Questions:

Q.4.1 Define the term strike.

A strike refers to a collective action taken by a group of employees to withhold their

labour as a means of protest or negotiation. It is a temporary work stoppage aimed
at putting pressure on employers to meet certain demands or address grievances.
Strikes can be organized by trade unions or other employee associations and can
take various forms, such as a complete cessation of work or a slowdown in
productivity. The purpose of a strike is to exert economic and social pressure on
employers to achieve desired outcomes.

Q.4.2 “Employees have stronger protection with regards to their right to strike
than employers who only have recourse to a lock out.” Discuss this statement
with reference to the right to strike and lock outs.

The statement suggests that employees generally have more legal protection when it
comes to their right to strike compared to employers' ability to initiate a lockout. The
right to strike is recognized as a fundamental labour right in many jurisdictions and is
often protected by labour laws and international conventions. Employees have the
right to engage in collective bargaining and use strikes as a tool to advance their
interests.

On the other hand, employers have the option of using a lockout, which is the
temporary closure of a workplace or the withholding of work from employees during
a labour dispute. However, lockouts are subject to more restrictions and legal
scrutiny compared to strikes. In many jurisdictions, employers must demonstrate that
a lockout is a reasonable response to a labour dispute and that it is not being used to
undermine the employees' right to strike.

Overall, while both strikes and lockouts are tools used in labour disputes, employees
generally have stronger legal protection for their right to strike, ensuring their ability
to collectively bargain and negotiate with employers.

Q.4.3 Should the above strike in the extract be declared an unprotected strike,
explain the following to the striking employees:

• The differences between protected strikes and unprotected strikes; and

• The consequences of having an unprotected strike.

• The differences between protected strikes and unprotected strikes; and

• The consequences of having an unprotected strike.

Protected strikes are those that comply with the legal requirements and procedures
set out in labour laws. These strikes enjoy certain legal protections, such as
immunity from disciplinary action or dismissal. On the other hand, unprotected
strikes are those that do not meet the legal requirements and may be subject to
disciplinary action or other consequences.

The differences between protected and unprotected strikes include:

1. Compliance with procedural requirements: Protected strikes follow the

prescribed procedures, such as giving notice to the employer, engaging in
negotiations, and obtaining a strike certificate from the relevant authority.
Unprotected strikes fail to meet these procedural requirements.

2. Legality: Protected strikes are lawful and recognized by labour laws, while
unprotected strikes are considered unlawful or illegal.

The consequences of having an unprotected strike may include:

1. Disciplinary action: Employees who participate in an unprotected strike may

face disciplinary action, such as warnings, suspensions, or even dismissal.

2. Loss of legal protections: Employees engaged in an unprotected strike may

lose certain legal protections, such as immunity from dismissal or protection
against unfair labour practices.

3. Liability for damages: Employees may be held liable for any damages caused
by the unprotected strike, such as financial losses incurred by the employer or
third parties.

It is important for striking employees to understand the distinction between protected

and unprotected strikes and the potential consequences of engaging in an
unprotected strike.

Q.4.4 Explain to the striking employees the procedure that must be followed
for there to be a protected strike.
To have a protected strike, employees must follow certain procedures as outlined by
labour laws. The specific procedures may vary depending on the jurisdiction, but
generally include the following steps:

1. Notice: Employees or their representatives must give notice to the employer

of their intention to strike within a specified period before the strike
commences. The notice should include the reasons for the strike and the
proposed date of commencement.

2. Negotiations: The employer and employees, or their representatives, must

engage in good-faith negotiations to try to resolve the dispute or address the
employees' demands. This may involve meetings, discussions, or mediation.

3. Conciliation or mediation: If negotiations fail, the parties may be required to

participate in conciliation or mediation sessions facilitated by a neutral third
party, such as a labour relations board or a mediator.

4. Strike ballot: In some jurisdictions, employees may be required to conduct a

secret ballot vote among the affected employees to determine whether they
support the strike action.

5. Strike certificate: If the above steps are followed and the requirements are
met, the relevant authority may issue a strike certificate, confirming that the
strike is protected under the law.

By following these procedures, employees can ensure that their strike is legally
protected, providing them with certain rights and protections during the labour
dispute.

Q.4.5 Discuss the meaning of “secondary strike” by way of an example. Your

answer should include a short set of facts that clearly shows how a secondary
strike comes about.

Meaning of "Secondary Strike" and Example

A secondary strike refers to a situation where workers from one union go on strike in
support of another union's strike. It occurs when workers who are not directly
involved in a labour dispute decide to join the strike action to show solidarity and put
additional pressure on the employer.
Here's an example to illustrate how a secondary strike comes about:

Facts:

1. Union A represents workers at a manufacturing company that produces

automobile parts.

2. Union B represents workers at a car assembly plant that uses the parts
produced by the manufacturing company.

3. Union A is in a labour dispute with the manufacturing company over wages

and working conditions.

4. As a result of the dispute, Union A decides to go on strike, demanding better

terms from the manufacturing company.

5. Union B, in solidarity with Union A, decides to join the strike and support their
cause.

6. The workers from Union B refuse to work, effectively shutting down the car
assembly plant.

In this example, the primary strike is initiated by Union A, which represents the
workers at the manufacturing company. However, Union B, representing workers at
the car assembly plant, decides to participate in the strike as well. This secondary
strike by Union B is aimed at putting additional pressure on the manufacturing
company to meet the demands of Union A.

By joining the strike, Union B demonstrates solidarity with Union A and shows that
they are willing to take collective action to support their fellow workers. The
secondary strike can have a significant impact on the employer's operations, as it
disrupts the production process and increases the economic costs of the labour
dispute.

It is important to note that the legality of secondary strikes varies across jurisdictions.
Some countries may prohibit or restrict secondary strikes, considering them as
unlawful or unfair labour practices. Therefore, it is crucial for unions to understand
the legal framework governing secondary strikes in their respective jurisdictions
before engaging in such actions.
Question:

If an employee gets injured as a result of a workplace accident or becomes ill

as a result of his or her job, they will be able to claim compensation in terms of
the Compensation for Occupational Injuries and Diseases Act 130 of 1993 (or
COIDA). Write a short essay in which you answer the following questions:

• Discuss the aims and objectives of COIDA.

• Identify any four persons who are excluded from the application of COIDA.

• Discuss the requirements that must be met in order to qualify to claim from
the Commissioner under COIDA.

Aims and Objectives of COIDA

The Compensation for Occupational Injuries and Diseases Act 130 of 1993 (COIDA)
is a South African legislation that aims to provide compensation and support to
employees who suffer injuries or contract diseases as a result of their work. The
main objectives of COIDA are as follows:

1. Compensation: COIDA aims to ensure that employees who are injured or

become ill due to work-related incidents receive fair and adequate
compensation. This compensation covers medical expenses, loss of earnings,
and disability benefits.

2. Rehabilitation: COIDA also focuses on the rehabilitation of injured

employees. It aims to provide necessary medical treatment, rehabilitation
services, and vocational training to help injured employees recover and
reintegrate into the workforce.

3. Prevention: COIDA emphasizes the prevention of workplace accidents and

occupational diseases. It encourages employers to implement safety
measures, conduct risk assessments, and provide training to minimize the
occurrence of work-related injuries and illnesses.

4. Legal Protection: COIDA provides legal protection to both employees and

employers. It establishes a no-fault system, meaning that employees are
entitled to compensation regardless of who is at fault for the accident or
 illness. It also protects employers from civil claims by employees, ensuring
that compensation claims are channelled through the COIDA system.

Persons Excluded from COIDA

While COIDA covers most employees, there are certain categories of individuals who
are excluded from its application. Four persons who are excluded from the
application of COIDA are:

1. Domestic Workers: Domestic workers employed in private households are

excluded from COIDA. However, they may be covered under the
Compensation for Occupational Injuries and Diseases Amendment Act
(COIDA Amendment Act) if their employers voluntarily register them.

2. Independent Contractors: Individuals who work as independent contractors

and are not considered employees are excluded from COIDA. They are
responsible for their own insurance and compensation arrangements.

3. Members of the South African National Defense Force

(SANDF): Members of the SANDF are excluded from COIDA. They are
covered under separate legislation, such as the Military Pensions Act.

4. Employees of Foreign Governments: Employees of foreign governments or

international organizations who are working in South Africa are excluded from
COIDA. They may be covered under the laws of their respective countries or
organizations.

Requirements to Qualify for Compensation under COIDA

To qualify for compensation under COIDA, certain requirements must be met. These
include:

1. Employment Relationship: The injured or ill person must be an employee,

meaning they have an employment contract or agreement with an employer.
Independent contractors and self-employed individuals are not covered under
COIDA.

2. Work-Related Injury or Disease: The injury or disease must be a result of

the employee's work or work-related activities. It should have occurred during
the course of employment or as a direct consequence of the employee's work.
 3. Notification: The employee or their representative must notify the employer
of the injury or disease within a specified time period. Failure to notify the
employer may result in the loss of the right to claim compensation.

4. Medical Examination: The employee must undergo a medical examination

by an authorized medical practitioner to assess the extent of the injury or
disease. The medical report will be used to determine the compensation
amount.

5. Claim Submission: The employee or their representative must submit a

claim for compensation to the Compensation Commissioner within the
prescribed time limits. The claim should include all relevant documentation
and supporting evidence.

It is important for employees to understand their rights and obligations under COIDA
to ensure they receive the compensation they are entitled to in case of work-related
injuries or diseases.
Questions:

Q.6.1 Discuss any five duties of an employee as they relate to health and
safety in the workplace.

Employees have several duties related to health and safety in the workplace. Here
are five important ones:

1. Complying with Policies and Procedures: Employees must follow all health
and safety policies and procedures established by their employer. This
includes using personal protective equipment, following safe work practices,
and reporting any hazards or incidents.

2. Participating in Training: Employees should actively participate in health

and safety training programs provided by their employer. This helps them
understand potential risks, learn how to prevent accidents, and use equipment
safely.

3. Reporting Hazards and Incidents: Employees have a duty to report any

hazards, near misses, or accidents to their supervisor or the designated
health and safety representative. This helps identify and address potential
risks in the workplace.

4. Using Equipment and Machinery Safely: Employees must use equipment

and machinery in a safe and responsible manner. This includes following
operating instructions, using safety guards, and reporting any malfunctions or
defects.

5. Cooperating with Health and Safety Measures: Employees should

cooperate with their employer and colleagues to maintain a safe and healthy
work environment. This may involve participating in safety committees,
attending safety meetings, and following emergency procedures.

By fulfilling these duties, employees contribute to a safer workplace for themselves

and their colleagues.

Q.6.2 Explain any five functions of the health and safety representative in the
workplace.
Health and safety representatives play a crucial role in promoting and maintaining a
safe work environment. Here are five functions they typically perform:

1. Identifying Hazards: Health and safety representatives are responsible for

identifying potential hazards in the workplace. They conduct regular
inspections, observe work practices, and consult with employees to identify
risks that could lead to accidents or injuries.

2. Investigating Incidents: When accidents or near misses occur, health and

safety representatives investigate the incidents to determine the root causes.
They gather information, interview witnesses, and analyze data to identify
factors that contributed to the incident.

3. Consulting with Employees: Health and safety representatives consult with

employees to gather their input and feedback on health and safety matters.
They may conduct surveys, hold meetings, or establish communication
channels to ensure that employees' concerns and suggestions are
considered.

4. Promoting Awareness and Training: Health and safety representatives help

promote awareness of health and safety issues among employees. They
organize training sessions, distribute educational materials, and provide
guidance on safe work practices to ensure that employees are well-informed
and equipped to prevent accidents.

5. Advocating for Improvements: Health and safety representatives advocate

for improvements in the workplace to enhance health and safety conditions.
They may make recommendations to management, participate in safety
committees, and collaborate with other stakeholders to implement changes
that reduce risks and improve overall safety.

By fulfilling these functions, health and safety representatives contribute to the

development and maintenance of a strong safety culture in the workplace.

Q.6.3 Explain the differences between mediation and arbitration proceedings.

Mediation and arbitration are two alternative dispute resolution processes used to
resolve conflicts outside of the court system. Here are the key differences between
the two:

Mediation:

• Mediation is a voluntary and non-binding process where a neutral third party,

the mediator, facilitates communication and negotiation between the parties
involved in the dispute.

• The mediator does not make a decision or impose a solution but helps the
parties reach a mutually acceptable agreement.

• The focus is on finding a resolution that satisfies the interests and needs of
both parties.

• Mediation is flexible, confidential, and allows the parties to maintain control

over the outcome.

• The mediator's role is to facilitate communication, encourage understanding,

and assist in generating options for resolution.

Arbitration:

• Arbitration is a more formal process where a neutral third party, the arbitrator,
is appointed to make a binding decision on the dispute.

• The arbitrator acts as a judge and renders a decision after considering the
evidence and arguments presented by both parties.

• The focus is on determining the rights and obligations of the parties based on
applicable laws or contractual agreements.

• Arbitration can be less formal and more streamlined than court proceedings,
but the decision is legally binding and enforceable.

• The arbitrator's role is to hear the evidence, apply the law, and make a final
decision that resolves the dispute.

In summary, mediation is a collaborative process aimed at reaching a mutually

acceptable agreement, while arbitration involves a third party making a binding
decision on the dispute.
Questions:

Q.7.1 Cecilia is 9 months pregnant, and she will be taking unpaid maternity
leave for 4 months.

Cecilia would be entitled to claim the following benefits under the Unemployment
Insurance Act 63 of 2001 (UIA):

1. Maternity Benefits: Cecilia can claim maternity benefits for the duration of her
unpaid maternity leave. These benefits are provided to support her financially
during this period.

Q.7.2 Samantha and Samuel decide to adopt a newborn baby, Sammy.

Samantha and Samuel would be entitled to claim the following benefits under the
Unemployment Insurance Act 63 of 2001 (UIA):

1. Adoption Benefits: Samantha and Samuel can claim adoption benefits for the
period they take off work to care for the newborn baby, Sammy. These
benefits are provided to support them financially during this period.

Q.7.3 Harriet is diagnosed with Tuberculosis (TB) and she has been critically ill
for 4 weeks.

Harriet would be entitled to claim the following benefits under the Unemployment
Insurance Act 63 of 2001 (UIA):

1. Illness Benefits: Harriet can claim illness benefits for the period she is unable
to work due to her critical illness. These benefits are provided to support her
financially during this period.

Q.7.4 Michael is the breadwinner in his family. Michael passed away and left
behind two dependants, Michaela, and Michael Jr.

Michael's dependants, Michaela, and Michael Jr., would be entitled to claim the
following benefits under the Unemployment Insurance Act 63 of 2001 (UIA):

1. Dependant's Benefits: Michaela and Michael Jr. can claim dependant's

benefits as they were financially dependent on Michael. These benefits are
provided to support them financially after the breadwinner's death.
Q.7.5 Melody works as a domestic worker in Mr. Dhlamini’s 3-bedroom flat in
Sandton. Mr. Dhlamini lives alone, is not married, and has no dependants. On
Friday night, on his way from Rockers’ nightclub, he is attacked by thieves and
murdered. Melody can no longer work as her employer has passed on and she
is officially unemployed.

Melody would be entitled to claim the following benefits under the Unemployment
Insurance Act 63 of 2001 (UIA):

1. Unemployment Benefits: Melody can claim unemployment benefits as she is

officially unemployed due to the death of her employer. These benefits are
provided to support her financially while she searches for a new job.
Questions:

The Occupational Health and Safety Act 83 of 1993 (or OHASA) was instituted
in South Africa to make sure that company management set up safety
representatives and safety committees in the workplace. The Act also gives
health and safety guidelines on more regular, day-to-day workplace facilities
like toilets, change rooms, first aid kits, fire precautions, adequate ventilation,
proper lighting, temperature and more.

Considering OHASA, answer the following questions:

Q.8.1 Leon runs a labour broking company called “Genesis”. The company,
among other functions, helps clients to develop their long-term staffing
strategies and to secure the employees best qualified to meet their
requirements. Leon has heard of OHASA but is not sure if it applies to him.
Explain to Leon the following:

• the general applicability of OHASA.

• the instances when OHASA would not apply to an employer; and • whether
OHASA applies to Leon ’s company. (10)

NOTE: 8 marks are to be allocated for content and 2 marks are to be allocated
for the skill that you use to answer this question.

General Applicability of OHASA

The Occupational Health and Safety Act 83 of 1993 (OHASA) applies to all
employers and employees in South Africa, regardless of the industry or sector. Its
purpose is to ensure the health and safety of workers in the workplace. Therefore,
OHASA is generally applicable to all employers, including Leon's company,
"Genesis."

Instances when OHASA would not apply to an employer.

While OHASA generally applies to all employers, there are a few instances when it
may not apply:
 1. Domestic workers: OHASA does not apply to employers who employ
domestic workers in private households. However, employers are still
encouraged to provide a safe working environment for domestic workers.

2. Independent contractors: If an employer hires independent contractors who

are responsible for their own health and safety, OHASA may not apply directly
to the employer. However, the employer still has a duty to ensure that the
independent contractors comply with health and safety regulations.

3. Self-employed individuals: OHASA does not apply to self-employed

individuals who do not employ any other workers. However, they are still
encouraged to follow health and safety guidelines to protect themselves.

Applicability to Leon's company

Since Leon's company, "Genesis," helps clients develop staffing strategies and
secure qualified employees, it is likely that OHASA applies to his company. OHASA
covers all employers, regardless of their specific functions or services. Therefore,
Leon should ensure that his company complies with OHASA's health and safety
requirements to provide a safe working environment for his employees and clients.

Q.8.2 Philip works at a construction company in Port Elizabeth. The

management of the company has informed the staff of the company that they
need to appoint a health and safety representative. Philip is under the
impression that, to be such a representative, one acquires more power and
influence in the company, and he would like to be considered for the post.
Philip speaks to his co-workers, and he asks them to appoint him as their
health and safety representative. He is subsequently appointed as the
representative. Philip is under the impression that he will be able to attend
disciplinary hearings of other staff members to defend their rights and
furthermore, attend all senior management meetings to make the employees
voice heard. Evaluate whether Philip is correct or not in his thinking about the
roles and responsibilities of a health and safety representative. As part of your
answer, you must further indicate to Philip what the other functions of health
and safety representatives are.
NOTE: 8 marks are to be allocated for content and 2 marks are to be allocated
for your skill of applying the law to the Philip ’s facts.

Roles and Responsibilities of a Health and Safety Representative

Philip's thinking about the roles and responsibilities of a health and safety
representative is partially correct, but there are some misconceptions. While the
health and safety representative does have certain powers and responsibilities, they
do not have the authority to attend disciplinary hearings or participate in all senior
management meetings.

The main function of a health and safety representative is to represent the interests
of the employees in matters relating to health and safety in the workplace. This
includes:

1. Identifying and reporting hazards: The representative should actively

identify potential hazards in the workplace and report them to the
management for appropriate action.

2. Investigating incidents: In the event of an accident or incident, the

representative should participate in the investigation process to determine the
cause and recommend preventive measures.

3. Consulting with management: The representative should engage in regular

consultations with the management to discuss health and safety issues,
propose improvements, and provide feedback on existing policies and
procedures.

4. Promoting awareness and training: The representative should help raise

awareness among employees about health and safety matters and promote
training programs to ensure that everyone is equipped with the necessary
knowledge and skills.

5. Participating in inspections: The representative should participate in

workplace inspections to ensure compliance with health and safety
regulations and identify areas that require improvement.
 6. Assisting with the development of policies: The representative should
contribute to the development and review of health and safety policies and
procedures to ensure they are effective and up to date.

However, it is important to note that the health and safety representative does not
have the authority to attend disciplinary hearings or make decisions on behalf of
employees. Their role is to advocate for health and safety measures and represent
the employees' interests in those matters.

In terms of the law, the Occupational Health, and Safety Act (OHSA) in South Africa
governs the roles and responsibilities of health and safety representatives. It is
important for Philip to familiarize himself with the specific provisions of the OHSA to
fully understand his rights and obligations as a health and safety representative.

Q.8.3 King Fries is a recently incorporated company which has over 82

employees. Explain the following to the directors of the company:

• when an employer is required to establish a health and safety committee; •

the duties of a health and safety committee; and

• how often the committee must meet.

NOTE: 8 marks are to be allocated for content and 2 marks are to be allocated
for your skill of applying the law to the facts

When an employer is required to establish a health and safety committee

An employer is required to establish a health and safety committee when they have
a certain number of employees or when requested by the employees. The specific
requirements for establishing a health and safety committee may vary depending on
the jurisdiction, but generally, it is required when there are a certain number of
employees, such as 20 or more.

The duties of a health and safety committee

The duties of a health and safety committee typically include:

1. Identifying and assessing workplace hazards: The committee is responsible

for identifying potential hazards in the workplace and assessing their risks to
employee health and safety.
 2. Developing and implementing safety policies and procedures: The committee
plays a crucial role in developing and implementing safety policies and
procedures to prevent accidents and injuries in the workplace.

3. Conducting regular inspections: The committee should conduct regular

inspections of the workplace to identify any potential hazards or safety issues.

4. Investigating accidents and incidents: In the event of an accident or incident,

the committee should investigate the cause and take appropriate measures to
prevent similar incidents in the future.

5. Promoting employee participation and awareness: The committee should

encourage employee participation in health and safety matters and promote
awareness of safety practices and procedures.

6. Reviewing and updating safety programs: The committee should regularly

review and update safety programs to ensure they are effective and up to
date with current regulations and best practices.

How often the committee must meet.

The frequency of health and safety committee meetings may vary depending on the
jurisdiction and the specific needs of the workplace. However, it is generally
recommended that the committee meets at least once every three months. This
allows for regular discussions and updates on health and safety matters, as well as
the opportunity to address any emerging issues or concerns. It is important for the
committee to establish a regular meeting schedule and ensure that all members
attend and actively participate in the meetings. Additionally, the committee should
also hold additional meetings as needed, especially in response to any urgent health
and safety issues that may arise.
Question:

Write a short essay which relates to the Unemployment Insurance Act 63 of

2001 (or UIA). Your essay must answer the following questions:

• Highlight the aims and purpose of the UIA (3 marks).

• Explain what the Unemployment Insurance Fund (or UIF) is (3 marks). •

Discuss who is entitled to claim from the UIF (4 marks).

• Discuss any five benefits provided for by the UIA. In your answer, you are
also required to explain the circumstances under which one could claim those
benefits (10 marks).

NOTE: 20 marks are to be allocated for content and 5 marks are to be allocated
for skill

Aims and Purpose of the Unemployment Insurance Act (UIA)

The Unemployment Insurance Act 63 of 2001 (UIA) in South Africa aims to provide
temporary financial relief to workers who become unemployed, as well as to promote
social security and reduce poverty. The main purposes of the UIA are:

1. Income Support: The UIA aims to provide income support to workers who
have lost their jobs involuntarily, ensuring they have a basic level of financial
security during their period of unemployment.

2. Promoting Re-employment: The UIA aims to encourage unemployed

individuals to actively seek re-employment by providing them with financial
assistance while they search for new job opportunities.

3. Social Security: The UIA aims to contribute to the overall social security of
workers by providing them with a safety net in case of unemployment,
reducing the risk of falling into poverty.

Unemployment Insurance Fund (UIF)

The Unemployment Insurance Fund (UIF) is a public fund established under the UIA.
It is managed by the South African government's Department of Employment and
Labour. The UIF is funded through contributions made by both employers and
employees. The fund serves as a pool of resources from which eligible individuals
can claim unemployment benefits.

Entitlement to Claim from the UIF

To be entitled to claim from the UIF, individuals must meet certain criteria:

1. Contributions: Individuals must have made contributions to the UIF while

employed. Both employers and employees are required to contribute a
percentage of the employee's salary to the UIF.

2. Unemployment: Individuals must be unemployed and actively seeking

employment. They must have lost their job involuntarily, such as through
retrenchment, dismissal, or the end of a fixed-term contract.

3. Registration: Individuals must be registered with the UIF and have a valid
UIF reference number. This can be obtained by completing the necessary
registration forms and submitting them to the UIF.

4. Waiting Period: Individuals must serve a waiting period of 14 days before

becoming eligible to claim UIF benefits. This waiting period starts from the
date of unemployment.

Benefits Provided by the UIA

The UIA provides various benefits to eligible individuals. Five of these benefits, along
with the circumstances under which they can be claimed, are:

1. Unemployment Benefits: Individuals who have lost their jobs involuntarily

and meet the eligibility criteria can claim unemployment benefits. These
benefits provide temporary financial support while the individual searches for
new employment.

2. Illness Benefits: Individuals who are unable to work due to illness or injury
can claim illness benefits. These benefits provide temporary financial support
during the period of illness or injury.

3. Maternity Benefits: Pregnant women who are unable to work due to

pregnancy or childbirth can claim maternity benefits. These benefits provide
financial support during the maternity leave period.
 4. Adoption Benefits: Individuals who have adopted a child and are unable to
work during the adoption process can claim adoption benefits. These benefits
provide financial support during the adoption leave period.

5. Dependants' Benefits: Individuals who are the sole breadwinners and have
dependants can claim dependants' benefits in the event of their death. These
benefits provide financial support to the dependants left behind.

It is important to note that each benefit has specific eligibility criteria and
requirements that must be met in order to claim them. Individuals should consult the
UIA and relevant regulations for detailed information on each benefit and the
circumstances under which they can be claimed.

Overall, the UIA aims to provide a safety net for workers in South Africa, offering
temporary financial relief during periods of unemployment, illness, maternity,
adoption, and in the event of the breadwinner's death.