by Thinus Ferreira
Please see the update and full press statement from the SABC in this article, which was added:
The SABC has been ordered to pay a promoted and then spurned staffer almost R800 000 as part of a botched promotion process followed by an automated rejection email, after SABC CEO Nomsa Chabeli approved the worker's promotion that was then halted and rejected.
The Commission for Conciliation, Mediation and Arbitration (CCMA) has ordered the SABC to pay staffer Nomhle Zenzile a year's higher pay of R766 608.48 after what is described by a trade union as the public broadcaster's "reckless mismanagement of an internal recruitment process".
The case started after Nomhle Zenzile, a SABC learning and development consultant with 13 years of experience, applied for an organisational development specialist position in 2024.
After an interview for the position, the panel recommended her appointment, and then Nomsa Chabeli, SABC CEO, approved and signed it on 28 November 2024.
In addition, the SABC's human resources rep allegedly formally congratulated Nomhle Zenzile, gave her a start date for her new position and even a "dummy payslip" of what her new salary would be.
The SABC then, for some reason, abruptly halted the process, with Nombhle Zenzule getting no answers or feedback - until January 2025 when she received an automated system rejection email.
Nomhle Zenzile, a member of the Bemawu trade union at the SABC, took her case to the CCMA.
Thula Cebekhulu, CCMA commissioner, ruled that the SABC was allowed not to give the promotion due to a changing requirement for an industrial psychology qualification.
The CCMA however, also ruled that the SABC's conduct throughout the process of Nomhle Zenzile's job "promotion" was grossly unfair.
According to the CCMA, the SABC "created a legitimate expectation that the applicant was recommended and appointed for the position", with the public broadcaster heavily criticised for its unprofessional recruitment process.
Thula Cebekhulu noted the "severe prejudice, disappointment, and suffering endured by the employee as she waited months for clarity".
Hannes du Buisson, Bemawu representative, says "This ruling is a massive vindication for our member and a stern warning to the SABC".
"Employers cannot play fast and loose with the careers, livelihoods, and psychological well-being of their staff. When a recruitment panel recommends a candidate, an HR representative congratulates them with a payslip, and the CEO signs the approval, an employer cannot simply walk away and hide behind an automated rejection email."
UPDATE Tuesday 10 November 2026 10:45: The SABC has issued a press statement:
"The SABC has noted an article by Thinus Ferreira (Mr Ferreira), published on 9 November 2026, about the recruitment of an employee and a CCMA award on the same matter.
"The article is inaccurate and misleading
in material respects, and the SABC wishes to correct the record. The award as issued by the CCMA confirms that there was no unfair labour practice as claimed in the article."
"In terms of the SABC's recruitment policy, an interview panel's recommendation must be approved one level above the recruiting manager, so that no manager approves an appointment on which they sat as a panel member."
"At the time of this appointment, the position
of Group Executive: Human Resources was filled in an acting capacity by the line manager for the role concerned."
"The approval therefore moved one level up, to the GCEO, who signed off the panel's recommendation as the policy requires. That signature was a
governance step. It was not involvement in the recruitment itself."
"The matter referred to in the article is being handled by the SABC's Employee Relations team and is the subject of ongoing legal processes. The SABC will therefore not comment further on its merits."
"The SABC was not approached for comment before the article was published. Had it been these facts would have been provided."
"While the SABC respects the role of the media in holding public institutions accountable, it is equally important that reporting remains accurate, balanced, and fair."
"The SABC has asked Mr Ferreira to correct the article. The SABC reserves its rights in relation to this matter."
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Here is the press statement that was released by the SABC trade union, Bemawu, in full:
BEMAWU SECURES MAXIMUM COMPENSATION FOR SABC EMPLOYEE IN UNFAIR LABOUR PRACTICE DISPUTE
The Broadcasting, Electronic, Media & Allied Workers Union (BEMAWU) has secured a landmark victory at the Commission for Conciliation, Mediation and Arbitration (CCMA), successfully holding the South African Broadcasting Corporation (SABC) accountable for an unfair labour practice relating to promotion.
In an arbitration award handed down today, 16 October 2026, CCMA Commissioner Thula Cebekhulu ordered the SABC to pay BEMAWU member Nomhle Zenzile the maximum allowable compensation of 12 months’ remuneration, totalling R766,608.48, following the public broadcaster’s reckless mismanagement of an internal recruitment process.
The dispute arose after Zenzile, an SABC Learning and Development Consultant with 13 years of experience, applied for an Organisational Development (OD) Specialist position in 2024.
After successfully completing the interview process, the panel formally recommended her appointment. This recommendation was officially approved and signed by the SABC Group Chief Executive Officer (GCEO) on 28 November 2024.
Following the interview, the SABC’s HR representative contacted Zenzile, formally congratulated her on being a successful candidate, provided a projected start date, and presented a “dummy payslip” calculating her new salary.
Despite these explicit confirmations and the GCEO’s executive approval, the SABC abruptly halted the process, leaving Zenzile without feedback for months before issuing an automated system rejection email in January 2025.
During the arbitration, BEMAWU systematically dismantled the SABC’s retroactive justifications. While the Commissioner found that the SABC was ultimately within its rights not to effect the final promotion due to a shifting requirement for an Industrial Psychology qualification, the CCMA ruled unequivocally that the SABC’s conduct throughout the process was grossly unfair.
The CCMA found that the SABC “created a legitimate expectation that the applicant was recommended and appointed for the position”.
Commissioner Cebekhulu heavily criticised the SABC for its failure to handle the recruitment process in a professional manner, noting the severe prejudice, disappointment, and suffering endured by the employee as she waited months for clarity.
“This ruling is a massive vindication for our member and a stern warning to the SABC,” said Hannes du Buisson, BEMAWU Representative.
“Employers cannot play fast and loose with the careers, livelihoods, and psychological well-being of their staff. When a recruitment panel recommends a candidate, an HR representative congratulates them with a payslip, and the GCEO signs the approval, an employer cannot simply walk away and hide behind an automated rejection email. BEMAWU will relentlessly pursue justice and maximum penalties when our members are subjected to such reckless administrative incompetence.”
The SABC has been ordered to pay the full compensation amount of R766,608.48 to Ms. Zenzile by no later than 15 November 2026.
BEMAWU remains committed to fighting for fairness, transparency, and accountability in the workplace for all its members.