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deceased estates

What Happens When Someone Dies Without a Will in South Africa?

When someone dies without a will in South Africa, the Intestate Succession Act 81 of 1987 decides who inherits, and the law applies a fixed formula that takes no account of what the deceased may have promised anyone. A surviving spouse and children inherit first, with the spouse taking R250,000 or a child’s share of the estate, whichever is greater. Where there is no spouse or descendant, the estate passes up and outward through parents, then siblings, then the nearest blood relatives. The estate still has to be reported to the Master of the High Court within 14 days of the death. The difference is that the family must nominate someone to be appointed, rather than the deceased having chosen that person in advance. That single gap is what turns an ordinary administration of deceased estates into a slow and sometimes contested one. How deceased estates work when there is no will Two statutes govern deceased estates in South Africa. The Administration of Estates Act 66 of 1965 sets out the machinery, covering how an estate is reported, who may administer it, and how assets are collected and distributed. The Intestate Succession Act 81 of 1987 supplies the distribution formula that applies where no valid will exists. Dying intestate does not mean the estate escapes the process. Every step still applies: reporting to the Master, appointment of the person who will administer the estate, notice to creditors, a Liquidation and Distribution Account, and transfer of what remains to the heirs. The only thing missing is the deceased’s own instructions. The Act applies to the whole estate where there is no will at all, and to part of it where a will exists but fails to deal with everything. A will that leaves the residue to someone who has already died, or that is invalid for want of proper signature, can push an estate into intestacy without anyone intending it. Our guide on when you need a deceased estate lawyer covers what that administration involves in practice. What is a deceased estate? A deceased estate comes into existence the moment a person dies leaving property or a document that is or purports to be a will. It is broader than most people assume, and it takes in: bank accounts and cash on hand immovable property, including a share in a jointly owned home vehicles and household contents, including furniture shares, unit trusts and other investments pension and provident fund benefits, where these are payable to the estate money owed to the deceased by other people the deceased’s debts, from a bond and credit cards through to the funeral account The estate is a separate legal entity until it is wound up. Nothing can be transferred to an heir until creditors have been paid and the Master has approved the account. Distributing assets early is one of the most common and costly errors families make. Who inherits under the Intestate Succession Act The Act sets out an order of succession that starts with the immediate family and works outward. Where the deceased leaves a spouse but no children, the spouse inherits the entire estate. Where there are children but no spouse, the children share equally, and the descendants of a child who died before the deceased step into that child’s place. The rule that causes the most confusion applies where both a spouse and children survive. The spouse takes a child’s share or R250,000, whichever is the greater amount, and the children divide the remainder. That R250,000 figure is fixed by the Minister of Justice by notice in the Gazette, so it can change. A child’s share is worked out by dividing the value of the estate by the number of children who survived the deceased or who died leaving their own descendants, increased by one to account for the surviving spouse. In an estate worth R900,000 with a spouse and two children, the estate divides by three, giving a child’s share of R300,000. The spouse takes R300,000 because it exceeds R250,000, and each child receives R300,000. Change the numbers and the outcome shifts. In an estate worth R600,000 with a spouse and three children, a child’s share is R150,000, so the spouse takes the R250,000 minimum instead and the three children divide the remaining R350,000 between them. Smaller estates therefore favour the surviving spouse, which is deliberate. Here is the order of succession at a glance: Who survives the deceased Who inherits Spouse, no descendants The spouse inherits the entire estate Descendants, no spouse The descendants share equally Spouse and descendants The spouse takes a child’s share or R250,000, whichever is greater; the descendants take the rest No spouse or descendants, both parents alive The parents inherit in equal shares No spouse or descendants, one parent alive That parent takes half; the descendants of the late parent take the other half No spouse, descendants or parents The nearest blood relations inherit in equal shares   Life partners are worth a separate word. Following the Constitutional Court judgment in Bwanya and the Judicial Matters Amendment Act 15 of 2023, which took effect on 3 April 2024, a surviving partner in a permanent life partnership with reciprocal duties of support can inherit on intestacy. That protection is real but it is not automatic, because the surviving partner has to prove the relationship and the duty of support, and other heirs can contest it. Customary marriages are recognised, and where there is more than one spouse each is entitled to a child’s share or the R250,000 minimum. How the Master of the High Court appoints an executor The estate must be reported to the Master’s office in the area where the deceased lived, within 14 days of the death. Reporting is done on prescribed forms, and an intestate estate generally calls for: a completed death notice the original or a certified copy of the death certificate a next-of-kin affidavit confirming who the surviving family members are an inventory setting out the assets and

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road accident fund

How to Claim from the Road Accident Fund in South Africa

You claim from the Road Accident Fund by lodging a completed RAF 1 form, together with your medical records and a police accident report, before the deadline that applies to your case. That deadline is three years from the date of the accident where the responsible driver is known, and only two years where the driver was never identified. The Fund then has a statutory period to investigate before your matter can go to court. The RAF compensates people injured by someone else’s negligent driving on a South African road, funded by the levy built into every litre of fuel you buy. RAF matters fall under personal injury law. What follows is the full process, from working out if you qualify through to the paperwork, the waiting, and the deadlines that quietly end claims worth pursuing. Who can claim from the Road Accident Fund Almost anyone injured on a South African road by another person’s negligent driving can claim from the Road Accident Fund: Drivers and passengers can claim, and so can pedestrians. Cyclists and motorcyclists are covered on the same basis. The Fund treats citizens and foreign nationals alike, so a visitor injured on our roads has the same right to compensation as a resident. You can also claim as a dependant. Where a household’s income earner is killed in an accident caused by someone else’s negligence, the spouse and children who relied on that income can claim for loss of support, along with anyone else who was dependent. A close relative who paid for the funeral can claim those costs back. Dependants’ claims sit within personal injury law and are calculated separately from the injured person’s own claim. Drivers who caused an accident are in a narrower position. You cannot claim as the driver and owner of the vehicle solely responsible for the crash. A driver who is not the owner may still have a claim where the owner’s negligence contributed, such as a vehicle sent out with worn brakes. Partial fault does not disqualify you, though compensation is reduced in proportion to your share of the blame. Who does not qualify Single-vehicle accidents with no other party at fault fall outside the Fund. Driving into a tree or a wall, with nothing and nobody else contributing, leaves nothing to claim, because the claim depends on someone else’s negligence. Damage to your vehicle is also excluded, since the Fund compensates bodily injury and death rather than property, though other areas of legal practice may still offer a route where a third party was at fault. What injuries qualify for compensation Any bodily injury caused by a negligent driver can support a claim for your actual financial losses. Medical bills and lost income are recoverable whatever the severity of the injury, provided you can prove the accident caused them. Compensation for pain and suffering works differently. Since the 2008 amendments to the Road Accident Fund Act, general damages are paid only where your injury is classified as serious. A registered medical practitioner must assess you and complete a RAF 4 serious injury assessment report, working from the American Medical Association’s impairment guides. The main threshold is 30% whole person impairment. An injury assessed at or above that level counts as serious. Traumatic brain injuries and paraplegia commonly reach it, as do some amputations. Falling below 30% does not end the enquiry, because the regulations provide a second route known as the narrative test. Under the narrative test, an injury still qualifies as serious where it caused: long-term loss of a body function permanent serious disfigurement a severe long-term mental or behavioural disorder or the loss of an unborn child. Many valid general damages claims are won on this route rather than on the impairment percentage, which is why the quality of the medical assessment matters. Disputed assessments are frequently resolved in court. How much does the RAF pay for injuries There is no fixed payout. Compensation is calculated for your specific losses under several separate heads, and the total turns on the severity of your injuries, their effect on your working life, and the cost of treatment still to come. Past and future medical expenses cover treatment already received and care you will still require. Future costs are often dealt with by an undertaking certificate, where the Fund pays for qualifying treatment as it arises rather than handing over a lump sum. Past and future loss of earnings covers income lost while unable to work and earning capacity permanently forfeited. This head is frequently the largest part of a claim, and a statutory cap applies to the annual income that can be claimed. The cap is revised quarterly for inflation and published in the Government Gazette, so the figure applying to you depends on when your claim is assessed. General damages for pain and suffering, which includes loss of the amenities of life, are available only on a serious injury finding. Loss of support and funeral expenses apply in fatal cases. Because these calculations rest on actuarial and medical evidence rather than a tariff, two people with similar injuries can receive very different awards, which is why an attorney quantifies each head separately. Documents you need to claim The strength of your claim rests on the evidence you gather, and collecting it early is far easier than reconstructing it years later. You will generally need: a completed RAF 1 claim form a certified copy of your identity document the police accident report and case number hospital and medical records covering your treatment a sworn affidavit setting out how the accident happened statements from any witnesses receipts and accounts for medical expenses already paid payslips, an IRP5 or tax returns to prove your income a RAF 4 serious injury assessment report where general damages are claimed the death certificate, funeral account and proof of dependency in a fatal claim Photographs of the scene and of your visible injuries are worth taking whenever someone is able to. Report the accident

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CCMA

How to Refer a Dispute to the CCMA: A Step-by-Step Guide

To refer a dispute to the CCMA, you complete a referral form, serve it on your employer, and send the form with proof of service to the CCMA before your deadline expires. For a dismissal, that deadline is 30 days from the date you were dismissed. The Commission then sets the matter down for conciliation, and if that fails, for arbitration, where a commissioner hears both sides and issues a binding award. Most people referring a dispute are doing it for the first time, under pressure, with a clock already running. Miss the deadline or serve the form incorrectly and the CCMA may refuse to hear the matter at all. Here is the referral itself first, followed by what each stage involves and where a labour attorney changes the outcome. How to refer a dispute to the CCMA step by step The referral is a defined process, and getting each step right is what gives the CCMA authority to hear your matter. Follow these steps in order: Complete the referral form. This is the LRA Form 7.11, which asks for your details, the employer’s details, the nature of the dispute and the outcome you want. Accuracy matters, because errors here can render the referral defective. Serve the form on your employer. Deliver it by hand, email, or registered post, and keep evidence of how and when you did so. Prove service to the CCMA. Send the completed form to the CCMA together with proof that the employer has received it, by hand, email or fax. Wait for the CCMA to set the matter down. The Commission contacts both parties, usually within 30 days, with the venue and date for the first hearing, which is conciliation. Attend on the date given. Both parties are expected to appear, and the process moves forward from there. If the referring party makes errors in completing or serving the form, the referral can be defective, and the CCMA may find it has no jurisdiction to hear the matter. A dispute thrown out on a technicality still counts against your deadline, so precision here protects everything that follows. Deadlines you cannot afford to miss The single most common reason a good case never gets heard is a missed deadline. An unfair dismissal dispute must reach the CCMA within 30 days of the date of dismissal. An unfair labour practice dispute must be referred within 90 days of the act or omission you are complaining about. A discrimination dispute has a longer window of six months. These are calendar days, not working days, so weekends and public holidays count. Deadlines run from the date the dispute arose, which for a dismissal is usually your last day of employment. Miss the deadline and your matter is not automatically over, but you are on the back foot. You must apply for condonation, asking the commissioner to accept a late referral, which means showing a good reason for the delay and that your case has reasonable prospects. Condonation is granted at the commissioner’s discretion, not as a right, and a weak explanation sinks otherwise strong cases. The conciliation phase Conciliation is the first hearing, the CCMA’s attempt to settle the dispute by agreement. You and your employer meet with a commissioner whose role is to help both sides find common ground, not to decide who is right. The discussions are confidential and without prejudice, so offers made in conciliation cannot later be used against either party at arbitration. Legal representation is not allowed at conciliation. You may represent yourself, or be assisted by a co-employee or a registered trade union official. That does not mean a lawyer has no role, since an attorney can prepare you beforehand and make sure you do not accept less than your claim is worth under pressure. If the parties agree, the commissioner records it in a settlement that is binding and enforceable. If they cannot, the commissioner issues a certificate of outcome confirming the dispute remains unresolved. That certificate is your key to the next stage, because without it you cannot take most disputes to arbitration. What happens at arbitration Arbitration is the formal hearing where a commissioner listens to evidence and makes a binding decision. To get there, you refer the dispute using the LRA Form 7.13, and for most dismissal disputes you must do so within 90 days of the certificate of outcome being issued. It is adversarial rather than cooperative, closer to a court hearing than the settlement talks of conciliation. At the hearing, each side makes an opening statement, then leads its evidence under oath and calls witnesses. Both parties can cross-examine the other side’s witnesses, often where cases are won or lost, and then make closing arguments. The commissioner weighs the evidence against the Labour Relations Act and issues an arbitration award, normally within 14 days. That award is final and binding, and can be enforced like an order of the Labour Court. One trap catches many people off guard. In certain matters, including some dismissals during probation, the CCMA runs a combined process called con-arb, where conciliation and arbitration happen on the same day. If you arrive expecting only an informal settlement discussion and are not ready to lead evidence and cross-examine, you can lose the arbitration before you realised it began. Knowing in advance whether your matter is a con-arb is essential preparation. Legal representation at arbitration is more open than at conciliation, but not automatic. For dismissals involving misconduct or incapacity, you are not entitled to an attorney as of right, and the commissioner decides whether to allow it after weighing the complexity of the case and the views of both parties. For other disputes, a legal practitioner is generally permitted. After the award: review and rescission An arbitration award is final, but not always the end of the road. If a commissioner committed misconduct, made a gross irregularity, exceeded their powers, or reached the award improperly, a party can take the award on review

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antenuptial contract

What Is an Antenuptial Contract and Do You Need One Before Getting Married?

An antenuptial contract is a legal agreement you sign before your wedding that sets out how you and your spouse own assets and carry debts during the marriage. Sign one, and you marry out of community of property with your estates treated separately. Sign nothing, and South African law marries you in community of property by default, merging your two estates into one and making each of you liable for the other’s debts. That default catches many couples out. A partner who has never taken out a loan can become jointly responsible for debt their spouse ran up years earlier. The contract lets you set the terms of your financial partnership yourselves, rather than letting the Matrimonial Property Act decide for you. What is an antenuptial contract? An antenuptial contract, usually shortened to ANC and often called a prenup, is a notarial agreement signed by both partners before they marry. Where the law would otherwise pool everything you both own, it lets you keep your estates separate and set your own rules for what belongs to whom. Yes, an antenuptial contract is the same thing people mean by a prenup. The word “antenuptial” means “before marriage”, and the document is drawn up under the Matrimonial Property Act, the statute governing how married couples hold property in this country. The meaning of an antenuptial agreement comes down to choice. Without it, your marriage follows one fixed set of rules; with it, you select the marital system that fits your circumstances, whether you are protecting a business or entering a second marriage. Family law attorneys handle this work under their family law practice. In community of property versus out of community of property South Africa recognises two main marital systems: in community of property and out of community of property. The difference decides who owns what, who owes what, and how your estate is divided if the marriage ends. In community of property is the default, which you get automatically by marrying without an ANC. Your two estates merge into a single joint estate owned in equal, undivided shares. Everything either of you brought in, and everything you acquire during the marriage, becomes jointly owned, debts included. Out of community of property is the system you choose by signing an ANC before the wedding. Your estates stay separate, so what you owned before the marriage stays yours, and in most cases what you earn during it stays yours too. It suits business owners, professionals exposed to creditor risk, and anyone marrying with significant assets already in hand. What happens if you get married without an antenuptial contract? You marry in community of property, which carries a consequence many couples do not anticipate: joint liability for debt. Because the two estates become one, a creditor with a claim against your spouse can pursue the joint estate, including assets you personally brought to the marriage. Reversing the default afterwards is possible but expensive, since it means applying to the High Court to change your matrimonial property system. How the accrual system works The accrual system shares the growth of your estates while keeping the estates themselves separate during the marriage. It applies automatically to any marriage out of community of property unless your ANC specifically excludes it, and it measures how much each estate grows from the wedding day to the day the marriage ends. When the marriage dissolves, the spouse whose estate grew less has a claim against the other equal to half the difference between the two growth figures. Assets you owned before the marriage, along with inheritances and donations, can be excluded if you list them in the contract. Out of community of property with accrual This is the most common choice for modern South African marriages. Your estates stay separate and you each manage your own finances, and neither of you is liable for the other’s debts. The sharing happens only at the end, so a spouse who stayed home to raise children or earned less is not left empty-handed. Out of community of property without accrual Here the estates stay completely separate from start to finish. Neither spouse has any claim to the other’s assets or estate growth, during the marriage or when it ends. This suits second marriages where partners want to preserve assets for children from a previous relationship, couples with a large wealth gap, or one partner heavily exposed to creditor risk. It offers the strongest asset protection of the three systems, at the cost of the shared-growth safety net accrual provides. Here is how the three systems compare at a glance: Feature In community of property Out of community, with accrual Out of community, without accrual How you get it Default, no contract ANC signed before marriage ANC that excludes accrual Estates during marriage Merged into one Separate Separate Liable for spouse’s debt Yes No No Sharing at divorce or death Joint estate split equally Growth shared, half the difference No sharing Best suited to Couples wanting full pooling Most modern marriages Second marriages, high creditor risk   When must an antenuptial contract be signed? An antenuptial contract must be signed before your wedding day, without exception. A contract signed after the ceremony has no effect on its own, and couples who miss this window face the far more involved route of a High Court application. Validity depends on three requirements. It must be drawn up and attested by a notary public, a specially admitted attorney, so a standard attorney who is not also a notary cannot execute it. Both partners and the notary must sign before the marriage, and the notary then registers the contract at the Deeds Office within three months of signing for it to be enforceable against creditors and third parties. Cost varies with the complexity of your assets and whether accrual is included or excluded, and you are generally looking at the notary’s professional fee together with a separate Deeds Office registration fee. A couple married under customary law

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employee rights

Can Your Employer Withhold Your Salary in South Africa?

Your pay is short this month, or it has not come at all. Your employer may have docked money for a breakage or held it back over a disagreement. Either way, you have the right to know whether that is legal. It usually is not. Your salary is protected by law, and an employer can only deduct from your pay in limited situations. Withholding wages you have already earned is almost never one of them. Your Salary Is Protected The main law here is the Basic Conditions of Employment Act, or BCEA. Section 34 governs deductions. Your employer cannot take money off your pay unless one of two things is true. First, you have given written consent for a specific deduction, such as a signed agreement to repay a loan. Second, the deduction is required or allowed by law, a court order, a collective agreement, or an arbitration award. Any other deduction is unlawful. Understanding your rights as an employee helps you recognise when your employer has stepped outside these rules. Deductions Your Employer Can Make Some deductions are normal and lawful. You will usually see them itemised on your payslip. Deductions your employer may make include: Tax (PAYE) and UIF contributions, which the law requires Retirement fund or medical aid contributions that you have agreed to Union membership fees, where you are a member and have agreed to them Garnishee or other court orders that direct part of your pay to someone else Loan or salary advance repayments that you agreed to in writing These are lawful because the law requires them or you have agreed to them. The amount and reason should be clear, and you can ask your employer to explain anything on your payslip you do not understand. Deductions for Loss or Damage Have Stricter Rules Employers sometimes deduct for a loss the business has suffered, such as a till shortage or damage to a company vehicle. This is allowed, but the rules are strict. Your employer needs your written agreement to the deduction, and all of the following must also be true: The loss or damage happened at work and was your fault Your employer followed a fair process and gave you a chance to explain your side The amount deducted does not exceed the actual loss The deduction does not exceed a quarter of your pay for that period If these requirements are not met, the deduction is not lawful. Where you have not agreed, your employer cannot simply take the money and would have to claim it through a court instead. A common mistake is deducting for a shortage on the spot, without your agreement and without giving you a chance to respond. What Your Employer Cannot Do Some actions are not allowed, whatever your contract says. Your employer cannot: Withhold your full salary for work you have already done Fine you as a punishment for a mistake or misconduct Deduct a disputed amount without your consent or a court order Take money off your pay simply because they believe you owe the business If there is a genuine dispute about money you may owe, your employer has to follow the proper route, which usually means reaching an agreement with you or going to court. They cannot take the law into their own hands. There is one exception. If you did not work, through unpaid leave or an unprotected strike, your employer does not have to pay you for that time. That is different from holding back pay you have already earned. What to Do If Your Pay Is Withheld If your pay has been withheld, or deducted without your agreement, take these steps. Raise it in writing. Ask your employer for an explanation and put your request in an email or letter. Keep a copy. Many deductions turn out to be payroll errors that are fixed quickly. Gather your records. Keep your payslips, your employment contract, any messages about the deduction, and a note of the dates and amounts involved. These show what you were owed and what was taken. Approach the Department of Employment and Labour. You can report unpaid wages to a labour inspector, who can investigate and order your employer to comply. It is free. Refer the matter to the CCMA. If you earn below a set threshold, you can refer a claim for unpaid amounts to the CCMA. For higher earners, the claim goes to court instead. Act quickly. A claim for unpaid money expires after three years, and once it does, you lose the right to recover what you are owed. When to Speak to a Labour Attorney The right forum for a salary claim depends on how much you earn and why your pay was withheld. Getting that wrong can cost you time. A labour attorney can confirm whether the deduction was lawful and take the claim to the right forum on your behalf. That often settles the matter faster than dealing with your employer yourself. Get Help From SB Lawyers At SB Lawyers, our labour team helps employees across Pretoria and Nelspruit recover pay that has been unfairly withheld or deducted. If your employer is holding back your salary or taking money you did not agree to, speak to us. Contact SB Lawyers today to find out where you stand and what your options are.

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constructive dismissal

What Is Constructive Dismissal in South Africa and Can You Claim?

Sometimes a job becomes so unbearable that resigning feels like your only way out. Your employer cuts your pay or treats you so unfairly that you hand in your notice. On paper, you quit. But the law may see it differently. This is constructive dismissal. When an employer makes conditions intolerable and leaves you little choice but to resign, your resignation can be treated as a dismissal, which means you may be able to claim. What Constructive Dismissal Means Most dismissals happen when an employer ends your employment. Constructive dismissal works the other way around. You resign, but only because your employer has made your working life so difficult that staying is no longer reasonable. The Labour Relations Act covers this in Section 186(1)(e). In plain terms, it says that if you end your contract because your employer made continued employment intolerable, the law treats it as a dismissal rather than a simple resignation. Like other unfair dismissal claims, that gives you the right to take the matter further. The important word here is “intolerable.” That word is deliberately strict. A job you dislike or a boss you struggle to get along with will not be enough on its own. The conditions have to be bad enough that a reasonable person in your position could not be expected to carry on working. What You Have to Prove In a constructive dismissal claim, you are the one who has to prove it. If you resign and then go to the CCMA, you have to show that your situation meets three points, on a balance of probabilities: You ended the employment, usually by resigning Staying had become intolerable It was your employer’s conduct that made it that way, not an unrelated reason The CCMA also applies one more test. The test is objective, which means it does not rest on how the situation felt to you alone. What counts is the actual conditions you faced. Examples That Usually Count, and Ones That Usually Don’t Every case is judged on its own facts. No list can cover them all. Past CCMA rulings still give a good idea of what tends to succeed. Situations that have supported a claim include: An employer cutting your pay or changing your role without agreement Ongoing bullying or public humiliation Sexual harassment that the employer failed to stop after it was reported Being pressured or threatened into resigning Situations that usually do not succeed include: Unhappiness with a manager’s style or a personality clash Being passed over for a promotion or refused a raise Being reprimanded fairly for poor performance Resigning to avoid a disciplinary hearing you were facing Genuine claims tend to involve conduct that breaks the trust between you and your employer. Everyday frustrations at work, even genuine ones, are usually not enough to succeed. Try to Sort It Out First One step can strengthen a constructive dismissal claim, and many employees skip it. Before you resign, raise the problem formally with your employer. The CCMA expects you to give your employer a fair chance to fix the situation. That usually means lodging a written grievance or putting your concerns in an email you can refer back to later. If you resign without doing this, your employer can argue that you had options you never used, which weakens your case. There is an exception. Where the conduct is extreme, such as assault or sexual harassment, the CCMA accepts that staying long enough to follow a grievance process may not be reasonable. Outside of those situations, showing that you tried to resolve the issue first will strengthen your position. Evidence You Will Need A constructive dismissal claim depends on what you can show. As the person bringing the claim, a clear record gives you a better chance at the CCMA. Useful evidence includes: Emails or messages that show how you were treated Your written grievance and any reply from your employer Payslips or contracts that show pay cuts or changes to your role Notes of incidents, with dates and what was said Names of colleagues who saw what happened and could support your account Start keeping these records early, while the problems are still happening. You usually lose access to work email and systems the day you leave, so gather what you can while you are still employed. How the CCMA Handles a Constructive Dismissal Dispute If you decide to take your claim further, it helps to know what the steps look like. The process at the CCMA usually runs as follows: Refer the dispute within 30 days. You have 30 days from the date you resigned to lodge your claim, so try to act while everything is still fresh. If some time has already passed, you can apply for condonation, where you ask the CCMA to accept a late referral and explain the reason for the delay. Conciliation. This is an informal meeting where a commissioner helps you and your employer discuss the dispute and look for an agreement. Many cases are resolved at this stage. Arbitration. If conciliation does not settle things, a commissioner hears both sides and makes a binding decision based on the evidence. Should your claim succeed, the CCMA can award compensation of up to 12 months’ pay, or reinstatement if you would prefer to return to your job. One more useful point. Constructive dismissal is treated as a dismissal rather than a resignation, so a successful claim can allow you to apply for UIF, which would not normally be possible after resigning. When to Speak to a Labour Attorney Constructive dismissal is one of the harder claims to prove. The test is strict, and your employer will likely argue that you simply chose to resign. Good legal advice early often improves your chances. A labour attorney can look at your situation honestly and tell you whether you have a case before you resign, which is often the most important moment to get advice. They can help you build your record

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estate planning attorney

When Would You Need an Estate Planning Attorney?

Most South Africans think estate planning means writing a will. It does not. A will is one piece of a broader plan that covers what happens to your assets, your dependents and your business interests when you die or become incapacitated. Without that broader plan in place, your family inherits not just your estate but the legal complications that come with it. This article explains what estate planning actually involves and when a basic will is enough. It also covers the situations where you need a specialist attorney rather than a bank, an insurer or a generic online service.   What Estate Planning Actually Covers Estate planning is the structured process of deciding what happens to your assets and your affairs both during your lifetime and after your death. It typically includes a valid will, but it also covers questions of trust structures, life insurance and how your estate will be administered through the Master of the High Court. For business owners, estate planning extends to what happens to your shareholding and the continuity of the business itself. For parents of minor children, it covers guardianship and how assets will be held for their benefit until they reach maturity. The goal is twofold. First, to ensure your assets go where you want them to go. Second, to minimise the cost and the time it takes to wind up your estate after your death, while keeping the tax burden as low as possible.   What Happens If You Die Without a Plan When you die without a valid will in South Africa, your estate is distributed according to the Intestate Succession Act 81 of 1987. The Act sets out a fixed order of inheritance based on your relationship to surviving family members, with no regard for your actual wishes. Intestate distribution is rarely what people would have chosen. Spouses inherit alongside children rather than in priority, and long-term partners who were never married inherit nothing. Step-children and informally adopted children have no claim under the Act. The Master of the High Court appoints an executor where there is no will, and the process takes longer than it would have if a will had named one. The cost is also higher. An executor appointed by the Master typically charges the maximum prescribed fee of 3.5% plus VAT on the gross value of the estate, where a will-appointed executor can negotiate a lower rate. On a R5 million estate, that difference alone is more than R200,000 that could have stayed with the family.   When a Basic Will Is Enough For people with straightforward affairs, a properly drafted will is often sufficient. If you own a home, a car and a few investment accounts and want everything to go to a spouse or to children equally, a will signed and witnessed correctly under the Wills Act will achieve that. The legal requirements for a valid will in South Africa are specific. The will must be in writing, and you must sign it in the presence of two competent witnesses who are at least 14 years old and not beneficiaries under the will. The witnesses must sign at the same time, in your presence and in the presence of each other. Errors in execution are one of the main reasons wills are challenged or declared invalid. A basic will is not enough where your circumstances are more complex than a single straightforward distribution.   When You Need an Estate Planning Attorney There are situations where a will alone is not sufficient and where the advice of a specialist attorney becomes valuable. Where you have minor children, your will needs to address guardianship and how their inheritance will be held until they are old enough to manage it. A testamentary trust or another protective structure usually makes more sense than a lump sum paid to a young adult. Where you own a business, your estate plan needs to cover what happens to your shareholding, who has the authority to operate the business in the period before the estate is wound up, and how value will be realised for your heirs. Shareholders’ agreements and buy-and-sell arrangements often need to be aligned with your will. Where your estate exceeds the estate duty abatement, structuring becomes important. South African estate duty is currently 20% on dutiable estates above R3.5 million, rising to 25% above R30 million. Section 4(q) of the Estate Duty Act allows the unused portion of one spouse’s abatement to roll over to the survivor, giving a married couple up to R7 million in combined abatement. Without proper planning, much of this benefit can be lost. Other situations call for specialist input. Assets held in more than one country, blended family arrangements and complex trust structures all create interactions that need to be designed by someone who works with them daily.   Trusts and When They Make Sense A trust is a separate legal entity that holds assets for the benefit of named beneficiaries. In South African estate planning, trusts are most commonly used to protect minor beneficiaries, to hold business interests and to manage estate duty exposure on growth assets. An inter vivos trust is set up during your lifetime and can hold assets that grow in value outside your personal estate. A testamentary trust is created in your will and only comes into existence on your death. Each option has its own tax consequences and its own ongoing costs to maintain. Trusts are not always the right answer. The tax treatment of trusts in South Africa has tightened significantly in recent years, and a trust that made sense ten years ago may now be a more expensive structure than holding the assets in your personal name. An estate planning attorney advises on whether a trust adds value in your specific situation, and if so, how it should be structured.   The Cost of Getting It Wrong Estate administration costs scale with the complexity of the estate and the quality of the planning. A

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divorce lawyer

Divorce Mediation vs Contested Divorce: Which Path Is Right for You?

Most divorces in South Africa fall into one of two paths: mediation, where both spouses work with a neutral mediator to reach agreement, or contested court proceedings, where each party is represented by their own attorney and the court decides the outcome. Choosing between them is one of the first practical decisions a separating couple makes, and the wrong choice costs time and money. It can also damage the relationship that needs to remain functional after the marriage ends. At Schoeman Borman, mediation is our first approach in most divorce matters. Litigation is the route we take when mediation is not appropriate or has not worked. This article compares the two paths on cost and time, and explains when each one is the right choice.   Divorce Mediation: How It Works Divorce mediation is a structured negotiation between both spouses, facilitated by a neutral mediator. The mediator does not represent either party. Their role is to help both spouses reach agreement on the issues that need to be resolved. These typically include the division of assets, the question of maintenance and any parenting arrangements where children are involved. Mediation is voluntary in most cases, but Rule 41A of the Uniform Rules of Court requires parties in High Court matters to actively consider mediation before litigating. When a divorce action is initiated, both parties must serve a notice indicating whether they agree to mediation and, if not, why not. This means mediation is not just an alternative to court. It is a step the legal system expects parties to take seriously. A successful mediation produces a written settlement agreement. To be enforceable, that agreement needs to be incorporated into a divorce decree by the court. An attorney drafts or reviews the agreement, presents it to the court along with the divorce papers, and the court grants a decree that gives the agreement the same force as any other court order.   Contested Divorce: When Court Proceedings Are Necessary A contested divorce is one where the spouses cannot agree on one or more substantive issues, and the matter proceeds through the courts. Each spouse is represented by their own attorney. Pleadings are exchanged, evidence is gathered through the discovery process, and if no settlement is reached the matter is decided at trial. Contested proceedings are the right route when one spouse refuses to engage. They are also necessary where there are urgent issues such as protection from harm or the dissipation of marital assets, or where one party is hiding information that needs to be compelled through court orders. Where the legal issues are too complex for mediation alone, such as disputes over business interests or international elements that affect jurisdiction, contested proceedings are also the appropriate route. Most contested divorces still settle before trial, often after an initial period of negotiation between the legal teams. Reaching that settlement requires legal representation throughout the process.   Cost Comparison Mediation is significantly cheaper than contested litigation. A mediated divorce involves the mediator’s fees and the cost of finalising the settlement agreement and divorce decree through the court. The total is usually a fraction of what a contested divorce costs. Contested litigation costs scale with the length of the dispute. Each step generates legal fees: the pleadings, the discovery process, expert reports, court appearances and the trial itself. A contested divorce that runs to trial can cost many times what a mediated divorce costs. The longer the matter takes, the more those costs accumulate. Cost is not the only consideration, but it is a real one. Couples who can resolve their divorce through mediation usually keep more of the marital estate intact for themselves and their children, rather than spending it on legal fees.   How Long Each Process Takes Mediation typically takes a few weeks to a few months, depending on the complexity of the issues and how willing both parties are to compromise. Once an agreement is reached, the unopposed divorce can usually be finalised within a few weeks of the application being filed at court. Contested divorces take considerably longer. From the issuing of summons to a trial date, the process commonly takes a year or more, sometimes substantially longer where the matter is particularly contested or where court rolls are full. During this time, both parties are unable to fully move on with their lives, which compounds the emotional and financial cost. Time matters most where children are involved. Prolonged litigation creates ongoing uncertainty for children about where they will live and how they will see each parent, and it tends to entrench conflict between the parents in ways that affect co-parenting long after the divorce is finalised.   When Mediation Works Well Mediation works well when both spouses are willing to negotiate in good faith and there is no significant power imbalance between them. It is faster and cheaper than litigation, and it gives both parties more control over the outcome than handing the decision to a court. Mediation is particularly suited to couples who want to maintain a working relationship after the divorce, which matters most where children are involved. Co-parents who design their own arrangements for care and contact tend to have less conflict afterwards than those who have a parenting plan imposed by a court. The agreements are also more durable, because both parties had a hand in designing them. Mediation also gives both parties the opportunity to address practical considerations that a court process is not well suited to handle. Things like how birthdays and holidays will be split, or how school decisions will be made, can be agreed in detail, rather than left to a generic court order that does not anticipate the realities of the family’s life.   When Mediation Is Not Appropriate Mediation is not the right route in every divorce. It assumes both parties can negotiate as equals, which is not always the case. Mediation is generally not recommended where there has been domestic abuse, because the imbalance of power

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Child custody attorney

When Would You Need a Child Custody Attorney?

Decisions about where your child lives and how often you see them are governed in South Africa by the Children’s Act 38 of 2005, which places the child’s best interests above what either parent wants. Knowing when to involve a child a custody attorney can be the difference between a resolution that works and a dispute that makes things harder for everyone. What Child Custody Means in South Africa South African law does not use the word “custody” in the way most people use it in conversation. The Children’s Act refers instead to parental responsibilities and rights. These responsibilities and rights cover: Care, which determines where the child lives and who looks after them day to day.  Contact refers to the right to spend time with the child. Guardianship covers the right to make major decisions about the child’s life.  Maintenance is addressed separately but is closely connected to all of the above. Both parents generally retain these rights after separation or divorce unless a court orders otherwise. A child custody attorney helps parents understand what their rights actually are, and helps them to come to an agreement between themselves before court involvement is necessary. You Are Going Through a Divorce With Children Divorce proceedings involving children require a parenting plan. This is a written agreement that sets out how each parent will exercise their responsibilities and rights after the marriage ends. It covers details such as where the child will primarily live, how contact with the other parent will work, and so on. If both parents can reach agreement, the plan can be formalised with the assistance of a mediator or attorney and made an order of court. If they cannot agree, the court will decide, and that process takes considerably longer, inevitably costing more than a negotiated plan. A child custody attorney helps you understand what a workable parenting plan looks like, drafts or reviews the agreement, and represents you if the matter proceeds to court. Getting proper legal advice at this stage protects both you and your child from arrangements that are unworkable or that leave important matters unresolved. You and the Other Parent Cannot Agree on a Parenting Plan Where agreement is not possible, the Children’s Act requires that a parenting plan be registered with the Family Advocate or made an order of court. The Family Advocate’s office investigates the circumstances and makes recommendations to the court based on the child’s best interests. A child custody attorney prepares you for this process, gathering the relevant evidence, and ensuring your position is properly presented. The Other Parent Is Denying You Access A child custody attorney ensures that you have legal recourse if the other parent is refusing to comply with an established parenting plan or court order. Willful non-compliance with a court order is a serious matter and an attorney can bring an urgent application to enforce the order or hold the non-compliant parent in contempt. If no formal order is in place yet, a child custody attorney can apply for an interim contact order while the main dispute is resolved. This prevents a situation where one parent effectively sidelines the other during a lengthy legal process. An attorney can advise on common access disputes, where the relationship between the parents has broken down completely, advising on whether the circumstances call for supervised contact or a variation of the existing arrangement, always with the child’s wellbeing as the measure. You Are an Unmarried Parent Many parents are misinformed about the different default rights between unmarried fathers and unmarried mothers in South Africa: An unmarried mother automatically has full parental responsibilities and rights.  An unmarried father acquires them only if he meets specific requirements under the Children’s Act.  These include whether he was in a relationship with the mother at the time of the child’s birth, whether he has contributed to the child’s upbringing, and whether he has been identified as the father on the birth certificate. Despite the differences in the default rights for unmarried fathers and mothers, an attorney can help each move through the custody process, ensuring that both sides are presented equally according to their positions..  You Want to Relocate With Your Child If you want to move to another city or another country with your child, and the other parent has contact rights, you generally cannot do so without their consent or a court order. The court will consider factors such as the reasons for the relocation, the impact on the child’s relationship with the parent being left behind, and the child’s own wishes depending on their age and maturity. These cases require careful preparation and clear legal representation on both sides. A child custody attorney advises on whether your proposed relocation is likely to be approved and helps you prepare the application. But the attorney can also help you if you are the parent opposing a relocation, ensuring that you understand the grounds on which the application can be resisted. An Existing Custody Order Needs to Change As children grow older their needs shift, and a parenting plan that worked at five may be entirely unsuitable at thirteen.  To change an existing court order, you need to show a material change in circumstances since the original order was made. A child custody attorney assesses whether your situation meets that threshold and advises on what evidence you need. The attorney then brings the variation application on your behalf. Attempting to vary an order informally, by simply agreeing with the other parent to do things differently without updating the court order, leaves both parents without legal protection if the arrangement breaks down again. What SB Lawyers Can Do for You Child custody matters are rarely straightforward, and the emotional pressure involved makes it easy to make decisions that seem reasonable in the moment but create problems later. Having an attorney who understands both the law and the practical realities of co-parenting helps you make decisions that hold up. At SB Lawyers, our family

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Intellectual Attorney

When Would You Need An Intellectual Property Attorney?

If a trademark was never registered or a competitor is using your brand name, or even if your software tool was built by a contractor who never signed an assignment agreement, then you need to contact an intellectual property attorney This guide explains what an IP attorney does, what protection looks like in practice, and when your business needs one. The Role of an IP Attorney An IP attorney advises businesses on how to identify, protect, and enforce the legal rights attached to their creative and commercial assets. Their work covers patents, trade marks, and copyright. Patents: they prepare and file applications, conduct prior art searches, advise on the scope of protection a granted patent provides, and defend patents when challenged.  Trade marks: they conduct clearance searches, file at CIPC, manage renewals, and act when another party infringes or opposes a registered mark.  Copyright: they advise on ownership, draft licensing agreements, and assist when content is used without permission. Definition of Intellectual Property IP is anything you or your business created that has value including: your brand name, your logo, your software, your content, your processes. IF someone copied it or used it without permission, that is an IP problem. IP rights are the legal entitlements that flow from owning IP. Owning a piece of software is not the same as holding the IP rights to it. If that software was built by a contractor without a proper assignment clause, the contractor may retain those rights even after you have paid for the work. This distinction between commercial ownership and legal IP ownership is one of the most common disputes an IP attorney resolves. Protecting Your IP Rights Trade marks. Start with a clearance search, then file at CIPC in the relevant class of goods or services. The process can take a year or more, and errors invite opposition. Getting the application right from the start reduces costly delays. Patents. A patent application needs a detailed technical description and precise claims. Too broad and they will be rejected; too narrow and competitors can work around them. South Africa grants patents without substantive novelty examination, so a poorly drafted patent can be granted and later successfully challenged. Trade secrets. These are protected by keeping them confidential. Confidentiality agreements, access controls, and a clear response plan if information is disclosed without authorisation are the practical tools here. Creative works. Copyright arises automatically in South Africa, but proving ownership in a dispute requires evidence. Document when a work was created, who created it, and under what agreement, and keep that documentation. Protection Strategies Worth Considering Registration alone is rarely enough. A trade mark and copyright can protect the same asset in different ways: a logo, for example, may qualify for both. Confidentiality agreements for employees and contractors set clear expectations and create legal recourse if information is misused. Online monitoring tools track unauthorised use of trade marks and copyright material, and acting quickly when something is found limits the damage. Managing Your IP Assets As a business grows, so does its IP portfolio. An IP audit is a useful starting point, giving you a structured review of what you own, whether it is properly protected, and where the gaps are. Businesses that have never done one often discover unregistered marks in long-term use, contractor-created works with no assignment on file, or lapsed trade mark registrations. IP also has commercial value that is easy to underestimate. A registered trade mark, a granted patent, or a well-documented copyright portfolio can be licensed for revenue, used as security for financing, or attributed a value in a business sale. Commercial Law: Contracts, Licensing, and Deals IP and commercial law overlap constantly. Licensing agreements need clearly defined terms around scope, payment, and termination. Employment and contractor contracts need IP assignment clauses to ensure ownership sits with the business. In mergers and acquisitions, unresolved ownership gaps carry over into the new structure. Aligning IP With Business Strategy IP protection should follow your business priorities. Startups benefit most from trade mark registration and IP assignment clauses in employment agreements before disputes arise. Growing businesses should focus on protecting the assets that directly underpin revenue. For businesses preparing to raise investment, a clean IP position matters. Investors scrutinise ownership and licensing arrangements at due diligence, and surprises at that stage can derail a deal. Dispute Resolution and Enforcement Most IP disputes should not go to court. The process usually starts with a cease and desist letter, identifying the infringement, asserting your rights, and demanding the conduct stops. Many disputes are resolved here. Where they do not, mediation is often appropriate before litigation, particularly where a commercial relationship is worth preserving. For urgent situations, an emergency interdict can stop infringing conduct immediately while the substantive dispute is resolved. The threshold is high, which is why registered rights and documented evidence matter. For digital infringements, takedown notices through hosting providers and platforms are often faster than court proceedings. Choosing the Right IP Attorney Look for sector experience: patent work requires technical understanding of your field, and an attorney experienced in your industry will approach an application differently from one whose practice has focused elsewhere. If your business has international ambitions, check for experience with ARIPO filings and PCT patent applications. Ask for references or case studies from clients at a comparable stage to yours. When to Hire an IP Attorney Earlier than you think you need to. The right time to register a trade mark is before you launch, not after a competitor challenges it. The right time to review a commercial agreement is before you sign it. If you suspect infringement, get legal advice before you respond: how you respond matters. Turning IP Into Commercial Value IP is a necessary step to ensure that the business generates licensing revenue, acting as an asset for the business by ensuring that you have defensible patents and properly documented creative works. At Schoeman Borman, our attorneys work across IP and commercial law with the

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