{"id":208162,"date":"2025-06-23T17:02:11","date_gmt":"2025-06-23T17:02:11","guid":{"rendered":"https:\/\/www.europesays.com\/uk\/208162\/"},"modified":"2025-06-23T17:02:11","modified_gmt":"2025-06-23T17:02:11","slug":"determining-the-forum-the-jurisdictional-boundaries-of-courts-in-employment-disputes","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/uk\/208162\/","title":{"rendered":"Determining the forum: The jurisdictional boundaries of courts in employment disputes"},"content":{"rendered":"<ul>\n<li>This case concerned how an employee frames an employment dispute, whether as a breach of contract or unfair dismissal. This was relevant for purposes of determining which court had jurisdiction to determine the dispute.<\/li>\n<li>The Labour Court has exclusive jurisdiction over matters regulated by the Labour Relations Act 66 of 1995. However, the High Court shares concurrent jurisdiction with the Labour Court in a few key instances.<\/li>\n<li>Parties must properly plead the issues and details of their case.<\/li>\n<\/ul>\n<p>\u00a0<\/p>\n<p><img decoding=\"async\" alt=\"14795 ALERT_Employment 23 June 2025_1\" style=\"width: 750px;\" title=\"14795 ALERT_Employment 23 June 2025_1\" src=\"https:\/\/www.europesays.com\/uk\/wp-content\/uploads\/2025\/06\/14795-ALERT_Employment-23-June-2025_1.png\"\/><\/p>\n<p><img decoding=\"async\" alt=\"14795 ALERT_Employment 23 June 2025_2\" style=\"width: 750px;\" title=\"14795 ALERT_Employment 23 June 2025_2\" src=\"https:\/\/www.europesays.com\/uk\/wp-content\/uploads\/2025\/06\/14795-ALERT_Employment-23-June-2025_2.png\"\/><\/p>\n<p><img decoding=\"async\" alt=\"14795 ALERT_Employment 23 June 2025_3\" style=\"width: 750px;\" title=\"14795 ALERT_Employment 23 June 2025_3\" src=\"https:\/\/www.europesays.com\/uk\/wp-content\/uploads\/2025\/06\/14795-ALERT_Employment-23-June-2025_3.png\"\/><\/p>\n<p>The information and material published on this website is provided for general purposes only and does not constitute legal advice. We make every effort to ensure that the content is updated regularly and to offer the most current and accurate information. Please consult one of our lawyers on any specific legal problem or matter. We accept no responsibility for any loss or damage, whether direct or consequential, which may arise from reliance on the information contained in these pages. Please refer to our full <a title=\"terms and conditions\" href=\"https:\/\/www.cliffedekkerhofmeyr.com\/disclaimer.html\" target=\"_blank\" rel=\"noopener\">terms and conditions<\/a>. Copyright \u00a9 2025 Cliffe Dekker Hofmeyr. All rights reserved. For permission to reproduce an article or publication, please contact us <a href=\"https:\/\/www.cliffedekkerhofmeyr.com\/en\/news\/publications\/2025\/Practice\/Employment-Law\/mailto:cliffedekkerhofmeyr@cdhlegal.com\" target=\"_blank\" rel=\"noopener noreferrer\">cliffedekkerhofmeyr@cdhlegal.com<\/a>.<\/p>\n<p>\tSubscribe<\/p>\n<p>We support our clients\u2019 strategic and operational needs by offering innovative, integrated and high quality thought leadership. 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