Specialised Labour Law Consultant

Labour law, in plain English.

Over 20 years of experience, more than 1,000 hearings chaired, and over 100 CCMA / bargaining-council matters arbitrated — with a 99% success rate.

Your Legal Rights Are My Business.

Labour Law Sherpa clients

What we can do for you

Chairing disciplinary inquiries

We can chair your internal disciplinary inquiries, no matter how complex. We return comprehensive recommendations to your organisation within a few days — shielding you, to a degree, from claims of bias and chairperson manipulation.

Employment litigation

We assist employers preparing matters for conciliation or arbitration. Representation at the CCMA or DRC isn't automatic, but we help with bundle preparation, witness preparation and highlighting the strengths and weaknesses of your matter.

Management training

We train your management teams on aspects of labour-law regulation to make them more efficient — modules ranging from how to issue warnings to initiating or chairing disciplinary hearings.

Employee misconduct investigation

We assist with your investigations — from interviewing staff to collecting statements and evidence, and compiling reports that suggest the viability of your matter should you wish to discipline the employees involved.

20+

Years of labour-law experience

1,000+

Hearings chaired

100+

CCMA & bargaining council matters arbitrated

99%

Success rate

About Labour Law Sherpa

A named expert, not a faceless firm.

I'm Francois Beya, a labour-law specialist with over 20 years' experience. I spent six years honing individual labour law at Discovery Health, then served as a regional and later National Employee Relations Manager — dealing with collective labour law, unions and collective bargaining across Johannesburg and surrounding areas — before founding Labour Law Sherpa.

I've chaired over 1,000 hearings and arbitrated and conciliated over 100 CCMA / bargaining-council matters with a 99% success rate.

Testimonials

What clients say.

“Came through for us, we followed his guidance and we won our case. Brilliant fellow, very professional and knowledgeable.”

kabelo mpitimpitivia Google

“I had an outstanding experience with Labour Law Sherpa. Francois is truly exceptional, knowledgeable, thorough, and was incredibly supportive throughout the entire process. He took the time to explain every step clearly, made sure I understood my rights, and guided me with honesty and professionalism. His expertise gave me confidence during a very stressful time. If you need a labour law specialist who genuinely cares and goes above and beyond, I highly recommend Francois at Labour Law Sherpa.”

Ivan Nelvia Google

“François is exceptionally talented!! Sharp, insightful, and incredibly articulate. He is able to take limited context and turn it into a compelling, structured narrative. Where many people only see the forest, he sees every tree and understands how they all fit together. Working with him has given me confidence in navigating corporate environments and equipped me with a far stronger understanding of the law. Quite simply, it's some of the best money I've ever spent on my own development. Thank you, François. I'm now a loyal follower and recommend you to everyone.”

Micaela Willersvia Google

“A big thank you to Francois for his guidance, from the outset his website made it incredibly easy and painless to book. Labour law sherpa provide solid advice and really went out of his way to ensure I felt comfortable and informed about the situation I approached him with. Francois really went above and beyond and I honestly cannot recommend his services enough. 11/10 👏👏👏”

Damian Schmidtvia Google

FAQ

Frequently asked questions

How long does an employee have to refer a dispute to the CCMA?

Generally 30 days from the date of dismissal for unfair-dismissal disputes. Late referrals require the employee to apply for condonation, which is not automatic.

Can a poorly run hearing be overturned even if the employee was guilty?

Yes. An unfair process can render a dismissal unfair even where there was a valid reason — which is exactly why the procedure matters as much as the facts.

Is incapacity the same as misconduct?

No. Misconduct involves fault and is handled through discipline. Incapacity involves an employee who genuinely cannot perform — through ill health or inability — and must be handled through a fair, supportive process.

What makes a retrenchment fair in South Africa?

Broadly, a genuine operational reason (substantive fairness) plus proper consultation and fair, objective selection (procedural fairness). Both must be present.

Can an employer be represented at the CCMA?

Yes. While legal representation at arbitration can be subject to the commissioner's discretion in some matters, employers can be represented and prepared by a labour-law specialist throughout conciliation and arbitration.

Do I need an external chairperson for every disciplinary hearing?

No. For minor matters an internal chairperson is fine. An independent chairperson is most valuable for serious or complex cases, dismissals, senior employees, or where you expect the matter to end up at the CCMA.

Facing a disciplinary matter or restructure?

Book a consultation and get clear, plain-English guidance on how to proceed — before a single misstep becomes a costly CCMA award.