Abstract
No organization exists in isolation and HRM at the organizational level must be contextualized in terms of the environment external to the organization", say Swanepoel et al (2005: 75). An organization lives in a social, economic, political, legal and technological environment. In this way, it is interesting to analyze how legislative aspects impact HRM in South African organizations. Many sources of law govern the employment relationships in South Africa. The major ones are: the common law, the contract of employment, various collective agreements and statutes entered into between employers and trade unions, international labor standards, traditions, customs and workplace practices (Swanepoel et al. 2005: 98). In this context, we must also remember the Constitution and its Bill of Rights. We will discuss here the implications of constitutional law and common law for HRM in South Africa.
