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In January 2019 the Labour Court decided a contractor,that was appointed in terms of a service level agreement, operated as an independent service provider not as a labour broker. The distinction is critical because the deeming provisions in section 198A of the Labour Relations Act, 1995 (LRA), applies to labour brokers but not to independent service providers. In circumstances where the service is rendered by a labour broker, the employees involved in rendering the service may be deemed to be in the client’s employ if the employees earn less than R205 433.30 a year and rendered services to the client outside of the definition of temporary service, which essentially means for a period exceeding three months.
The employees are only deemed to be in the client’s employ for purposes of the LRA. These employees must be treated on the whole not less favourably than an employee of the client performing the same or similar work unless there is a justifiable reason for the different treatment. The client is not allowed to terminate their employment lawfully without a valid reason and without following a fair procedure
In Chep South Africa (Pty) Ltd v Shardlow NO & Others [2019] 5 BLLR 450 (LC), the Labour Court identified four factors relevant to an enquiry as to whether a service provider is really a labour broker in disguise. These factors are:
The Court thus found that the contractor was an independent service provider and not a labour broker.
It is clear from the judgment that the court relied extensively on the provisions of the service level agreement entered into between the client and the contractor. The deeming provisions contained in section 198A of the LRA could have far reaching consequences for employers in circumstances where it is found that the service provider is in fact a labour broker. The importance of a written, detailed service level agreement can thus not be understated. It is also crucial to pay attention to the detail of the agreement, with specific reference to:
Unions are increasingly challenging service level agreements on the basis that it constitutes a labour broking arrangements. Ensuring that the service level agreements in place address the factors listed by the court, will go a long way in defending such disputes.
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