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Onah Attorneys Inc • Johannesburg
CCMA & Labour Lawyers – Workplace Justice for Employees & Employers
Labour disputes move fast — an unfair dismissal referral must reach the CCMA within 30 days. We represent employees fighting dismissals, discrimination and unpaid money, and employers who need discipline, retrenchments and CCMA defence done lawfully. From conciliation to arbitration to Labour Court review, our labour team knows how commissioners think and what evidence actually wins.
Call 011 042 8039Free Case AssessmentWhen you need CCMA labour lawyers
Dismissed without a fair hearing or valid reason
Retrenchment consultation and severance disputes (Section 189)
Constructive dismissal after intolerable treatment
Unpaid salaries, bonuses, commissions or leave pay
Workplace discrimination, harassment and victimisation
Chairing or defending disciplinary hearings
Restraint of trade enforcement and defence
Labour Court reviews of CCMA awards
How we handle your matter
Merits assessment
We evaluate the dismissal or dispute against the LRA’s substantive and procedural fairness tests and give you a straight answer on prospects.
Referral
We draft and lodge the CCMA referral (LRA 7.11) within the 30-day deadline — or apply for condonation with a proper explanation if late.
Conciliation
We represent you at conciliation, where most matters can settle on terms — compensation, reinstatement or clean references.
Arbitration
Unresolved matters proceed to arbitration: we lead evidence, cross-examine and argue for maximum compensation (up to 12 months’ pay) or reinstatement.
Review or enforcement
Defective awards are taken on review to the Labour Court; favourable awards are certified and enforced like judgments.
Fees — transparent, agreed upfront
Employee matters are typically staged fixed fees per CCMA phase; many settle at conciliation, which keeps costs low. Employers can retain us per hearing or on a monthly labour compliance retainer.
Key legislation:
- Labour Relations Act 66 of 1995
- Basic Conditions of Employment Act 75 of 1997
- Employment Equity Act 55 of 1998
Frequently asked questions
How long do I have to refer an unfair dismissal to the CCMA?
30 days from dismissal. Miss it and you must apply for condonation showing good cause — act immediately.
Can I bring a lawyer to the CCMA?
At conciliation, no legal representation is allowed. At arbitration, attorneys are permitted by right in most dismissal disputes except misconduct/capacity cases, where the commissioner has discretion — we get admitted in the majority of cases.
What compensation can the CCMA award?
Up to 12 months’ remuneration for unfair dismissal, 24 months for automatically unfair dismissal (discrimination, pregnancy, whistleblowing) — or reinstatement with back pay.
What makes a retrenchment unfair?
No genuine operational rationale, no proper Section 189 consultation, unfair selection criteria, or retrenchment used to disguise dismissal. Each is independently attackable.
What is constructive dismissal?
You resigned because the employer made continued employment intolerable — proven objectively. It is hard to win without evidence, so document everything before resigning and take advice first.
My employer ignores the CCMA award — now what?
We certify the award, then execute: sheriff attachment, or contempt proceedings for reinstatement orders. An award is not a suggestion.
Speak to an Attorney Today
Get straight answers about CCMA labour lawyers from a firm that fights to win. First consultation — no obligation, full confidentiality.
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