Labour Lawyer & Mediator
Partnering with you
Deale Attorneys is a specialist labour & commercial mediation firm with offices in Johannesburg and KwaZulu-Natal.
We have significant experience in partnering with clients to resolve legal disputes and comply with legal complexities so they can grow their businesses successfully.
We take a real interest in your business to understand what makes it tick. With small firm operating costs and big firm experience, we can offer our clients a more personal service at reasonable rates.
We advise and represent business owners, employers, state institutions and senior individuals on a wide range of labour law and commercial dispute resolution issues.
We would enjoy partnering with you!
Labour Case Planner
If you can't see the wood for the trees
We offer a convenient online service to help you plan your case for a Disciplinary Enquiry or CCMA Arbitration. We’ve conducted and represented clients in enquiries and arbitrations in over 400 cases over the years. We’ll use our experience and expertise to help prepare your case so you can present it with confidence and best results.
Your Case Plan will include: Your Prospects of Success, the Strengths & Weaknesses of your case, the Key Legal Issues, Evidence & Witness Statements, questions for cross-examination and Guidelines for the Procedure.
We’d first like to get some basic information about you and your case. We’ll assess your prospects and let you know if we can help you to plan your case.
PS: You’re welcome to contact me at any time on
083 375 8771.
Patrick Deale BA LLB
Patrick has worked in law and alternative dispute resolution for 25 years in a wide range of industries and sectors. As a senior legal executive for a listed company, he gained first-hand experience of the issues business managers and employees deal with day-to-day.
Patrick co-founded Tokiso Dispute Settlement (Pty) Ltd in 2000, the largest private dispute resolution agency in the country, where he was full-time CEO for six years. He is a highly skilled and experienced labour negotiator, mediator, arbitrator and facilitator. He is a commercial mediator, coach and assessor, accredited by CEDA (UK). He also serves as Acting Judge of the Labour Court.
He is the co-author of the Labour Relations Handbook, published by Juta, and has been a regular host of the Labour Line on Talk Radio 702. Patrick established Deale Attorneys to focus on the opportunity to improve and build successful South African business relationships, in partnership with business clients.
Latest News Updates from Deale Attorneys
DEFINING CHARGES: Do disciplinary charges always have to be defined like criminal charges to stick? “No” – said the Labour Appeal Court (“LAC”) in an appeal decided in August 2019 There’s often a similarity between misconduct charges in the workplace and charges in the criminal court. In criminal law, each crime has defined “elements”. For […]
REFRESHER ON RESIGNATIONS: What are the practical mechanics of notice periods? Resignations have featured in several labour court judgements and CCMA awards recently. They reveal quite a lot of misconceptions about how the mechanics of resignations are supposed to work. So this is a “back to basics” refresher to remind us how to deal with […]
REFUSAL TO CHANGE CONDITIONS: Can an employer dismiss employees for refusing to accept changes to working conditions? Yes – said the labour court in Numsa vs Trident Steel. The company needed to restructure its operations to survive. It redefined job descriptions and cut its workforce by about 500 mainly through VSP’s in consultation with Numsa. […]
RESIGNATION & DISCIPLINE: Can an employer proceed with a disciplinary enquiry after an employee resigns with immediate effect on receipt of a notice of suspension or notice of enquiry? No & Yes “No” – said the Labour Court in Kalipa Mtati v KPMG Servicesin October 2016 . “Yes” – said the court later in Coetzee […]
ENQUIRY DELAYS: When does a delay in prosecuting a disciplinary enquiry become unreasonable and unfair? The general rule is that a disciplinary inquiry must be held within a reasonable time from the date on which the alleged misconduct occurred – or from the date from which the employer first became aware of it. The idea […]
STRIKE FOR STRESS: Why are workers still willing to go on strike when the odds of scoring real financial gains are stacked against them? The annual wage negotiations and “strike season” will unfold again in the next few weeks. It’s generally understood that the main reasons workers go on strike are to secure better […]
LABOUR LAW in a Nutshell: What to expect in 2019? Politics The upcoming elections will turbo charge the levels of populist rhetoric and activity in both public and private workplaces. Competition between the pro-poor and left leaning Saftu versus its former comrades, the ANC aligned and more moderate Cosatu will intensify in the media and […]
LABOUR LAW IN A NUTSHELL November 2018 COLLECTIVE MISCONDUCT: What’s the difference between collective and derivative misconduct and why is it important to distinguish between them? PRASA Case PRASA had to pay a high price for failing to make the distinction after it fired 700 employees for derivative misconduct. They suspected NTM members of burning […]