Protected Disclosures Amendment Act
This section amends section 1 of the principal Act by adding a definition of “business” and replacing the definition of “disclosure.”
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- Act 5 of 2017
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amendments complaints handling confidentiality definitions disciplinary liability disclosure reporting dismissal disputes employee complaints employee disclosure employee disclosures employee notifications employee obligations employee relations employee status employer duties employer liability employment employment contract terms employment contracts false disclosure false information guidelines internal procedures internal reporting +28 more
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This section amends section 1 of the principal Act by adding a definition of “business” and replacing the definition of “disclosure.” This provision replaces the definition of “disclosure” to cover certain information disclosures made by an employee or worker about an employer’s conduct, where the person believes the information shows a crime, a breach of legal duty, or a miscarriage of justice. This section defines key terms used in the Act, including employee, worker, occupational detriment, protected disclosure, and temporary employment service. This provision defines “worker” broadly to include employees, some contractors and agents, and people supplying services through a temporary employment service. The Act’s objects include protecting employees or workers from occupational detriment after a protected disclosure, providing remedies, and setting procedures for responsible disclosure of employer improprieties. Contract terms that try to exclude the Act, block proceedings, or deter protected disclosures are void to that extent.
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Provisions of Protected Disclosures Amendment Act
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Section 1 of the Protected Disclosures Act, 2000 (hereinafter referred to as the
This section amends section 1 of the principal Act by adding a definition of “business” and replacing the definition of “disclosure.”
1. Section 1 of the Protected Disclosures Act, 2000 (hereinafter referred to as the principal Act), is hereby amended— (a) by the insertion of the following definition before the definition of 5 ‘‘disclosure’’: ‘‘ ‘business’ includes the whole or part of any business, undertaking or service;’’; trade, (b) by the substitution for the definition of ‘‘disclosure’’ of the following 10 definition: ‘‘ ‘disclosure’ means any disclosure of information regarding any conduct of an employer, or of an employee or of a worker of that employer, made by any employee or worker who has reason to believe that the information concerned shows or tends to show one or more of the following: (a) That a criminal offence has been committed, is being committed or (b) (c) is likely to be committed; that a person has failed, is failing or is likely to fail to comply with any legal obligation to which that person is subject; that a miscarriage of justice has occurred, is occurring or is likely to occur; 15 20 This gazette is also available free online at www.gpwonline.co.za Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 3 ALGEMENE VERDUIDELIKENDE NOTA: [ ] Woorde in vet druk in vierkantige hakies, dui skrappings uit bestaande verordeninge aan. Woorde met bestaande verordeninge aan. ’n volstreep daaronder, dui invoegings in (Engelse teks deur die President geteken) (Goedgekeur op 31 Julie 2017) WET Tot wysiging van die Wet op Beskermde Bekendmakings, 2000, ten einde die toepassing van die Wet uit te brei na enige persoon wat vir die Staat of ’n ander persoon werk of gewerk het of wat op enige wyse in die uitvoer of bedryf van ’n besigheid van ’n werkgewer of kliënt behulpsaam is as ’n onafhanklike kontrakteur, konsultant, agent of persoon wat dienste aan ’n kliënt verskaf terwyl hy of sy deur ’n tydelike indiensnemingsdiens in diens geneem is; ten einde die gesamentlike aanspreeklikheid van werkgewers en hul kliënte te reguleer; ten einde ’n verpligting in te stel om werknemers of werkers wat inligting met betrekking tot onwettige of onreëlmatige gedrag bekend gemaak het, in te lig; ten einde voorsiening te maak vir vrywaring teen siviele of strafregtelike aanspreeklik- heid wat uit die bekendmaking van inligting wat daarop dui of neig om daarop te dui dat ’n misdryf gepleeg is, gepleeg word of redelikerwys gepleeg gaan word; ten einde ’n misdryf vir die bekendmaking van vals inligting te skep; en om voorsiening te maak vir aangeleenthede wat daarmee in verband staan. BEPAAL die Parlement van die Republiek van Suid-Afrika, soos volg:— Wysiging van artikel 1 van Wet 26 van 2000 - 1 Verify source ↗
Artikel 1 van die Wet op Beskermde Bekendmakings, 2000 (hierna die Hoofwet
This provision replaces the definition of “disclosure” to cover certain information disclosures made by an employee or worker about an employer’s conduct, where the person believes the information shows a crime, a breach of legal duty, or a miscarriage of justice.
1. Artikel 1 van die Wet op Beskermde Bekendmakings, 2000 (hierna die Hoofwet genoem), word hierby gewysig— (a) deur die vervanging van die woordomskrywing van ‘‘bekendmaking’’ deur die volgende woordomskrywing: ‘‘ ‘bekendmaking’ enige bekendmaking van inligting rakende enige optrede van ’n werkgewer, of van ’n werknemer of van ’n werker van daardie werkgewer, wat gedoen word deur ’n werknemer of werker wat rede het om te glo dat die betrokke inligting een of meer van die volgende aantoon: (a) Dat ’n misdaad gepleeg is, gepleeg word of waarskynlik gepleeg gaan word; (b) dat ’n persoon versuim het, besig is om te versuim of waarskynlik gaan versuim om aan ’n regsplig, waaraan daardie persoon onderhewig is, te voldoen; (c) dat ’n onreg in die regspleging plaasgevind het, plaasvind of waarskynlik gaan plaasvind; 5 10 15 This gazette is also available free online at www.gpwonline.co.za - 4 Verify source ↗
No. 41016
This section defines key terms used in the Act, including employee, worker, occupational detriment, protected disclosure, and temporary employment service.
4 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 4 (d) (e) (f) (g) that the health or safety of an individual has been, is being or is likely to be endangered; that the environment has been, is being or is likely to be damaged; unfair discrimination as contemplated in Chapter II of the Employment Equity Act, 1998 (Act No. 55 of 1998), or the Promotion of Equality and Prevention of Unfair Discrimination Act, 2000 (Act No. 4 of 2000); or that any matter referred to in paragraphs (a) to (f) has been, is being or is likely to be deliberately concealed;’’; (c) by the substitution for the definition of ‘‘employee’’ of the following definition: 5 10 ‘‘ ‘employee’ means— (a) any person, excluding an independent contractor, who works or worked for another person or for the State, and who receives or received, or is entitled to receive, any remuneration; and (b) any other person who in any manner assists or assisted in carrying on or conducting or conducted the business of an employer;’’; 15 (d) by the substitution for the definition of ‘‘occupational detriment’’ of the following definition: ‘‘ ‘occupational detriment’, in relation to [the working environment of] an employee or a worker, means— (a) (b) (c) (d) (e) being subjected to any disciplinary action; being dismissed, suspended, demoted, harassed or intimidated; being transferred against his or her will; being refused transfer or promotion; being subjected to a term or condition of employment or retirement which is altered or kept altered to his or her disadvantage; being refused a reference, or being provided with an adverse reference, from his or her employer; being denied appointment to any employment, profession or office; being subjected to any civil claim for the alleged breach of a duty of confidentiality or a confidentiality agreement arising out of the disclosure of— (f) (g) (h) (i) (ii) a criminal offence; or information which shows or tends to show that a substantial contravention of, or failure to comply with the law has occurred, is occurring or is likely to occur; the actions referred to in [(h)] (i) being threatened with any of paragraphs (a) to [(g)] (h) above; or [(i)] (j) being otherwise adversely affected in respect of his or her employment, profession or office, including employment oppor- tunities, [and] work security and the retention or acquisition of contracts to perform work or render services;’’; 20 25 30 35 40 (e) by the substitution in the definition of ‘‘protected disclosure’’ for the words 45 following paragraph (e) of the following words: ‘‘but does not, subject to section 9A, include a disclosure— (i) in respect of which the employee or worker concerned commits [an] a criminal offence by making that disclosure; or (ii) made by a legal adviser to whom the information concerned was disclosed in the course of obtaining legal advice in accordance with section 5;’’; (f) by the insertion of the following definition after the definition of ‘‘protected disclosure’’: ‘‘ ‘temporary employment service’ means any person who, for reward, procures for or provides to a client other persons who— render services to, or perform work for, the client; and (a) (b) are remunerated by the temporary employment service;’’; and 50 55 This gazette is also available free online at www.gpwonline.co.za GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 5 Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 5 (d) dat die gesondheid of veiligheid van ’n individu in gevaar gestel is, in gevaar gestel word of waarskynlik in gevaar gestel gaan word; (e) dat die omgewing beskadig is, beskadig word of waarskynlik (f) beskadig gaan word; onbillike diskriminasie soos beoog in Hoofstuk II van die ‘Employment Equity Act, 1998 (Act No. 55 of 1998)’, of die ‘Promotion of Equality and Prevention of Unfair Discrimination Act, 2000 (Act No. 4 of 2000)’; of 5 (g) dat enige aangeleentheid bedoel in paragrawe (a) tot (f) opsetlik verberg is, verberg word of waarskynlik verberg gaan word;’’; 10 (b) deur die vervanging van die woordomskrywing van ‘‘beroepsnadeel’’, deur die volgende woordomskrywing: ‘‘ ‘beroepsnadeel’, in verhouding tot die [beroepsomgewing van die] werknemer of werker— (a) (b) om aan dissiplinêre stappe onderwerp te word; om ontslaan, geskors, gedegradeer, geteister of geïntimideer te word; om teen sy of haar wil verplaas te word; om verplasing of bevordering geweier te word; om aan ’n beding of voorwaarde van diens of aftrede onderwerp te word wat tot sy of haar nadeel verander, of onveranderd gehou, word; om ’n getuigskrif geweier getuigskrif voorsien te word, deur sy of haar werkgewer; om aanstelling in ’n werk, professie of amp geweier te word; om aan enige siviele eis onderwerp te word vir die beweerde verbreking van ’n vertroulikheidsplig of vertroulikheidsooreen- koms na aanleiding van die bekendmaking van— te word, of van ’n nadelige (c) (d) (e) (f) (g) (h) (i) ’n misdaad; of (ii) inligting wat aantoon of neig om aan te toon dat ’n wesenlike oortreding van, of versuim om te voldoen aan, die reg voorgekom het of waarskynlik gaan voorkom; [(h)] (i) om met enige optrede bedoel in paragrawe (a) tot [(g)] (h) hierbo gedreig te word; of [(i)] (j) om andersins nadelig geraak te word met betrekking tot sy of haar diens, professie of amp, met inbegrip van werkgeleent- hede, [en] werksekerheid en die behoud of verkryging van kontrakte om werk te verrig of dienste te lewer;’’; (c) deur die invoeging van die volgende woordomskrywing na die woordomskry- wing van ‘‘bekendmaking’’: 15 20 25 30 35 40 ‘‘ ‘besigheid’ met inbegrip van die geheel of ’n gedeelte van enige besigheid, professie, onderneming of diens;’’; (d) deur die vervanging in die woordomskrywing ‘‘beskermde bekendmaking’’ van die woorde wat op paragraaf (e) volg deur die volgende woorde: ‘‘gedoen word, maar, onderhewig aan artikel 9A, sluit nie ’n bekendmaking in nie— 45 (i) ten opsigte waarvan die werknemer of werker ’n misdryf pleeg by die doen daarvan; of (ii) wat gedoen word deur ’n regsadviseur aan wie die betrokke inligting bekend gemaak is in die loop van die inwin van regsadvies ooreenkomstig artikel 5;’’; (e) deur die invoeging van die volgende woordomskrywing na die woord- omskrywing van ‘‘staatsorgaan’’: ‘‘ ‘tydelike-indiensnemingsdiens’ enige persoon wat, teen beloning, ander persone werf vir of verskaf aan ’n kliënt, wat— (a) dienste lewer aan, of werk verrig vir, die kliënt; en (b) besoldig word deur die tydelike-indiensnemingsdiens;’’; 50 55 (f) deur die woordomskrywing van ‘‘voorgeskryf’’: invoeging van die volgende woordomskrywing na die ‘‘ ‘werker’— (a) enige persoon wat vir die Staat of ’n ander persoon werk of gewerk 60 het; of This gazette is also available free online at www.gpwonline.co.za - 6 Verify source ↗
No. 41016
This provision defines “worker” broadly to include employees, some contractors and agents, and people supplying services through a temporary employment service.
6 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 6 (g) by the insertion of the following definition after the definition of ‘‘this Act’’: ‘‘ ‘worker’ means— (a) any person who works or worked for another person or for the State; or (b) any other person who in any manner assists or assisted in carrying on or conducting or conducted the business of an employer or client, 5 as an independent contractor, consultant, agent; or (c) any person who renders services to a client while being employed by a temporary employment service.’’. Amendment of section 2 of Act 26 of 2000 - 2 Verify source ↗
Section 2 of the principal Act is hereby amended—
The Act’s objects include protecting employees or workers from occupational detriment after a protected disclosure, providing remedies, and setting procedures for responsible disclosure of employer improprieties. Contract terms that try to exclude the Act, block proceedings, or deter protected disclosures are void to that extent.
2. Section 2 of the principal Act is hereby amended— (a) by the substitution for subsection (1) of the following subsection: ‘‘(1) The objects of this Act are— (a) (b) (c) to protect an employee or worker, whether in the private or the public sector, from being subjected to an occupational detriment on account of having made a protected disclosure; to provide for certain remedies in connection with any occupational detriment suffered on account of having made a protected disclo- sure; and to provide for procedures in terms of which an employee or worker can, in a responsible manner, disclose information regarding improprieties by his or her employer.’’; and (b) by the substitution for subsection (3) of the following subsection: ‘‘(3) Any provision in a contract of employment or other agreement between an employer and an employee or worker is void in so far as it— including an (a) purports to exclude any provision of this Act, agreement to refrain from instituting or continuing any proceedings under this Act or any proceedings for breach of contract; or (b) (i) purports to preclude the employee or worker; or (ii) has the effect of discouraging the employee or worker, from making a protected disclosure.’’. Substitution of section 3 of Act 26 of 2000 - 3 Verify source ↗
The following section is hereby substituted for section 3 of the principal Act:
This section is about employees or workers who make protected disclosures and being free from occupational detriment.
3. The following section is hereby substituted for section 3 of the principal Act: 10 15 20 25 30 ‘‘Employee or worker making protected disclosure not to be subjected to occupational detriment 35 - 3 Verify source ↗
No employee or worker may be subjected to any occupational
An employer must not subject an employee or worker to occupational detriment because they made a protected disclosure.
3. No employee or worker may be subjected to any occupational detriment by his or her employer on account, or partly on account, of having made a protected disclosure.’’. Insertion of sections 3A and 3B in Act 26 of 2000 - 4 Verify source ↗
The following sections are hereby inserted after section 3 of the principal Act:
This provision says new sections are inserted after section 3 of the principal Act, starting with section 40 titled “Joint liability.”
4. The following sections are hereby inserted after section 3 of the principal Act: 40 ‘‘Joint liability - 3A Verify source ↗
Where an employer, under the express or implied authority or with
If an employer, with a client’s authority or knowledge, subjects an employee or worker to occupational detriment, both the employer and the client are jointly liable.
3A. Where an employer, under the express or implied authority or with the knowledge of a client, subjects an employee or a worker to an occupational detriment, both the employer and the client are jointly and severally liable. 45 This gazette is also available free online at www.gpwonline.co.za GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 7 Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 7 (b) enige ander persoon wat op enige wyse hulp verleen of hulp verleen het om die besigheid van ’n werkgewer of kliënt voort te sit of te bedryf of bedryf het, as ’n onafhanklike kontrakteur, konsultant, agent; of (c) enige persoon wat dienste aan ’n kliënt verskaf terwyl hy of sy deur ’n tydelike-indiensnemingsdiens in diens geneem is;’’; en (g) deur die vervanging van die woordomskrywing van ‘‘werknemer’’ deur die volgende woordomskrywing: ‘‘ ‘werknemer’— (a) ’n persoon, uitgesonderd ’n onafhanklike kontrakteur, wat vir iemand anders of vir die Staat werk of gewerk het en wat besoldiging ontvang of ontvang het of daarop geregtig is om besoldiging te ontvang; en 5 10 (b) enige ander persoon wat op enige wyse help of gehelp het om die besigheid van ’n werkgewer voort te sit of te bedryf of bedryf het.’’. 15 Wysiging van artikel 2 van Wet 26 van 2000 - 2 Verify source ↗
Artikel 2 van die Hoofwet word hierby gewysig—
This section amends the principal Act to protect employees and workers who make protected disclosures and to make contract terms void if they try to block or discourage such disclosures.
2. Artikel 2 van die Hoofwet word hierby gewysig— (a) deur die vervanging van subartikel (1) deur die volgende subartikel: ‘‘(1) Die oogmerke van hierdie Wet is— (a) om ’n werknemer of werker, hetsy in die privaat of openbare sektor, te beskerm teen onderwerping aan ’n beroepsnadeel omrede hy of sy ’n beskermde bekendmaking gedoen het; (b) om voorsiening te maak vir sekere remedies in verband [niet] met ’n beroepsnadeel wat gely is as gevolg van ’n beskermde bekendmaking wat gedoen is; en (c) om voorsiening te maak vir prosedures ingevolge waarvan ’n werknemer of werker, op ’n verantwoordelike wyse, inligting aangaande onbehoorlikhede deur sy of haar werkgewer bekend kan maak.’’; en 20 25 (b) deur die vervanging van subartikel (3) deur die volgende subartikel: 30 ‘‘(3) ’n Bepaling in ’n werkskontrak of ander ooreenkoms tussen ’n werkgewer en ’n werknemer of ’n werker is nietig vir soverre dit— (a) die strekking het om ’n bepaling van hierdie Wet, met inbegrip van ’n ooreenkoms om regstappe kragtens hierdie Wet of regstappe vir kontrakbreuk in te stel of voort te sit, uit te sluit; of (b) (i) die strekking het om die werknemer of werker daarvan te weerhou; of (ii) die uitwerking het om die werknemer of werker te ontmoedig, om ’n beskermde bekendmaking te doen.’’. 35 40 Vervanging van artikel 3 van Wet 26 van 2000 - 3 Verify source ↗
Artikel 3 van die Hoofwet word hierby deur die volgende artikel vervang:
Workers or employees who make a protected disclosure are not subject to occupational detriment.
3. Artikel 3 van die Hoofwet word hierby deur die volgende artikel vervang: ‘‘Werknemer of werker wat beskermde bekendmaking doen, word nie aan beroepsnadeel onderwerp nie - 3 Verify source ↗
Geen werknemer of werker mag deur sy of haar werkgewer aan ’n
An employer must not subject a worker or employee to occupational detriment because of a protected disclosure.
3. Geen werknemer of werker mag deur sy of haar werkgewer aan ’n beroepsnadeel onderwerp word op grond daarvan, of gedeeltelik op grond daarvan, dat hy of sy ’n beskermde bekendmaking gedoen het nie.’’. 45 Invoeging van artikels 3A en 3B in Wet 26 van 2000 - 4 Verify source ↗
Die volgende artikels word hierby na artikel 3 van die Hoofwet ingevoeg:
This section says new articles are inserted after article 3 of the principal Act.
4. Die volgende artikels word hierby na artikel 3 van die Hoofwet ingevoeg: ‘‘Gesamentlike aanspreeklikheid 50 - 3A Verify source ↗
Waar ’n werkgewer, kragtens die uitdruklike gesag of gesag by
If an employer subjects a worker to occupational detriment with the stated authority or the client’s knowledge, both the employer and the client are jointly and severally liable.
3A. Waar ’n werkgewer, kragtens die uitdruklike gesag of gesag by noodwendige implikasie of met die medewete van ’n kliënt, ’n werknemer of ’n werker aan ’n beroepsnadeel onderwerp, is beide die werkgewer en die kliënt gesamentlik en afsonderlik aanspreeklik. This gazette is also available free online at www.gpwonline.co.za - 8 Verify source ↗
No. 41016
A recipient of a protected disclosure must decide what to do within 21 days and tell the employee or worker in writing. If the matter is referred, the new recipient has the same 21-day duty. If a decision cannot be made in time, updates are required and a final decision must be given within six months, with the outcome shared when the investigation ends.
8 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 8 Duty to inform employee or worker 3B. (1) Any person or body to whom a protected disclosure has been made in terms of section 6, 7 or 8, respectively, must, subject to subsection (3), as soon as reasonably possible, but in any event within 21 days after the protected disclosure has been made— (a) decide whether to— (i) (ii) investigate the matter or not; or refer the disclosure to another person or body if that disclosure could be investigated or dealt with more appropriately by that other person or body; and (b) in writing acknowledge receipt of the disclosure by informing the employee or worker of the decision— 5 10 (i) to investigate the matter, and where possible, the time-frame within which the investigation will be completed; (ii) not to investigate the matter and the reasons for such decision; 15 or to refer the disclosure to another person or body. (iii) (2) The person or body to whom a disclosure is referred as contemplated in subsection (1)(a)(ii) must, subject to subsection (3), as soon as reasonably possible, but in any event within 21 days after such referral— (a) decide whether to investigate the matter or not; and (b) in writing inform the employee or worker of the decision— (i) to investigate the matter, and where possible, the time-frame within which the investigation will be completed; or (ii) not to investigate the matter and the reasons for such decision. (3) The person or body, referred to in subsection (1) or (2), who is unable to decide within 21 days whether a matter should be investigated or not, must— (a) in writing inform the employee or worker— 20 25 (i) that he, she or it is unable to take the decision within 21 days; and 30 (ii) on a regular basis, at intervals of not more than two months at a time, that the decision is still pending; and (b) as soon as reasonably possible, but in any event within six months after the protected disclosure has been made or after the referral has been made, as the case may be, in writing inform the employee or worker of the decision— (i) to investigate the matter, and where possible, the time-frame within which the investigation will be completed; or (ii) not to investigate the matter and the reasons for such decision. (4) The person or body, referred to in subsection (1) or (2), must, at the conclusion of an investigation, inform the employee or worker of the outcome thereof. (5) The person or body, referred to in subsection (1) or (2), does not have to comply with— (a) subsection (1)(b), (2)(b), (3) or (4) if that person or body does not know the identity and contact details of the employee or worker who has made the disclosure; or subsection (1)(b), (2)(b) or (3) if it is necessary to avoid prejudice to the prevention, detection or investigation of a criminal offence.’’. (b) 35 40 45 50 Amendment of section 4 of Act 26 of 2000 - 5 Verify source ↗
Section 4 of the principal Act is hereby amended—
A person or body that receives a protected disclosure must usually decide within 21 days whether to investigate or refer it, notify the employee or worker in writing, and later report the outcome.
5. Section 4 of the principal Act is hereby amended— (a) by the substitution in subsection (1) for the words preceding paragraph (a) of the following words: ‘‘Any employee who has been subjected, is [subject] subjected or may be subjected, to an occupational detriment in breach of section 3, or anyone acting on behalf of an employee who is not able to act in his or her own name, may—’’; 55 This gazette is also available free online at www.gpwonline.co.za Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 9 9 Plig om werknemer of werker in te lig 3B. (1) ’n Persoon of liggaam aan wie ’n beskermde bekendmaking ingevolge artikel 6, 7 of 8 gedoen word, moet, onderhewig aan subartikel (3), so gou as redelikerwys moontlik, maar in elk geval binne 21 dae nadat die beskermde bekendmaking gedoen is— (a) besluit om— (i) die aangeleentheid te ondersoek al dan nie; of (ii) die bekendmaking na ’n ander persoon of liggaam te verwys indien daardie bekendmaking meer gepas deur daardie ander persoon of liggaam ondersoek of mee gehandel kan word; en skriftelik ontvangs van die bekendmaking erken deur die werknemer of werker in te lig van die besluit om— (i) die aangeleentheid te ondersoek, en waar moontlik, die tydskaal waarbinne die ondersoek voltooi sal word; (b) 5 10 (ii) nie die aangeleentheid te ondersoek nie en die redes vir 15 sodanige besluit; of (2) Die persoon of liggaam bedoel (iii) die bekendmaking na ’n ander persoon of liggaam te verwys. in subartikel (1)(a)(ii) moet, behoudens subartikel (3), so gou as redelikerwys moontlik, maar in elk geval binne 21 dae na sodanige verwysing— (a) besluit om die aangeleentheid te ondersoek al dan nie; en (b) die werknemer of werker skriftelik van die besluit inlig om— (i) die aangeleentheid te ondersoek, en waar moontlik, die tydskaal waarbinne die ondersoek voltooi sal word; of (ii) nie die aangeleentheid te ondersoek nie en die redes vir sodanige besluit. (3) Die persoon of liggaam, bedoel in subartikel (1) of (2), wat nie daartoe in staat is om binne 21 dae te besluit of die aangeleentheid ondersoek behoort te word al dan nie, moet— (a) die werknemer of werker skriftelik in kennis stel— (i) dat hy, sy of die liggaam nie daartoe in staat is om ’n besluit binne 21 dae te neem nie; en (b) (ii) op ’n gereelde basis, met tussenposes van hoogstens twee maande op ’n keer, dat die beslissing steeds hangend is; en so gou as redelikerwys moontlik, maar in elk geval binne ses maande nadat die beskermde bekendmaking gedoen is of nadat die verwysing gedoen is, na gelang van die geval, die werknemer of werker skriftelik van die besluit inlig om— (i) die aangeleentheid te ondersoek, en waar moontlik, die tydskaal waarbinne die ondersoek voltooi sal word; of (ii) nie die aangeleentheid te ondersoek nie en die redes vir sodanige besluit. (4) Die persoon of liggaam, bedoel in subartikel (1) of (2), moet, by die afhandeling van die ondersoek, die werknemer of werker van die uitslag daarvan in kennis stel. (5) Die persoon of liggaam, bedoel in subartikel (1) of (2), hoef nie te voldoen aan— (a) subartikel (1)(b), (2)(b), (3) of (4) nie, indien die persoon of liggaam nie die identiteit of kontakbesonderhede van die werknemer of werker wat die bekendmaking gedoen het, ken nie; of subartikel (1)(b), (2)(b) of (3) indien dit noodsaaklik is om benadeling aan die voorkoming, bespeuring of ondersoek van ’n misdaad te vermy.’’. (b) Wysiging van artikel 4 van Wet 26 van 2000 - 5 Verify source ↗
Artikel 4 van die Hoofwet word hierby gewysig—
This provision amends Article 4 of the main Act by replacing the words before paragraph (a) in subsection (1) with new wording.
5. Artikel 4 van die Hoofwet word hierby gewysig— (a) deur die vervanging van die woorde wat paragraaf (a) in subartikel (1) voorafgaan deur die volgende woorde: ‘‘ ’n Werknemer wat in stryd met artikel 3 aan ’n beroepsnadeel onderwerp is, word of kan word, of enige persoon namens ’n werknemer wat nie in staat is om in sy of haar eie naam op te tree nie, kan—’’; 20 25 30 35 40 45 50 55 60 This gazette is also available free online at www.gpwonline.co.za - 10 Verify source ↗
No. 41016
Workers affected by an occupational detriment in breach of section 3 may go to court for relief, and courts can order remedies such as compensation, damages, or corrective steps.
10 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 (b) by the insertion of the following subsections after subsection (1): 10 ‘‘(1A) Any worker who has been subjected, is subjected or may be subjected, to an occupational detriment in breach of section 3, or anyone on behalf of a worker who is not able to act in his or her own name, may approach any court having jurisdiction for appropriate relief. (1B) If the court or tribunal, including the Labour Court is satisfied that an employee or worker has been subjected to or will be subjected to an occupational detriment on account of a protected disclosure, it may make an appropriate order that is just and equitable in the circumstances, including— (a) payment of compensation by the employer or client, as the case may be, to that employee or worker; (b) payment by the employer or client, as the case may be, of actual (c) damages suffered by the employee or worker; or an order directing the employer or client, as the case may be, to take steps to remedy the occupational detriment.’’; (c) by the substitution in subsection (2) for paragraphs (a) and (b) of the following paragraphs: ‘‘(a) any dismissal in breach of section 3 is deemed to be an automatically unfair dismissal as contemplated in section 187 of that Act, and the dispute about such a dismissal [must] may follow the procedure set out in Chapter VIII of that Act or any other process to recover damages in a competent court; and (b) any other occupational detriment in breach of section 3 is deemed to be an unfair labour practice as contemplated in [Part B of Schedule 7 to] section 186(2) of that Act, and the dispute about such an unfair labour practice must follow the procedure set out in [that Part] section 191: Provided that if the matter fails to be resolved through conciliation, it may be referred to the Labour Court for adjudica- tion.’’; and (d) by the substitution for subsection (4) of the following subsection: ‘‘(4) The terms and conditions of employment of a person transferred in terms of subsection [(2)] (3) may not, without his or her written consent, be less favourable than the terms and conditions applicable to him or her immediately before his or her transfer.’’. Substitution of section 6 of Act 26 of 2000 - 6 Verify source ↗
The following section is hereby substituted for section 6 of the principal Act:
Employers must set up internal reporting procedures for improprieties and make sure employees and workers know about them.
6. The following section is hereby substituted for section 6 of the principal Act: ‘‘Protected disclosure to employer 6. (1) Any disclosure made in good faith— (a) and substantially in accordance with any procedure [prescribed, or] authorised by the employee’s or worker’s employer for reporting or otherwise remedying the impropriety concerned and the employee or worker has been made aware of the procedure as required in terms of subsection (2)(a)(ii); or to the employer of the employee or worker, where there is no procedure as contemplated in paragraph (a), (b) is a protected disclosure. (2) (a) Every employer must— (i) authorise appropriate internal procedures for receiving and dealing (ii) with information about improprieties; and take reasonable steps to bring the internal procedures to the attention of every employee and worker. (b) Any employee or worker who, in accordance with a procedure authorised by his or her employer, makes a disclosure to a person other than his or her employer, is deemed, for the purposes of this Act, to be making the disclosure to his or her employer.’’. 5 10 15 20 25 30 35 40 45 50 55 This gazette is also available free online at www.gpwonline.co.za Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 11 (b) deur die invoeging van die volgende subartikels na subartikel (1): 11 ‘‘(1A) ’n Werker wat in stryd met artikel 3 aan ’n beroepsnadeel onderwerp is, word of kan word, of enige persoon namens ’n werker wat nie in staat is om in sy of haar eie naam op te tree nie, kan enige hof wat jurisdiksie het om gepaste regshulp nader. (1B) Indien die hof of tribunaal, met inbegrip van die Arbeidshof, oortuig is dat ’n werknemer of werker aan ’n beroepsnadeel as gevolg van ’n beskermde bekendmaking onderwerp is of sal word, kan die hof of tribunaal ’n gepaste bevel gee wat, onder die omstandighede, regverdig en billik is, met inbegrip van— (a) betaling van skadevergoeding deur die werkgewer of kliënt, na gelang van die geval, aan die werknemer of werker; (b) betaling deur die werkgewer of kliënt, na gelang van die geval, van werklike skade wat deur die werknemer of werker gely is; of ’n bevel wat die werkgewer of kliënt, na gelang van die geval, gebied om stappe te doen om die beroepsnadeel reg te stel.’’; (c) (c) deur die vervanging in subartikel (2) van paragrawe (a) en (b) deur die volgende paragrawe: ‘‘(a) word ’n ontslag in stryd met artikel 3 geag ’n outomaties onbillike ontslag soos beoog in artikel 187 van daardie Wet te wees, en die geskil oor sodanige ontslag [volg] kan die prosedure in Hoofstuk VIII van daardie Wet uiteengesit, volg of enige ander proses om skadevergoeding in ’n bevoegde hof te verhaal; en (b) word enige ander beroepsnadeel in stryd met artikel 3 geag ’n onbillike arbeidspraktyk soos beoog in [Deel B van Bylae 7 tot] artikel 186(2) van daardie Wet te wees, en die geskil oor sodanige onbillike arbeidspraktyk volg die prosedure in [daardie Deel] artikel 191 uiteengesit: Met dien verstande dat indien die aangeleentheid nie deur versoening besleg word nie, dit na die Arbeidshof vir beregting verwys kan word.’’; en (d) deur die vervanging van subartikel (4) deur die volgende subartikel: ‘‘(4) Die bedinge en voorwaardes van diens van ’n persoon wat ingevolge subartikel [(2)] (3) verplaas word, mag nie sonder sy of haar skriftelike toestemming minder gunstig wees as die bedinge en voorwaardes wat onmiddellik voor sy of haar verplasing op hom of haar van toepassing was nie.’’. Vervanging van artikel 6 van Wet 26 van 2000 - 6 Verify source ↗
Artikel 6 van die Hoofwet word hierby deur die volgende artikel vervang:
Employers must have internal procedures for receiving and handling wrongdoing reports and must take reasonable steps to make those procedures known to employees and workers.
6. Artikel 6 van die Hoofwet word hierby deur die volgende artikel vervang: ‘‘Beskermde bekendmaking aan werkgewer 6. (1) ’n Bekendmaking wat in goeie trou gedoen word— (a) en wat wesenlik in ooreenstemming is met ’n prosedure wat [voorgeskryf is, of wat] deur die werknemer of werker se werkgewer gemagtig is vir doeleindes van die aanmelding of ander regstelling van die betrokke onbehoorlikheid en die prosedure is onder die aandag van die werknemer of werker gebring soos ingevolge subartikel (2)(a)(ii) vereis; of (b) aan die werkgewer van die werknemer of werker, waar daar geen prosedure soos in paragraaf (a) beoog is nie, is ’n beskermde bekendmaking. (2) (a) Elke werkgewer moet— (i) behoorlike interne prosedures vir die ontvangs en die hantering (ii) van inligting aangaande onbehoorlikhede, magtig; en redelike stappe doen om die interne prosedures onder die aandag van elke werknemer en werker te bring. (b) ’n Werknemer of werker wat, in ooreenstemming met ’n prosedure wat deur sy of haar werkgewer gemagtig is, ’n bekendmaking aan ’n ander persoon as sy of haar werkgewer doen, word, vir die doeleindes van hierdie Wet, geag ’n bekendmaking aan sy of haar werkgewer te doen.’’. 5 10 15 20 25 30 35 40 45 50 55 This gazette is also available free online at www.gpwonline.co.za - 12 Verify source ↗
No. 41016
Section 12 is a heading for an amendment of section 7 of the Protected Disclosures Amendment Act, 2017.
12 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 Amendment of section 7 of Act 26 of 2000 12 - 7 Verify source ↗
Section 7 of the principal Act is hereby amended by the substitution for the words
This section amends section 7 so that a good-faith disclosure to a Cabinet member or a provincial Executive Council member is treated as a protected disclosure, but only in the wording introduced here and subject to the employer condition that follows.
7. Section 7 of the principal Act is hereby amended by the substitution for the words preceding paragraph (a) of the following words: ‘‘Any disclosure made in good faith to a member of Cabinet or of the Executive Council of a province is a protected disclosure if the employee’s or worker’s employer is—’’. 5 Amendment of section 8 of Act 26 of 2000 - 8 Verify source ↗
Section 8 of the principal Act is hereby amended—
This amendment adds protected disclosures made in good faith to listed bodies and requires those bodies to help the employee or worker if another listed body should deal with the matter.
8. Section 8 of the principal Act is hereby amended— (a) by the substitution for subsection (1) of the following subsection: ‘‘(1) Any disclosure made in good faith to— the Public Protector; (a) (aA) the South African Human Rights Commission; (aB) the Commission for Gender Equality; (aC) the Commission for the Promotion and Protection of the Rights of Cultural, Religious and Linguistic Communities; (aD) the Public Service Commission; the Auditor-General; or (b) a person or body prescribed for purposes of this section; and (c) in respect of which the employee or worker concerned reasonably believes that—’’; and (b) by the substitution for subsection (2) of the following subsection: ‘‘(2) A person or body referred to in, or prescribed in terms of, subsection (1) who is of the opinion that the matter would be more appropriately dealt with by another person or body referred to in, or prescribed in terms of, that subsection, must render such assistance to the employee or worker as is necessary to enable that employee or worker to comply with this section.’’. 10 15 20 25 Amendment of section 9 of Act 26 of 2000 - 9 Verify source ↗
Section 9 of the principal Act is hereby amended—
This section amends the rules for disclosures made in good faith by an employee or worker.
9. Section 9 of the principal Act is hereby amended— (a) by the substitution in subsection (1) for the words preceding paragraph (a) of 30 the following words: ‘‘Any disclosure made in good faith by an employee or worker—’’; (b) by the substitution for subsection (2) of the following subsection: ‘‘(2) The conditions referred to in subsection (1)(i) are— (a) (b) (c) (d) that at the time the employee or worker who makes the disclosure has reason to believe that he or she will be subjected to an occupational detriment if he or she makes a disclosure to his or her employer in accordance with section 6; that, in a case where no person or body is prescribed for the purposes of section 8 in relation to the relevant impropriety, the employee or worker making the disclosure has reason to believe that it is likely that evidence relating to the impropriety will be concealed or destroyed if he or she makes the disclosure to his or her employer; that the employee or worker making the disclosure has previously made a disclosure of substantially the same information to— (i) his or her employer; or (ii) a person or body referred to in section 8, in respect of which no action was taken within a reasonable period after the disclosure; or that the impropriety is of an exceptionally serious nature.’’; (c) by the substitution in subsection (3) for the words preceding paragraph (a) of the following words: ‘‘In determining for the purposes of subsection (1)(ii) whether it is reasonable for the employee or worker to make the disclosure, consideration must be given to—’’; and 35 40 45 50 55 This gazette is also available free online at www.gpwonline.co.za Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 13 Wysiging van artikel 7 van Wet 26 van 2000 13 - 7 Verify source ↗
Artikel 7 van die Hoofwet word hierby gewysig deur die vervanging van die
This provision amends section 8 of Act 26 of 2000 by replacing introductory wording with text about a good-faith disclosure made to a Cabinet member or a provincial Executive Council member.
7. Artikel 7 van die Hoofwet word hierby gewysig deur die vervanging van die woorde wat paragraaf (a) voorafgaan deur die volgende woorde: ‘‘ ’n Bekendmaking wat in goeie trou aan ’n lid van die Kabinet of die Uitvoerende Raad van ’n provinsie gedoen is, is ’n beskermde bekendmaking indien die werknemer of werker se werkgewer—’’. 5 Wysiging van artikel 8 van Wet 26 van 2000 - 8 Verify source ↗
Artikel 8 van die Hoofwet word hierby gewysig—
A good-faith disclosure by a worker may be made to listed public bodies or a prescribed person/body, and those bodies must help the worker as needed so the worker can comply with the article.
8. Artikel 8 van die Hoofwet word hierby gewysig— (a) deur die vervanging van subartikel (1) deur die volgende subartikel: ‘‘(1) ’n Bekendmaking wat in goeie trou gedoen word aan— die Openbare Beskermer; (a) (aA) die Suid-Afrikaanse Menseregtekommissie; (aB) die Kommissie vir Geslagsgelykheid; (aC) die Kommissie vir die Bevordering en Beskerming van die Regte van Kultuur-, Godsdiens- en Taalgemeenskappe; 10 15 (aD) die Staatsdienskommissie; die Ouditeur-generaal; of (b) ’n persoon of liggaam wat vir die doeleindes van hierdie artikel (c) voorgeskryf is; en ten opsigte waarvan die betrokke werknemer of werker redelikerwys glo dat—’’; en 20 (b) deur die vervanging van subartikel (2) deur die volgende subartikel: ‘‘(2) ’n Persoon of liggaam bedoel in, of voorgeskryf ingevolge, subartikel (1) wat van mening is dat die aangeleentheid meer gepas gehanteer kan word deur ’n ander persoon of liggaam bedoel in, of voorgeskryf ingevolge, daardie subartikel, moet sodanige hulp aan die werknemer of werker verleen as wat nodig is ten einde die werknemer of werker in staat te stel om aan hierdie artikel te voldoen.’’. Wysiging van artikel 9 van Wet 26 van 2000 - 9 Verify source ↗
Artikel 9 van die Hoofwet word hierby gewysig—
The amendment sets out conditions for when a good-faith disclosure by an employee or worker can fall within the provision.
9. Artikel 9 van die Hoofwet word hierby gewysig— (a) deur die vervanging van die woorde wat paragraaf (a) voorafgaan deur die volgende woorde: 25 30 ‘‘ ’n Bekendmaking wat in goeie trou deur ’n werknemer of werker gedoen word—’’; (b) deur die vervanging van subartikel (2) deur die volgende subartikel: 35 ‘‘(2) Die voorwaardes bedoel in subartikel (1)(i) is— (b) (a) dat die werknemer of werker wat die bekendmaking doen ten tye daarvan rede het om te glo dat hy of sy aan ’n beroepsnadeel onderwerp sal word indien hy of sy die bekendmaking aan sy of haar werkgewer ooreenkomstig artikel 6 sou doen; in die geval waar geen persoon of liggaam vir doeleindes van artikel 8 in verband met die betrokke onbehoorlikheid voorgeskryf is nie, dat die werknemer of werker wat die bekendmaking doen, rede het om te glo dat dit waarskynlik is dat bewysmateriaal met betrekking tot die onbehoorlikheid verberg of vernietig sal word indien hy of sy die bekendmaking aan sy of haar werkgewer sou doen; (c) dat die werknemer of werker wat die bekendmaking doen voorheen ’n bekendmaking van wesenlik dieselfde inligting gedoen het aan— (i) sy of haar werkgewer; of (ii) ’n persoon of liggaam bedoel in artikel 8, ten opsigte waarvan geen stappe binne ’n redelike tyd na die bekendmaking gedoen is nie; of (d) dat die onbehoorlikheid van ’n buitengewone ernstige aard is.’’; (c) deur die vervanging in subartikel (3) van die woorde wat paragraaf (a) voorafgaan deur die volgende woorde: ‘‘By die vasstelling vir die doeleindes van subartikel (1)(ii) of dit redelik is vir die werknemer of werker om die bekendmaking te doen, moet oorweging geskenk word aan—’’; en 40 45 50 55 This gazette is also available free online at www.gpwonline.co.za - 14 Verify source ↗
No. 41016
This section amends another Act by replacing a paragraph and inserting new sections 9A and 9B.
14 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 14 (d) by the substitution in subsection (3) for paragraph (f) of the following paragraph: ‘‘(f) in a case falling within subsection (2)(c)(i), whether in making the disclosure to the employer the employee or worker complied with any procedure which was authorised by the employer; and’’. 5 Insertion of sections 9A and 9B in Act 26 of 2000 - 10 Verify source ↗
The following sections are hereby inserted after section 9 of the principal Act:
Employees or workers who make a protected disclosure may be exempt from civil, criminal, or disciplinary liability, but intentionally making false disclosures can be an offence with penalties.
10. The following sections are hereby inserted after section 9 of the principal Act: ‘‘Exclusion of civil and criminal liability 9A. (1) A court may find that an employee or worker who makes a referred to in paragraph (a) of the definition of disclosure; or protected disclosure of information— (a) (b) which shows or tends to show that a substantial contravention of, or failure to comply with the law has occurred, is occurring or is likely to occur, shall not be liable to any civil, criminal or disciplinary proceedings by reason of having made the disclosure if such disclosure is prohibited by any other law, oath, contract, practice or agreement requiring him or her to maintain confidentiality or otherwise restricting the disclosure of the information with respect to a matter. (2) Exclusion of liability as contemplated in subsection (1) does not extend to the civil or criminal liability of the employee or worker for his or her participation in the disclosed impropriety. 10 15 20 Disclosure of false information 9B. (1) An employee or worker who intentionally discloses false information— (a) knowing that information to be false or who ought reasonably to have 25 known that the information is false; and (b) with the intention to cause harm to the affected party and where the affected party has suffered harm as a result of such disclosure, is guilty of an offence and is liable on conviction to a fine or to imprisonment for a period not exceeding two years or to both a fine and such imprisonment. (2) (a) The institution of a prosecution for an offence referred to in subsection (1) must be authorised in writing by the Director of Public Prosecutions. (b) The Director of Public Prosecutions concerned may delegate his or her power to decide whether a prosecution in terms of this section should be instituted or not.’’. 30 35 Amendment of section 10 of Act 26 of 2000 - 11 Verify source ↗
Section 10 of the principal Act is hereby amended by the substitution in subsection
The Minister must issue practical guidelines, after consulting the Minister for the Public Service and Administration, and organs of state must give employees or workers a copy of them or take reasonable steps to bring the notice to their attention.
11. Section 10 of the principal Act is hereby amended by the substitution in subsection 40 (4) for paragraphs (a) and (c) of the following paragraphs, respectively: ‘‘(a) The Minister must, after consultation with the Minister for the Public Service and Administration, issue practical guidelines which explain the provisions of this Act and all procedures which are available in terms of any law to employees or workers who wish to report or otherwise remedy an impropriety. (c) All organs of state must give to every employee or worker a copy of the guidelines referred to in paragraph (a) or must take reasonable steps to bring the relevant notice to the attention of every employee or worker.’’. 45 This gazette is also available free online at www.gpwonline.co.za GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 15 Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 15 (d) deur die vervanging van paragraaf (f) in subartikel (3) deur die volgende paragraaf: ‘‘(f) in ’n geval vermeld in subartikel (2)(c)(i), of die werknemer of werker by die doen van die bekendmaking aan die werkgewer aan enige prosedure wat deur die werkgewer gemagtig is, voldoen het; en’’. 5 Invoeging van artikels 9A en 9B in Wet 26 van 2000 - 10 Verify source ↗
Die volgende artikels word hierby na artikel 9 in die Hoofwet ingevoeg:
Workers and employees who make protected disclosures may be shielded from civil, criminal, or disciplinary liability, but that protection does not cover their own participation in wrongdoing. Intentionally making a false disclosure is an offence, and prosecution needs written authorization from the Director of Public Prosecutions.
10. Die volgende artikels word hierby na artikel 9 in die Hoofwet ingevoeg: ‘‘Vrywaring teen siviele en strafregtelike aanspreeklikheid 9A. (1) ’n Hof kan bevind dat ’n werknemer of werker wat ’n beskermde 10 bekendmaking doen van inligting— (a) bedoel in paragraaf (a) van die woordomskrywing van bekendmaking; of (b) wat aantoon of geneig is om aan te toon dat ’n wesenlike oortreding van of versuim in die nakoming van die reg plaasgevind het, plaasvind of waarskynlik gaan plaasvind, verrigtinge sal nie vir die doen van ’n bekendmaking aan enige siviele, strafregtelike of dissiplinêre sodanige aanspreeklik wees bekendmaking belet word deur enige ander wet, eed, kontrak, gebruik of ooreenkoms wat van hom of haar vereis om vertroulikheid te handhaaf of andersins die bekendmaking van die inligting met betrekking tot die aangeleentheid beperk. indien nie (2) Vrywaring teen aanspreeklikheid soos beoog by subartikel (1) strek nie tot die siviele of strafregtelike aanspreeklikheid van die werknemer of werker vir sy of haar deelname in die geopenbaarde onbehoorlikheid nie. Bekendmaking van valse inligting 9B. (1) ’n Werknemer of werker wat opsetlik valse inligting bekend- maak— (a) wetende dat die inligting vals is of wat redelikerwys moes geweet het dat die inligting vals is; en (b) met die bedoeling om die betrokke party nadeel te berokken en die betrokke party het nadeel gely as gevolg van sodanige bekendmaking, is skuldig aan ’n misdryf en is by skuldigbevinding strafbaar met ’n boete of met gevangenisstraf van hoogstens twee jaar of met beide sodanige boete en sodanige gevangenisstraf. (2) (a) Die instelling van ’n vervolging van ’n misdryf in subartikel (1) bedoel, moet skriftelik deur die Direkteur van Openbare Vervolgings gemagtig word. (b) Die betrokke Direkteur van Openbare Vervolgings mag sy of haar bevoegdheid om te besluit of ’n vervolging ingevolge hierdie artikel ingestel behoort te word al dan nie, delegeer.’’. Wysiging van artikel 10 van Wet 26 van 2000 - 11 Verify source ↗
Artikel 10 van die Hoofwet word hierby gewysig deur die vervanging van
The Minister must issue practical guidelines, after consulting the Minister for the Public Service and Administration, and all state organs must give workers a copy or take reasonable steps to bring the notice to their attention.
11. Artikel 10 van die Hoofwet word hierby gewysig deur die vervanging van paragrawe (a) en (c) van subartikel (4) deur die volgende paragrawe: ‘‘(a) Die Minister moet, na oorleg met die Minister vir die Staatsdiens en Administrasie, praktiese riglyne uitreik ter verduideliking van die bepalings van hierdie Wet en alle prosedures wat ingevolge enige wet beskikbaar is aan werknemers of werkers wat ’n onbehoorlikheid wil aanmeld of andersins wil regstel. (c) Alle staatsorgane moet aan elke werknemer of werker ’n afskrif van die riglyne bedoel in paragraaf (a) verskaf of moet redelike stappe doen om die betrokke kennisgewing onder die aandag van elke werknemer of werker te bring.’’. 15 20 25 30 35 40 45 50 This gazette is also available free online at www.gpwonline.co.za - 16 Verify source ↗
No. 41016
This section is an amendment heading stating that it amends the long title of Act 26 of 2000.
16 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 Act No. 5 of 2017 Protected Disclosures Amendment Act, 2017 Amendment of long title of Act 26 of 2000 16 - 12 Verify source ↗
The following long title is hereby substituted for the long title of the principal Act:
This provision replaces the principal Act’s long title with wording about employee and worker disclosures of unlawful or irregular conduct and protection for protected disclosures.
12. The following long title is hereby substituted for the long title of the principal Act: ‘‘To make provision for procedures in terms of which employees and workers in both the private and the public sector may disclose information regarding unlawful or irregular conduct by their employ- ers or other employees or workers in the employ of their employers; to provide for the protection of employees or workers who make a disclosure which is protected in terms of this Act; and to provide for matters connected therewith.’’. Amendment of Preamble to Act 26 of 2000 - 13 Verify source ↗
The Preamble of the principal Act is hereby amended by the substitution for the
The preamble is amended to say employers, employees and workers should disclose workplace criminal or other irregular conduct, and employers must protect whistleblowers from reprisals.
13. The Preamble of the principal Act is hereby amended by the substitution for the fourth, fifth, sixth and seventh paragraphs of the following paragraphs, respectively: ‘‘● neither the South African common law nor statutory law makes provision for mechanisms or procedures in terms of which employees or workers may, without fear of reprisals, disclose information relating to suspected or alleged criminal or other irregular conduct by their employers, whether in the private or the public sector; ● every employer, [and] employee and worker has a responsibility to disclose criminal and any other irregular conduct in the workplace; ● every employer has a responsibility to take all necessary steps to ensure that employees and workers who disclose such information are protected from any reprisals as a result of such disclosure; And in order to— ● create a culture which will facilitate the disclosure of information by employees and workers relating to criminal and other irregular conduct in the workplace in a responsible manner by providing comprehensive statutory guidelines for the disclosure of such information and protection against any reprisals as a result of such disclosures;’’. 5 10 15 20 25 Short title - 14 Verify source ↗
This Act is called the Protected Disclosures Amendment Act, 2017.
This section states the short title of the Act: the Protected Disclosures Amendment Act, 2017.
14. This Act is called the Protected Disclosures Amendment Act, 2017. 30 This gazette is also available free online at www.gpwonline.co.za Wysigingwet op die Beskermde Bekendmakings, 2017 No. 5 van 2017 GOVERNMENT GAZETTE, 2 AUGUST 2017 No. 41016 17 Wysiging van lang titel van Wet 26 van 2000 17 - 12 Verify source ↗
Die lang titel van die Hoofwet word hierby deur die volgende lang titel vervang:
This section replaces the Act’s long title with wording about procedures for employees and workers to disclose unlawful or irregular conduct and about protecting those who make protected disclosures.
12. Die lang titel van die Hoofwet word hierby deur die volgende lang titel vervang: ‘‘Om voorsiening te maak vir prosedures ingevolge waarvan werknemers en werkers in beide die privaat en die openbare sektor inligting in verband met onwettige of onreëlmatige optrede deur hul werkgewers of ander werknemers of werkers in die diens van hul werkgewers kan bekend maak; om voorsiening te maak vir die beskerming van werknemers of werkers wat ’n bekendmaking doen wat ingevolge hierdie Wet beskerm word; en om voorsiening te maak vir aangeleenthede wat daarmee in verband staan.’’. Wysiging van Aanhef van Wet 26 van 2000 - 13 Verify source ↗
Die aanhef van die Hoofwet word hierby gewysig deur die vervanging van die
This section says employers, employees, and workers have a responsibility to report criminal and other improper workplace conduct, and employers must take steps to protect whistleblowers from retaliation.
13. Die aanhef van die Hoofwet word hierby gewysig deur die vervanging van die vierde, vyfde, sesde en sewende paragrawe deur, onderskeidelik, die volgende paragrawe: ‘‘● nóg die Suid-Afrikaanse gemene reg nóg die statutêre reg voorsiening maak vir meganismes of prosedures ingevolge waarvan werknemers of werkers, sonder vrees vir vergelding, inligting kan bekend maak wat verband hou met vermoedelik of beweerde kriminele of ander onreëlmatige gedrag deur hul werkgewers, hetsy in die privaat of die publieke sektor; 5 10 15 ● elke werkgewer, [en] werknemer en werker ’n verantwoordelikheid het om 20 kriminele en ander onregmatige gedrag in die werkplek bekend te maak; ● elke werkgewer ’n verantwoordelikheid het om alle nodige stappe te doen ten einde te verseker dat werknemers en werkers wat sodanige inligting bekend maak van weerwraak as gevolg van sodanige bekendmaking beskerm word; En ten einde— ● ’n kultuur te skep wat die bekendmaking van inligting deur werknemers en werkers met betrekking tot kriminele en ander onreëlmatige optrede in die werkplek op ’n verantwoordelike wyse sal fasiliteer deur die daarstelling van omvattende statutêre riglyne vir die bekendmaking van sodanige inligting en beskerming teen vergelding as gevolg van sodanige bekendmakings;’’. 25 30 Kort titel - 14 Verify source ↗
Hierdie Wet heet die Wysigingswet op Beskermde Bekendmakings, 2017.
This section says the Act is called the Wysigingswet op Beskermde Bekendmakings, 2017.
14. Hierdie Wet heet die Wysigingswet op Beskermde Bekendmakings, 2017. This gazette is also available free online at www.gpwonline.co.za - 18 Verify source ↗
No. 41016
18 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 This gazette is also available free online at www.gpwonline.co.za STAATSKOERANT, 2 AUGUSTUS 2017 No. 41016 19 This gazette is also available free online at www.gpwonline.co.za
18 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 This gazette is also available free online at www.gpwonline.co.za STAATSKOERANT, 2 AUGUSTUS 2017 No. 41016 19 This gazette is also available free online at www.gpwonline.co.za - 20 Verify source ↗
No. 41016
20 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 This gazette is also available free online at www.gpwonline.co.zaPrinted by and obtainable from the Government Printer, Bosman Street, Private Bag X85, Pretoria, 0001Contact Centre Tel:
20 No. 41016 GOVERNMENT GAZETTE, 2 AUGUST 2017 This gazette is also available free online at www.gpwonline.co.zaPrinted by and obtainable from the Government Printer, Bosman Street, Private Bag X85, Pretoria, 0001Contact Centre Tel: 012-748 6200. eMail: info.egazette@gpw.gov.zaPublications: Tel: (012) 748 6053, 748 6061, 748 6065
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