2014 12 18 Ross Richardson v TECMED Africa (JA86-14) Johannesburg JA 86-14
2014 12 18 Pkaka and 19 others V CCMA (JA 3-14) Johannesburg JA 3-14
2014 12 15 AngloPlatinum V Petrus Hermanus De Beer (JA 65-13) Johannesburg JA 65-13
2014 12 12 Botha Melinda v CCMA 2 OTHERS (PA5-13) Port Elizabeth PA 5-13
2014 12 12 NUM v Wanli Stone Belfast (JA 85/13) Johannesburg JA 85/13
2014 12 12 Palluci Home Deport V Joanne Deena (CA 21-13) Cape Town CA 21-13
2014 12 10 Eskom Holdings Limited V Solidarity (CA 19-11) Cape Town CA 19-11
2014 12 10 NUM V Black Mountain Mining (CA22-12) Johannesburg CA22-12
2014 12 03 Kalahari Country Club V National Union of Mineworkers (CA 16-13) Cape Town CA 16-13
2014 11 27 PSA v TT Gwanya and Others (JA 36/12) Johannesburg JA 36/12
2014 11 25 Mathebeli v Minister of Labour (JA 25/ 2013) Johannesburg JA 25/ 2013
2014 11 06 Arends C Others v SA Local Gov Bargaining Council 2 Others (PA6/13) Port Elizabeth PA 6/13
2014 10 24 ABSA Bank v Devapriya Naidu Others (DA 14/12) Durban DA 14/12
2014 10 23 Bonfiglioli V Michael Panaino (CA 19/13) Johannesburg CA 19/13
2014 10 23 The Minister of safety and Security V Mthozami Madikane (CA2/13) Cape Town CA 2/13
2014 10 23 Ekurhuleni Metropolitan V SAMWU (JA12/13) Johannesburg JA 12/13
2014 10 23 SAMWU V South African Local Government Bargaining Council (JA 84/13) Johannesburg JA 84/13
2014 10 23 NUM obo J Smith vs Namakwa Sands (CA12/2013) Cape Town CA 12/2013
2014 10 21 Quest Flexible Staffing V Abram Legobate (JA 104/13) Johannesburg JA 104/13
2014 10 21 Sasol Infrachem V Sefafe Daniel (JA 58/12) Johannesburg JA 58/12
2014 10 16 Metropolitan Health Risk Managment v M Majatladi 2 others (CA15/2013) Cape Town CA 15/2013
2014 10 07 Ruan Kukard V GKD Delkor (Pty) Ltd (JA52/2013) Johannesburg JA 52/2013
2014 10 07 PTWU v Malema (JA 67/12) Johannesburg JA 67/12
2014 10 01 Head of Dep of Education v Mofokeng JM (JA14-14) Johannesburg JA14-14
2014 09 25 Hendricks Marius v Overstrand Municipality (CA24-13) Cape Town CA 24-13
2014 09 10 Shatterprufe v Ntombekhaya Sesani (PA4/13) Port Elizabeth PA 4/13
2014 09 ADT Security v National Security & Unqualified Workers Union (CA18/11) Cape Town CA18/11
2014 08 19 UASA AC Marx and others V Lonmin Platinum Comprising (JA 59/2012) Johannesburg JA 59/2012
2014 08 19 Bonsile Makade v Public Health and Social Development Sectoral Bargaining Council (PA 2/2012) Port Elizabeth PA 2/2012
2014 08 19 Draken Industries CC v Commissioner Mande (JA69/2013) Johannesburg JA 69/2013
2014 08 14 Satawu obo Members vs SAA (Pty) Ltd (JA 54/13) Johannesburg JA 54/13
2014 08 06 TMS Group Industrial Services (Pty) Ltd v Unitrans Supply Chain (JA 58/2014) Johannesburg JA 58/2014
2014 07 23 Elliot International (Pty) Ltd v Veloo (DA 12/11) Durban DA 12/11
2014 07 22 N M Mtshali v Bell Equipment (DA16/12) Durban DA16/12
2014 06 26 The Western Cape Education Department & The General Public Service Sectoral Bargaining Council and 2 others (CA 11/13) Cape Town CA 11/13
2014 06 12 Food and Allied Workers Union & In2food (Pty) Ltd (JA61/2013) Johannesburg JA 61/2013
2014 06 12 Dirk Willem Potgieter & Tubatse Ferrochrome & others (JA 71/12) Johannesburg JA 71/12
2014 06 12 South African Airways (Pty) Ltd & Gideon Jacobus Jansen Van Vuuren and another (CA9/13) Cape Town CA 9/13
2014 06 05 Western Cape Department of Health & MEC Van Wyk and others and others (CA1/2013) Cape Town CA 1/2013
2014 05 30 Cassim Zoobair Lavangee & National Bargaining Council for the Chemical Industry and others (DA 13/12) Durban DA 13/12
2014 05 29 City Power (Pty) Limited & Grinpal Energy Management Services (Pty) Ltd and others (JA 55/2012) Johannesburg JA 55/2012
2014 05 27 South African Municipal Workers Union & Syntell (Pty) Ltd and others (CA3/2013) Cape Town CA 3/2013
2014 05 16 Blue Financial Services Limited & The Commission for Conciliation, Mediation And Arbitration and 2 others (JA 53/11 & JR 2819/09) Johannesburg JA 53/11 &
JR 2819/09
2014 05 15 National Union of Mineworkers, on Behalf of SZD Botsane & Anglo Platinum Mine (Rustenburg Section) (JA 2013/42) Johannesburg JA 2013/42
2014 05 13 MEC for the Department of Health, Western Cape & M T Weder (CA 4/2013) Cape Town CA 4/2013
2014 05 13 DHL Supply Chain (Pty) Ltd & De Beer N.O. and 3 others (DA4/2013) Durban DA 4/2013
2014 05 13 Ekhamanzi Springs (Pty) Ltd & Mandi Mnomiya (DA2/13) Durban DA 2/13
2014 03 27 Mark Solari & Nedbank Ltd and 2 others (CA 3/2012) Cape Town CA 3/2012
2014 03 26 INTERVALVE (Pty) Ltd and another & National Union of Metalworkers of South Africa obo its members (JA24/2012) Johannesburg JA 24/2012
2014 03 12 Riyaad Norodien & Ajax Cape Town Football Club (Pty) Limited T/A Ajax Cape Town Football Club and others (C72/2014) Cape Town C 72/2014
2014 03 04 South African Local Government Associaiton & Independent Municipal and Allied Trade Union and 2 others (JA46/2012) Johannesburg JA 46/2012
2014 02 20 Solidarity obo JA Wehncke & SURF4CARS (Pty) Ltd (JA63/11) Johannesburg JA 63/11
2014 02 13 South African Municipal Workers Union (SAMWU) & The South African Local Government Bargaining Council and 3 others (DA 7/2012) Durban DA 7/2012
2014 02 13 CONCOR Projects (Pty) Ltd t/a CONCOR Opencast Mining & Commission for Conciliation, Mediation and Arbitration and 3 others (JA35/2013) Johannesburg JA 35/2013
2014 02 13 Jonsson Uniform Solutions (Pty) Ltd & Lynette Brown and 2 others(DA10/2012) Johannesburg DA10/2012
2014 02 13 South African Municipal Workers Union (SAMWU) & The South African Local Government Bargaining Council and 3 others (DA 7/2012) Durban DA 7/2012
2014 02 13 Rene Colett & Commission for Conciliation, Mediation and Arbitration and 2 others (P293/2009 & PA7/12) Port Elizabeth P 293/2009
2014 02 07 GIJIMA AST (Pty) Ltd & Raymond Hopley (CA 7/12) Cape Town CA 7/12
2014 02 05 Palace Engineering (Pty) Ltd & Thulani Ngcobo and 2 others (JA20/2012) Johannesburg JA 20/2012
2014 02 05 Nature’s Choice Products (Pty) Ltd & Food and Allied Workers’ Union and others (JA12/12) Johannesburg JA 12/12


POPI and consent - don’t get caught in your own net

By Gillian Lumb, Director, Kara Meiring, Candidate Attorney, Cliffe Dekker Hofmeyr


2020 has given rise to many challenges for employers. The Protection of Personal Information Act 4 of 2013 (POPI) poses yet another challenge. Employers have a grace period of one year as of 1 July 2020 within which to ensure their compliance with POPI.


POPI distinguishes between the collection, storage and processing of personal information and special person information. Special personal information includes e.g. an employee’s race or ethnic origin, health or sex life, religious or philosophical beliefs and trade union membership. Securing an employee’s consent is one of the basis on which an employer can lawfully process both general and special personal information of its employees.


It is crucial for employers to understand the meaning and interpretation of consent within the context of POPI. While employers may hope for a “quick fix” to ensure compliance and trust that including a broad, “catch all” consent in employees’ contracts of employment will be suffice – this may not prove to be adequate in every instance. A general consent may be sufficient to cover some of the personal information that will be processed during the course of an employee’s employment, however employers should be aware of the risks associated with relying on blanket consents in every instance.


Section 1 of POPI defines consent as “any voluntary, specific and informed expression of will in terms of which permission if given for the processing of personal information”. Written consent is not expressly required. However, it will be for the employer in its capacity as responsible party to show that it has secured an employee’s consent where it is relying on consent. In the circumstances it is advisable for employees’ written consent to be secured.


The requirement that consent be voluntary, specific and informed means that there should not be any pressure or force placed on an employee to consent. The employee should also be sufficiently aware of the content of the processing given the requirement that the consent is informed.


The Information Regulator has yet to give guidance on the interpretation of consent in terms of POP. In all likelihood it will have regard to the General Data Protection Regulation 2016/679 (GDPR) which requires that the consent is unambiguous and must be given by a clear affirmative act. It may well be that the Information Regulator interprets consent restrictively in keeping with the GDPR.


In the circumstances clauses relating to the processing of personal information in employees’ contracts of employment which are aimed at securing employees’ consent to the processing, should at minimum set out the nature and scope of the personal information that is to be processed, the reason for the processing, consent to further processing, consent to collection from a source other than the employee and consent to the transfer of the information. The employees must be able to understand in clear language what they are consenting and the extent of the consent. Where necessary provisions should also be made specifically for the processing of special personal information.


Employers should bear in mind that POPI does not demand consent in every instance and that processing may take place without consent where e.g. the processing is required in terms of law, or for the purposes of protecting a legitimate interest of the employee.


Employers will need to determine on a case by case basis whether the processing which they wish to conduct falls within the scope of the consent which they may have secured from an employee in his or her contract of employment or whether they will need to rely on one of the other basis set out in POPI.


Both special and general personal information may be processed lawfully if the processing is necessary for the “establishment, exercise or defence of a right or obligation in law”. This would cover instances where e.g. an employer processes employees’ personal information to comply with its obligations under the Employment Equity Act.


An employer can process general personal information without an employee’s consent where such processing either protects a legitimate interest of the employee, or is “necessary for pursuing the legitimate interest of the responsible party or of a third party to whom it is supplied”. While the term “legitimate interest” is not defined in POPI, it is likely that the Information Regulator will seek guidance from the GDPR in this regard. The GDPR has established a three-pronged test in interpreting “legitimate interest” which considers purpose, necessity, and balance. It first asks, “Is there a legitimate reason or purpose for the processions?”, secondly “Is processing the information necessary for that purpose” and thirdly “Is the legitimate interest overridden by the interests of the data subject?


A determination is made as to whether there is a “legitimate interest” for the purposes of processing personal information based on the answers to these three questions.


So as not to fall foul of the provisions of POPI it is recommended that employers develop internal policies that will assist them in determining whether in each instance, personal information to be processed is covered by the general consent clause in an employee’s contract of employment alternatively, by one of the other basis for lawful processing. In the absence thereof, the employer will need to prepare and secure a further consent from the employee.


For more information, please contact Gillian Lumb at

Article published with the kind courtesy of Cliffe Dekker Hofmeyr www.cliffedekkerhofmeyr.com






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