The Definitive Guide For Attorneys In South Africa
The Definitive Guide For Attorneys In South Africa
October 2025 November 2025 Employment & Labour Lawyers attorneys in Johannesburg - We are Labour Law specialists.
If you are reading this, you obviously have a labour law issue that you want to resolve. Please feel free to contact our hotline at 083 260 7530 and speak with Andrew Goldberg, the founder of Goldberg Attorneys Inc.
Our consultation fee is R3,000.00, not per hour, but instead we consult until your problem is resolved.
Zoom or contact on Microsoft Teams. We promise you great advice at an unbelievable price.
Please email us at andrew@goldbergs.co.za or WhatsApp on 083 260 7530. What are you waiting for? Call Andrew now!
Who are we / About us?
Goldberg Attorneys Inc is a labour law boutique firm conveniently situated in the same building that houses the Labour Court, Arbour Square Building in Braamfontein, Johannesburg. The firm is headed up by Mr Andrew Goldberg (21 years' experience in Labour Law).
We are Labour Law specialists. We deal with all labour law-related issues, and in particular in Labour Court matters - Labour Court referrals, drafting of pleadings including complex review applications, rescissions, exceptions, opinions, heads of argument, review applications, urgent applications; joinders / legal representation; Opposing review applications on a minimal fee basis; Contempt applications, Drafting Statements of Claim concerning collective retrenchments, strikes and discrimination. Judge's directives on retrenchments, strikes and racism. Drafting bill of costs and attending taxation, arbitrations, Labour Appeal Court - Appeals, submissions, heads of arguments and arguing before CCMA arbitrations and disciplinary hearings, as well as providing guidance on human resources policies and industrial relations.
We are the best labour attorneys/labour lawyers. If anyone can win your case, it is us, Goldberg Attorneys Inc! Do not settle for less than the best! Goldberg Attorneys have an impeccable record, having won the majority of their cases. Currently, we have ten court orders that we are enforcing.
We can represent you at Arbitration at the CCMA for as little as R6,000 - R8,000 / full day! So call us now to book us for your next Arbitration date!
Introduction to Goldberg Attorneys
Andrew Goldberg on Rights & Recourse
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Resources
Read Acting Judge Goldberg's Judgment here
AND his latest Judgment here
Current happenings
We currently handle thousands of cases referred to us every month. If you are unable to reach us on our normal number, 0114030015, please contact us via email or call our alternative number, 0113395102. We want your case!!
When to call an attorney
Do you have an Arbitration Award in your favour? If so, we can help you enforce it wherever you are, whether in Mpumalanga, North West, KZN, or even the Cape. We work out of Johannesburg, Cape Town, Port Elizabeth, and Durban Labour Courts.
Let Andrew Goldberg, who has acted as a Judge of the Labour Court, handle your matter!
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We offer correspondent work at less than one-third. Please call Andrew or Lukholo on 0113395102.
We handle the filing of cases at the Labour Court, Labour Appeal Court and Constitutional Court.
Goldberg Attorneys have had over 60 cases reported on the internet !!
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GOLDBERG ATTORNEYS BEST LAWYER LABOUR LAW
Let us do the work and ensure you get the results you seek.
I LOVE what I do - you'll find me in COURT.
CONTACT US NOW!!!!!!! WE WILL WIN YOUR CASE!!!!!!!
We now host disciplinary hearings at our offices in Braamfontein with an appointed independent chairperson, interpreter, and recording system. Please book in advance with Lethu to secure a date and time.
Mr Goldberg, the CEO/Director, has the most appearances and reported cases of any single Labour Attorney in the last ten (10) years. Mr Goldberg is a well-spoken, trustworthy, and confident individual who handles cases from start to finish, including urgent interdicts and complex matters, all on his own. Mr Goldberg is also a well-known and respected attorney at the Labour Court, with over 800 appearances, and more than ten at the Labour Appeal Court.
We are here to service you!!
Below are our last five reported cases for your review at your leisure.
[Reported cases with the relevant internet site hyperlink where available]
Please phone us on 0114030015 or 083 260 7530 (Andrew) for a copy of any of these judgments.
Recent Case Law Report
Fidelity Fund Security Services v Ngqola (JA 61/21) [2022] ZALAC 87 (7 April 2022) GOLDBERG ATTORNEYS WIN IN THE LABOUR APPEAL COURT WITH COSTS
The issue at hand was what constitutes reinstatement. When can it be said that an employee has been reinstated? The facts of the matter are as follows: Following the dismissal of the Employer's Review Application, the Employer sought to have the Employee return to work. On 16 February 2017, the Employee complied with the letter and reported to work as instructed on the same day. It is common cause that the Employee worked that day. The Employee complained that she had been paid a lesser salary at a grade than Grade A position and that she was being forced to sign a new contract. The Employer's attorneys answered to the Employee on 17 February 2017 and informed that the Employee would be placed at Head Office in the control room until a position at her previous placement, Bank City, became available, and further stated that she would be earning the same salary she earned at the time of her dismissal, that is she was not being given any increase despite the passage of time. On 17 February 2017, the Employee then resigned. The question is, was she reinstated or not?
The matter was argued before Snyman JA at the Labour Court, and he found that the Employee had been reinstated and was entitled to her outstanding salaries. The appellant contends that the learned acting judge erred in failing to apply the principles enunciated in the case of Mhlupheki Willem Kubeka & Others v NI-DA Transport (Pty) Ltd. The NI-DA Transport case's ratio was that a contract of employment is not revived by a Court Order or by an arbitration award and that there must be some element of actual physical reporting by the Employee before it can be said that the Employee was reinstated and before it can be said that as a result that the Employee can be awarded any portion of the outstanding salaries, this is in that the issue of outstanding salaries is not covered in the award. The NI-DA Transport case was founded on the dictum in National Union of Mineworkers SA obo Fohlisa & others v Hendor Mining Supplies where the Court set out that: "… the judgment ordering reinstatement does not in and itself reinstate the contract of employment, rather it is an order directing the Employer to accept those services. If the Employer fails to do so, the remedy is to bring contempt proceedings to compel the Employer to do so. As such, it was the finding in the NI-DA Transport case that a contract of employment is only restored when the Employee tenders their services and reports for work and the Employer accepts the tender and/or takes them back to work. So, here the question is: Was the Employee reinstated or not?
REPORT BACK BY MR GOLDBERG - Reportable LAC Judgment dealing with the issue/point as to when (or at what stage) reinstatement occurs. Here, I appeared before three judges and successfully convinced them of my client's case. What transpired here is a long & arduous story of a poor Employee (EE) & the trouble she had getting her Employer (ER) to comply. The EE was transferred after failing to perform; she failed to report, leading to her dismissal on 31 August 2011 (nearly 11 years ago). The EE then referred the matter to the CCMA, which awarded her reinstatement with some back pay. She then reported, but the ER refused to comply. The EE then sought to make the Award an Order of Court in terms of section 158 (1) (c) of the LRA. This was the process used in those days to enforce an Award, as there was no trust in the certification process, which process is in common use today.
The Award was made an Order of Court on 17 October 2012. Nothing happened for a period. The ER then brought a Review Application on 19 September 2013. The EE managed to send the sheriff & was paid the arrear salary as contained in the Award. As such, the remaining issues were reinstatement & the backpay. In December 2016, the ER eventually brought an Application for rescission of the Court Order. It argued that because the EE had failed to obtain a contempt of court order & had involved itself in the reconstruction of the record that the Review was still alive & as such, the Order had been stayed by the actions of the EE. The Rescission & Review were dismissed. The EE then demanded compliance. The ER sought the EE report so she could be reinstated. The EE reported, but then was given a contract that amounted to a demotion. It was disputed whether the EE signed, but she then failed to report & resigned. The EE then sought to claim the monies for the period between when she was meant to be reinstated & the date of her resignation. The Labour Court granted her clai,m less a perio,d when it set out that she failed to report. On Appeal, the ER contended that she was not reinstated because she had not returned to her previous position. Accordingly, she was not entitled to arrears of salary. The Appeal Court found that she had already tendered her services in 2012. The Award had been converted into an Order, which was meant to be complied with by the E, reinstating the EE.
Furthermore, because the ER had sought to reinstate the EE in 2017 & she reported that this amounted to reinstatement. In Court, the Judges lambasted my poor opponent, setting out that the ER was belligerent & deceitful; it had sought to use the law & the processes to avoid compliance. In the Order, the court stated that its tactics were deplorable. The Appeal was dismissed with costs. A big win for #GoldbergAttorneys! #thankyou #TEAMGOLDBERGS. #reinstatement #SeanSnyman #GoGoldbergAttorneysGo
Other Links and Resources
Do you need to access the Labour Court website? If so, it can be accessed using the links below. Just copy them and add them to your browser:
http://www.justice.gov.za/labourcourt/index.html
http://www.justice.gov.za/labourcourt/practice.html
http://www.justice.gov.za/labourcourt/courtrolls.html
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