NN 19/2026
REGSGESKIL vs BELANGEGESKIL
Regsgeskil teenoor Belangegeskil
Volgens die Wet op Arbeidsverhoudinge is daar verskeie tipes geskille wat op verskillende wyses verwys en hanteer word.
Die twee tipes geskille wat hier relevant is, is regsgeskille en belangegeskille. Die onderskeid is belangrik en opvoeders en werknemers in die onderwyssektor moet vertroud wees met die verskil en die wyse waarop die geskille opgelos word.
'n Regsgeskil behels die skending of interpretasie van 'n bestaande reg, bv. 'n kontrak, kollektiewe ooreenkoms of arbeidswetgewing. Afhangend van die aard van die dispuut, moet 'n arbeidsgeskil oor die skending van ’n opvoeder se reg deur die Arbeidshof beslis word, of deur arbitrasie in die KVBA of RAVO indien die partye nie tydens konsiliasie 'n ooreenkoms bereik nie.
Sommige voorbeelde van regsgeskille is:
- Geskille oor onbillike ontslag;
- Onbillike arbeidspraktykgeskille; en
- Onregverdige diskriminasiegeskille.
'n Belangegeskil behels eise vir nuwe regte of voordele, bv. vir loonverhogings, wat tipies deur onderhandeling in kollektiewe bedinging en industriële aksie opgelos word, soos stakings, uitsluitings en sloerstakings. As 'n reël kan hierdie geskille nie na arbitrasie verwys word vir beslegting nie.
Hierdie geskille spruit voort uit iets wat 'n opvoeder verlang, maar waarop hy/sy egter nog nie geregtig is nie en kan lei tot ekonomiese magspel deur vakbonde.
Sommige voorbeelde van belangegeskille is:
- Loongeskille;
- Geskille rakende diensvoorwaardes;
- Geskille rakende verhogings in GEMS-maandelikse lidmaatskappremies indien deur die werkgewer gefasiliteer en geimplimenteer.
Dit is van belang om kennis te neem dat die Wet op Arbeidsverhoudinge voorsiening maak vir sekere geskille waar ‘n geregistreerde vakbond kan besluit of die saak na arbitrasie verwys moet word, of industriële aksie gevolg sal word. Voorbeelde hiervan is grootskaalse besnoeiings en organisatoriese regte.
Dit is ook interessant dat ‘n geskil rakende organisatoriese regte as óf 'n regsgeskil óf 'n belangegeskil geklassifiseer kan word. Dit beteken dat 'n vakbond moet besluit of die geskil na arbitrasie verwys gaan word en of daar eerder gestaak sal moet word as gevolg van die nie-oplossing van die geskil.
Indien jy enige vrae het oor hierdie onderwerp, moet asseblief nie huiwer om jou provinsiale SAOU-kantoor of die SAOU Regsafdeling te kontak nie.
2026/07/30
RIGHTS DISPUTE vs INTEREST DISPUTE
Rights Dispute vs Interest Dispute
In terms of the Labour Relations Act, there are different types of disputes, which are referred and dealt with differently.
The two disputes which are relevant hereto are disputes of right and disputes of interest. The distinction is important and educators and employees in the education sector should be familiar with the difference and the way the disputes are resolved.
A dispute of right involves the breach or interpretation of an existing legal entitlement for example, under a contract, collective agreement, or labour legislation. Depending on the nature of the dispute, a labour dispute with regards to an infringement of a right of an educator must be resolved either through adjudication by the Labour Court or through arbitration in the CCMA or ELRC in the event that the parties are unable to reach an agreement to resolve the dispute during the conciliation at the CCMA or ELRC.
Some examples of disputes of right are:
- Unfair dismissal disputes;
- Unfair labour practice disputes; and
- Unfair discrimination disputes.
A dispute of interest involves demands for new rights or benefits, e.g. for wage increases, which are typically resolved through negotiation in collective bargaining and industrial action, such as strikes, lock-outs or go-slows. As a rule, these disputes cannot be referred to arbitration for adjudication.
These disputes stem from something an educator wants, but is not yet entitled to and can lead to economic power play by trade unions.
Some examples of disputes of interest are:
- Wage disputes;
- Disputes relating to terms and conditions of employment;
- Disputes relating to increases in GEMS monthly membership premiums if facilitated and implemented by the employer.
It must be noted that the Labour Relations Act provides for certain disputes of which a registered trade may elect either to refer the matter to arbitration or to embark on industrial action. Examples of the latter are large-scale retrenchments and organisational rights.
It is also interesting that a dispute concerning organisational rights may be classified as either a dispute of right or dispute of interest. This means a trade union must decide whether the dispute will be referred for arbitration or whether to pursue industrial action as a result of the non-resolution of the dispute.
If you have doubts or questions on the matter, please do not hesitate to contact your provincial SAOU office or the SAOU Legal Department.
