Agentic AI · Code of Good Practice: Dismissal, 2025 compliant
Just explain the situation, NALA drafts a fully legal PIP.
Tell NALA what is happening in plain English - missed targets, late arrivals, conduct issues - and it drafts a Performance Improvement Plan against the BCEA, the 2025 Code of Good Practice: Dismissal and CCMA fair-procedure requirements, with escalation to the Disciplinary and CCMA modules built in.
A clear answer, in seconds
Ask NALA a real HR question and watch it respond - the same assistant that lives inside Synthro.
Ask Nala anything
Goals, analytics and HR queries - your team, your policies, or SA labour law.
Agentic AI
It is not a template. It thinks.
Traditional HR software gives you a blank form. NALA reads the situation, applies South African labour law, and writes the entire PIP for you.
You explain in plain English
"Thabo has been late 12 times this quarter and missed his sales target by 40%." That is all NALA needs - no legal knowledge, no forms, no templates, no HR degree.
NALA thinks like an HR lawyer
Nala knows the LRA and the Code of Good Practice: Dismissal, 2025 - and, more to the point, she knows the structure a process has to follow to hold up. She identifies the correct concern level, drafts SMART goals, sets milestones and builds a support plan in seconds.
You review and submit
NALA presents the full draft. Change any goal, timeline or support item. Once you are happy, submit - the PIP is timestamped, audit-trailed and CCMA-ready from day one.
What NALA generates automatically
The problem
Done wrong, PIPs lose CCMA cases. Done right, they protect you.
No documentation means a lost CCMA case
You run a PIP on verbal warnings. At the CCMA they say "nobody told me" and you have nothing to put in front of the commissioner. Synthro timestamps every conversation and stores every acknowledgment, so the evidence is already there.
Vague goals make PIPs useless
"Improve your attitude" is not a goal. Three months later nothing has changed and you cannot prove it. Synthro forces measurable goals with clear deadlines, so improvement is trackable, not subjective.
You forget to follow up
You set a PIP, get busy, and forget to check in. Three months pass and the employee says "nobody helped me" - the CCMA sides with them. Synthro schedules check-ins automatically and reminds you, so you never miss a meeting.
No way to prove progress (or the lack of it)
The employee claims they improved; you remember they did not; there are no records. The CCMA believes the employee. Synthro tracks every milestone with dates and notes - visual proof of what happened.
A dismissal you cannot defend
The PIP fails, you dismiss, and at the CCMA you cannot prove a fair process. Synthro's audit trail shows warnings, check-ins and improvement deadlines - proving you did everything right.
No record of successful PIPs
An employee improves - great. Six months later the same issue returns. Did they actually improve last time? Synthro records successful completions and dates, so you know their full history.
The #1 reason employers lose
Poor performance is not misconduct.
Code of Good Practice: Dismissal, 2025 splits dismissal into two completely different processes. Mix them up and you will lose at the CCMA, every time.
Misconduct (Track A)
Lives in the Disciplinary Actions module
Tool: progressive discipline
- 1Verbal warning
- 2Written warning
- 3Final written warning
- 4DismissalAfter a formal hearing
Why this matters: most HR systems treat warning levels as one ladder, letting you give a "final written warning" for poor performance and then dismiss. That is procedurally unfair under Code of Good Practice: Dismissal, 2025, and CCMA commissioners reverse it. Synthro keeps the two tracks separate by design and labels PIP severity as a "concern level" (initial / recurring / final opportunity), never a disciplinary warning.
How it works
From plain English to a compliant PIP, in under 60 seconds.
Explain the situation
Select the employee and describe what is happening in your own words: "missed three deadlines, late 12 times this quarter." No legal jargon needed.
NALA drafts the PIP
The agentic AI analyses your input, applies SA labour law (BCEA, Code of Good Practice: Dismissal, 2025) and generates a full PIP: issues, SMART goals, support plan, milestones and reasoning.
You review and edit
NALA presents the complete draft. Change any goal, timeline or support item - accept what works, edit what does not. You have full control before anything is submitted.
Track and document
Once submitted, track milestones, log check-ins and assign action items. Every action is timestamped and audit-trailed - your CCMA evidence builds automatically.
Close out, or escalate fairly
Mark the PIP successful, extended or failed. If it failed, Synthro opens an incapacity inquiry pre-linked to the PIP - not a misconduct warning. If dismissal results, the CCMA dispute auto-links to your evidence chain.
PIP → incapacity inquiry → CCMA
When improvement does not happen, the evidence travels with you.
Most systems make you start over in another module. Synthro carries every signature, milestone and check-in straight through to the hearing - and to the CCMA, if it gets that far.
1. Close the PIP
When the review date arrives, mark the outcome: successful, extended or failed. If it failed, Synthro warns you what the LRA requires before you can dismiss.
2. Escalate as incapacity
One click opens an incapacity inquiry in the Disciplinary module. The category is locked to Incapacity, the PIP is pre-linked, and warning levels are restricted to Final Written or Dismissal - exactly as the Code of Good Practice: Dismissal, 2025 prescribes.
3. CCMA dispute auto-linked
If the employee refers a dispute, "Log CCMA Dispute" is one button on the dismissal record. The PIP, every check-in note, the inquiry minutes and the signed outcome travel together as a single evidence chain.
What carries forward automatically
Ready to let AI handle your PIPs?
Just explain what is happening.
Book a personalised demo and see it run on your own setup, with your own records.
Performance management
Goals, reviews, check-ins and improvement plans - the whole performance cycle.
- 360° Review TemplateFree SA template with rating scales and questions.
- PIP TemplatePoor-performance PIP aligned to the LRA Code.
- 360° ReviewsMulti-rater feedback with a CCMA-defensible trail.
- Goals & OKRsCompany, team and individual goals in one place.
- Check-ins & 1-on-1sDocumented conversations that hold up at the CCMA.
- Career PathwaysAnswer "what’s next?" for every employee.