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Labour Relations Act, 1995 (Act No. 66 of 1995)

Code of Good Practice on Key Aspects of HIV/Aids and Employment

14. Assessing the impact of HIV/Aids on the Workplace

 

 

1) Employers and trade unions should develop appropriate strategies to understand, assess and respond to the impact of HIV/AIDS in their particular workplace and sector. This should be done in cooperation with sectoral, local, provincial and national initiatives by government, civil society and nongovernmental organisations.

 

2) Broadly, impact assessments should include:
i) Risk profiles; and
ii) Assessment of the direct and indirect costs of HIV/AIDS;

 

3) Risk profiles may include an assessment of the following:
i) The vulnerability of individual employees or categories of employees to HIV infection;
ii) The nature and operations of the organisation and how these may increase susceptibility to HIV infection (e.g. migrancy or hostel dwellings);
iii) A profile of the communities from which the organisation draws its employees;
iv) A profile of the communities surrounding the organisation’s place of operation; and
v) An assessment of the impact of HIV/AIDS upon their target markets and client base.

 

4) The assessments should also consider the impact that the HIV/AIDS epidemic may have on:
i) Direct costs such as costs to employee benefits, medical costs and increased costs related to staff turnover such as training and recruitment costs and the costs of implementing an HIV/AIDS programme;
ii) Indirect costs such as costs incurred as a result of increased absenteeism, employee morbidity, loss of productivity, a general decline in workplace morale and possible workplace disruption;

 

5) The cost effectiveness of any HIV/AIDS interventions should also be measured as part of an impact assessment