HR department could be the first step towards addressing unfair labour practices in organisations. Based on the current findings, the study recommends that employers should engage employees in the drafting/development of employment policies and procedures for their organisations. To ensure fairness within organisations, it was proposed that the role of human resources be clarified in upholding fairness in organisations. It was recommended that organisations educate their employees regarding workplace rights and unfair labour practices. To ensure understanding and adherence, it was proposed that
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organisations should conduct regular workshops, as well as constitute a dedicated compliance committee. In addition, it is recommended that organisations and management make an effort to increase the awareness level of the ILO conventions by all parties in the workplace. Finally, it is postulated that there should be a regular review and revision of policies in accordance with legislative and other societal changes.