MRL3702 Assignment
1 (COMPLETE
ANSWERS) Semester
1 2026 - DUE 12
March 2026;
Kenneth Githaiga
, MRL3702 Assignment 1 (COMPLETE ANSWERS) Semester 1 2026 - DUE 12
March 2026;
Study the case of Cashbuild SA Ltd v Mamogale N.O and Others (JR546/2023)
[2025] ZALCJHB 572 (3 December 2025) and write a two-page (maximum)
legal opinion about the case. Your answer must include the following aspects
– Summary of the facts of the case • Issue(s) in dispute in the case ) • The
court’s decision Study the case of Cashbuild SA Ltd v Mamogale N.O and
Others (JR546/2023) [2025] ZALCJHB 572 (3 December 2025) and write a
two-page (maximum) legal opinion about the case. Your answer must include
the following aspects – Summary of the facts of the case • Issue(s) in dispute
in the case ) • The court’s decision Study the case of Cashbuild SA Ltd v
Mamogale N.O and Others (JR546/2023) [2025] ZALCJHB 572 (3 December
2025) and write a two-page (maximum) legal opinion about the case. Your
answer must include the following aspects – Summary of the facts of the
case • Issue(s) in dispute in the case ) • The court’s decision
MRL3702 – Labour Relations Law
Assignment 1 – Semester 1 (2026)
Case Analysis and Legal Opinion
Title
A Critical Legal Analysis of Disciplinary Consistency and Substantive Fairness in South
African Labour Law:
Cashbuild SA Ltd v Mamogale N.O and Others (JR546/2023) [2025] ZALCJHB 572
1. Introduction
South African labour law is founded on the constitutional imperative of fairness in the
employment relationship. Central to this framework is the principle that dismissals must be both
procedurally and substantively fair, as required by section 188 of the Labour Relations Act 66 of
1995 (LRA). One of the most significant aspects of substantive fairness is the principle of
disciplinary consistency, which requires employers to treat employees equally when similar
misconduct is committed, unless a valid and objective justification exists for differential
treatment.
1 (COMPLETE
ANSWERS) Semester
1 2026 - DUE 12
March 2026;
Kenneth Githaiga
, MRL3702 Assignment 1 (COMPLETE ANSWERS) Semester 1 2026 - DUE 12
March 2026;
Study the case of Cashbuild SA Ltd v Mamogale N.O and Others (JR546/2023)
[2025] ZALCJHB 572 (3 December 2025) and write a two-page (maximum)
legal opinion about the case. Your answer must include the following aspects
– Summary of the facts of the case • Issue(s) in dispute in the case ) • The
court’s decision Study the case of Cashbuild SA Ltd v Mamogale N.O and
Others (JR546/2023) [2025] ZALCJHB 572 (3 December 2025) and write a
two-page (maximum) legal opinion about the case. Your answer must include
the following aspects – Summary of the facts of the case • Issue(s) in dispute
in the case ) • The court’s decision Study the case of Cashbuild SA Ltd v
Mamogale N.O and Others (JR546/2023) [2025] ZALCJHB 572 (3 December
2025) and write a two-page (maximum) legal opinion about the case. Your
answer must include the following aspects – Summary of the facts of the
case • Issue(s) in dispute in the case ) • The court’s decision
MRL3702 – Labour Relations Law
Assignment 1 – Semester 1 (2026)
Case Analysis and Legal Opinion
Title
A Critical Legal Analysis of Disciplinary Consistency and Substantive Fairness in South
African Labour Law:
Cashbuild SA Ltd v Mamogale N.O and Others (JR546/2023) [2025] ZALCJHB 572
1. Introduction
South African labour law is founded on the constitutional imperative of fairness in the
employment relationship. Central to this framework is the principle that dismissals must be both
procedurally and substantively fair, as required by section 188 of the Labour Relations Act 66 of
1995 (LRA). One of the most significant aspects of substantive fairness is the principle of
disciplinary consistency, which requires employers to treat employees equally when similar
misconduct is committed, unless a valid and objective justification exists for differential
treatment.
