, MRL3702 Assignment 1 (COMPLETE ANSWERS)
Semester 2 2025 – DUE August 2025; 100% correct
solutions and explanations.
Legal Opinion: Moleme v Induradec Coatings (Pty) Ltd
(D581/2023) [2025] ZALCD 18 (7 May 2025)
1. Summary of the Facts
Ms Tiisetso Moleme was employed as a research and
development chemist by Induradec Coatings (Pty) Ltd from
October 2021. In March 2023, she informed the company that
she was twelve weeks pregnant and requested a reassignment
from laboratory duties due to potential exposure to harmful
chemicals such as Bisphenol A, which posed a risk to her
pregnancy. Her manager acknowledged her request and moved
her to an administrative office, indicating she would be assigned
computer-based tasks. However, no such tasks were allocated.
The employer subsequently obtained letters from Moleme’s
doctors and a chemical safety consultant, all of whom
recommended that a formal risk assessment be conducted by a
qualified occupational health and safety practitioner. Despite
this, the employer did not carry out the required assessment.
Instead, the employer convened a meeting on 11 May 2023,
where Moleme was informed that there were no safe alternative
duties available. The company then placed her on extended
unpaid maternity leave effective from 16 May 2023.
Unable to earn an income, Moleme resigned in January 2024
and referred a dispute to the Labour Court, alleging unfair
discrimination on the basis of her pregnancy and non-
Semester 2 2025 – DUE August 2025; 100% correct
solutions and explanations.
Legal Opinion: Moleme v Induradec Coatings (Pty) Ltd
(D581/2023) [2025] ZALCD 18 (7 May 2025)
1. Summary of the Facts
Ms Tiisetso Moleme was employed as a research and
development chemist by Induradec Coatings (Pty) Ltd from
October 2021. In March 2023, she informed the company that
she was twelve weeks pregnant and requested a reassignment
from laboratory duties due to potential exposure to harmful
chemicals such as Bisphenol A, which posed a risk to her
pregnancy. Her manager acknowledged her request and moved
her to an administrative office, indicating she would be assigned
computer-based tasks. However, no such tasks were allocated.
The employer subsequently obtained letters from Moleme’s
doctors and a chemical safety consultant, all of whom
recommended that a formal risk assessment be conducted by a
qualified occupational health and safety practitioner. Despite
this, the employer did not carry out the required assessment.
Instead, the employer convened a meeting on 11 May 2023,
where Moleme was informed that there were no safe alternative
duties available. The company then placed her on extended
unpaid maternity leave effective from 16 May 2023.
Unable to earn an income, Moleme resigned in January 2024
and referred a dispute to the Labour Court, alleging unfair
discrimination on the basis of her pregnancy and non-
