THE SUPREME COURT OF APPEAL
REPUBLIC OF SOUTH AFRICA

REPORTABLE

THE SUPREME COURT OF APPEAL OF SOUTH AFRICA
JUDGMENT

Case no: 456/2011

In the matter between:

STERKLEWIES (PTY) LTD t/a HARRISMITH FEEDLOT
Appellant

and

M E MSIMANGA

First Respondent

T R MQINA

Second Respondent

DF TSOTETSI

Third Respondent

Neutral citation: Sterklewies (Pty) Ltd v Msimanga & others (456/11)
[2012] ZASCA 77 (25 May 2012)

Coram:
MTHIYANE DP, FARLAM et WALLIS JJA, KROON et
BORUCHOWITZ AJJA.
Heard:
18 May 2012

Delivered: 25 May 2012

Summary: Eviction – Extension of Security of Tenure Act 62 of 1997 –
whether appellant succeeded in proving that the respondents were only
allowed to stay on the farm as long as they were employed by the
appellant.

ORDER

On appeal from: Land Claims Court (Mpshe AJ sitting as court of first
instance) it is ordered that:
The appeal succeeds.
The order of the Land Claims Court is set aside and the following
order substituted for it:
‗The order of the magistrate is confirmed save that it is amended in
the following respects:
(a)
In paragraphs (a) and (b) thereof the words ‗First and
Second‘ are inserted before the word ‗Defendants‘ wherever it
occurs.
(b)
Paragraph (c) is deleted.
(c)
Paragraphs (d) to (g) are re-lettered as (c) to (f).
(d)
Paragraph (d) is amended to read as follows:

―It is declared that the Third Defendant‘s right to reside on the
premises described in paragraph (a) of this order and arising by
virtue of his former employment by the Plaintiff has been lawfully
terminated and any continuing right he may have to reside on those
premises is derived from the rights of his wife to occupy a room in
those premises by virtue of her employment by the Plaintiff.‖‘

JUDGMENT

WALLIS JA (MTHIYANE DP, FARLAM JA et KROON et
BORUCHOWIZ AJJA concurring)
[1] Sterklewies (Pty) Ltd, the appellant, conducts the business of a
feedlot on a property in the Harrismith area. Messrs Msimanga, Mqina
and Tsotetsi, the respondents in this appeal, were formerly employed by
Sterklewies and resided in the hostel on their employer‘s premises. I will
henceforth refer to them as the former employees. At the end of internal
disciplinary proceedings, they were dismissed from that employment in
2004. They challenged their dismissals unsuccessfully through the
processes provided by the Labour Relations Act 66 of 1995 (the LRA).
Those proceedings came to an end in the CCMA on 28 November 2007,
when an application for condonation of their failure to bring those
proceedings timeously was refused. They took no further steps thereafter
to challenge their dismissals. Proceedings under the LRA have therefore
been exhausted. The present proceedings arise because, notwithstanding
their dismissal, the former employees have continued to reside in the
rooms previously occupied by them in the company‘s hostel. On 16
January 2008, after the conclusion of the proceedings in terms of the
LRA, they were given notice of termination of their right of residence in
the rooms. Between May and December 2008 the notices required by
s 9(2)(d) of the Extension of Security of Tenure Act 62 of 1997 (the Act)
were served and published requiring the former employees to vacate, but
they declined to do so.

[2] Sterklewies then commenced proceedings in the Magistrates‘ Court
at Harrismith for an order for the eviction of the former employees from
the hostel. An order was granted by the magistrate on 10 February 2010,
but that was subject to automatic review by the Land Claims Court in
terms of s 19(3) of the Act. Mpshe AJ set aside the magistrate‘s order on
25 November 2011. This appeal is with his leave.

[3] The Act provides statutory protection against eviction for occupiers
of agricultural land. An occupier is defined in s 1 of the Act as:
'[A] person residing on land which belongs to another person, and who has or on
4 February 1997 or thereafter had consent or another right in law to do so . . .'
Consent is in turn defined as meaning the:
'[E]xpress or tacit consent of the owner or person in charge of the land in question'.
In terms of s 3(1) of the Act consent to an occupier to reside on or use
land shall only be terminated in accordance with the provisions of s 8.
That section refers to the termination of an occupier‘s ‗right of residence‘
on the land in question. Plainly that is the right to occupy that arises from
the express or tacit consent of the owner of the land. In most cases that
consent will arise from some agreement between the owner and the
occupier, but an agreement, at least if that expression is understood to
refer to a contractually binding arrangement, is not in my view required.
The Act does not describe an occupier as a person occupying land in
terms of an agreement or contract, but as a person occupying with the
consent of the owner. One can readily imagine circumstances in which in
the rural areas of South Africa people may come to reside on the land of
another and the owner, for one or other reason, takes no steps to prevent
them from doing so or to evict them. That situation will ordinarily mean
that they are occupying with the tacit consent of the owner and will be
occupiers for the purpose of the Act. Accordingly, when in

Landbounavorsingsraad v Klaasen 2005 (3) SA 410 (LCC) para 351 it is
said that ‗consent must originate from an agreement, or exist by operation
of law‘, I think that an unnecessarily restrictive view of the provisions of
the Act. It suffices that persons claiming the Act‘s protection show that
the owner of the land has consented to their being in occupation,
irrespective of whether that occupation flows from any agreement or has
its source elsewhere. Whatever its origins it is the right of residence
flowing from that consent that must be terminated in terms of s 8 before
an eviction order can be obtained.

[4] In the present instance the only basis upon which Sterklewies
claimed to have terminated the former employees‘ right of residence in
their rooms in the hostel was that their right to reside there flowed from
their contracts of employment and, with the termination of the latter, their
right to occupy those rooms terminated. It relied upon the provisions of
s 8(2) of the Act that provides that:
‗The right of residence for an occupier who is an employee and whose right of
residence arises solely from an employment agreement, may be terminated if the
occupier resigns from employment or is dismissed in accordance with the provisions
of the Labour Relations Act.'
Under s 8(3) if there is a dispute over whether an occupier's employment
has been terminated as contemplated in subsection 2 that dispute falls to
be resolved in accordance with the provisions of the LRA and the
termination of the right of occupation only takes effect when the dispute
has been determined in accordance with the LRA. In this case that has
been done. The case for Sterklewies is that after the conclusion of the
proceedings in the CCMA it gave the former employees notice

1 See also para 21 and fn 28 in that judgment.

terminating their right of residence in their rooms in the hostel as it was
entitled to do in terms of s 8(2) of the Act.

[5] In its particulars of claim Sterklewies pleaded the fact of the
respondents‘ employment and its termination and went on as follows:
‗In terms of the Employment Agreement between the Plaintiff and the Defendants, the
Defendants were granted permission to reside on the farm, only for so long as the
Employment Agreement between the Plaintiff and the Defendants would remain in
existence.‘
This allegation met with the following response in the plea:
‗The contents of this paragraph are denied and the plaintiff is put to the proof thereof.
The defendants specifically deny that there was any agreement specifying that they
will reside on the farm only for so long as they are employed by the plaintiff.‘
The issue thus formulated between the parties was whether the
defendants‘ occupation of the rooms in the hostel flowed solely from the
employment agreements that had previously subsisted between them and
Sterklewies. No other issue was raised in the pleadings. Sterklewies
alleged that the former employees had received permission to reside in
the rooms in the hostel in terms of the employment agreements it had
concluded with them. The former employees not only denied this, but
went further and pleaded that there was no agreement that they would
reside on the farm only for so long as they were employed by
Sterklewies. They did not however plead any positive basis for their right
to reside there.

[6] At the commencement of the proceedings before the magistrate the
attorney representing Sterklewies summarised the issues that remained in
dispute between the parties. The first issue she mentioned related to the
nature of the hostel premises, but the evidence established that this was a
hostel of a type familiar in many places in South Africa. It consists of

some 28 fairly small single rooms, with no ablution facilities or cooking
facilities, those facilities being available in the form of showers and a
communal cooking and dining area in the premises of the feedlot. The
rooms are provided with electricity and there are some pit toilets
available in the hostel. This was accepted by the end of the trial and the
issue is not referred to in the heads of argument, so it can be ignored.

[7] The other two issues were said to be whether the former employees‘
right of residence in and occupation of the rooms in the hostel arose
solely from their employment agreements and whether alternative
accommodation was available to the respondents. In his argument at the
end of the appellant‘s case the respondents‘ attorney sought to narrow the
focus even further by saying that the only issue was the one that arose
from the following paragraph in the particulars of claim:
'In terms of the Employment Agreements between the Plaintiff and the Defendants,
the Defendants were granted permission to reside on the farm, only for as long as the
Employment Agreement between the Plaintiff and the Defendants would remain in
existence.‘
That statement was repeated in the heads of argument, and in argument
before us it was accepted that it had been established on the evidence that
the former employees did have alternative accommodation in the area
referred to throughout the evidence as Qwa Qwa. That evidence, whilst
limited, was sufficient to call for some rebutting evidence from the
former employees as it related to matters within their exclusive
knowledge,2 but they closed their case without giving evidence.

[8] By the end of the trial before the magistrate there was thus
effectively only one issue for determination, namely whether the right of

2 Union Government (Minister of Railways) v Sykes 1913 AD 156 at 173-4; Marine & Trade Insurance
Co Ltd v Van der Schyff 1972 (1) SA 26 (A) at 39G-H.

residence of the former employees arose from the employment
agreements. This bears emphasising because at the outset of the appeal
Mr Phalatsi, on behalf of the former employees, urged us to give general
guidance for magistrates and those engaged in litigation of the present
type in regard to the proper approach to the Act and the operation of
s 8(2) thereof. He contended for the first time that s 8(1) is the operative
provision and that s 8(2) is subordinate thereto, so that a person seeking
an order for eviction under the Act cannot merely rely on s 8(2), but must
also satisfy the court that the requirements of s 8(1) in regard to the
termination of an occupier‘s right of residence are also satisfied.

[9] Were the position clear-cut I might have been inclined to decide
this question in order to provide the guidance that Mr Phalatsi says is
desperately needed in magistrates‘ courts that deal with cases of this type
on a regular basis. However, it is by no means clear-cut. Section 8(1)
reads as follows:
‗(1) Subject to the provisions of this section, an occupier‘s right of residence may be
terminated on any lawful ground, provided that such termination is just and equitable,
having regard to all relevant factors and in particular to—
(a) the fairness of any agreement, provision in an agreement, or provision of law on
which the owner or person in charge relies;
(b) the conduct of the parties giving rise to the termination;
(c) the interests of the parties, including the comparative hardship to the owner or
person in charge, the occupier concerned, and any other occupier if the right of
residence is or is not terminated;
(d) the existence of a reasonable expectation of the renewal of the agreement from
which the right of residence arises, after the effluxion of its time; and
(e) the fairness of the procedure followed by the owner or person in charge, including
whether or not the occupier had or should have been granted an effective opportunity
to make representations before the decision was made to terminate the right of
residence.‘

The section thus provides that termination of a right of residence must be
both lawful and just and equitable having regard to the specified factors.
It would be possible to accommodate the dismissal of an employee in
occupation of premises provided by the employer under the broad
concept of just and equitable grounds for terminating the employee‘s
right of residence. That being so the question is why it was thought
necessary to include s 8(2) in the Act. A consideration of its purpose is
therefore necessary.

[10] There can be little doubt that s 8(2) of the Act was inserted to deal
with a situation that had frequently arisen under the labour law
dispensation in operation prior to the enactment of the LRA. It commonly
occurred that workers would be dismissed and a dispute would arise in
regard to their dismissal. That dispute would ultimately be referred,
through the appropriate mechanisms under the then Labour Relations
Act3 to the Industrial Court for determination. In the meantime the
workers would continue to occupy the hostel or other accommodation
provided to them by their employers. Their presence could prevent the
employer from hiring a new workforce and might be seen as a deterrent
to the employment of temporary or replacement labour. This proved
frustrating to employers. Their response was to seek the eviction of the
workers even though the dispute between them was ongoing and
unresolved. Often this was an attempt to obtain an advantage in the
dispute and as a means to put pressure on workers to reach a settlement
before they were deprived of accommodation and shipped home to the
TBVC states or the so-called homelands.

3 Act 28 of 1956.

[11] Examples of such cases are to be found in the law reports. In Coin
Security (Cape)(Pty) Ltd v Vukani Guards and Allied Workers’ Union &
others,4 the employer alleged that the workers had engaged in a strike and
that, as a result, they had been dismissed, thereby forfeiting their right to
remain in the accommodation. The court held that on the workers‘
allegations the employer had been in breach of its contractual obligations
to them and that this had occasioned the work stoppage. This was a
legitimate response to the employer‘s breach of contract and did not
constitute a strike. Accordingly the purported termination of their
contracts of employment was unlawful and they were entitled not to
accept it but to decline to work further until the employer remedied its
breach of contract. In the result the application for their eviction failed.

[12] That can be contrasted with Randfontein Estates Gold Mining Co
(Witwatersrand) Ltd v Forbes,5 where the employee alleged that he had
been unfairly dismissed on notice and had referred a dispute concerning
the unfairness of his dismissal to the Industrial Court. On that ground he
opposed an application for his eviction from the accommodation provided
to him by his employer. Coetzee J held that, as he had been given notice
in terms of his contract of employment, the termination of his
employment was lawful and, because his continued occupation of the
house provided by his employer depended upon the existence of a
contract of employment, his right to occupy the house had also been
lawfully terminated. He cited with apparent approval6 an earlier dictum7
to the effect that the contention that in a dispute between employer and

4 Coin Security (Cape)(Pty) Ltd v Vukani Guards and Allied Workers’ Union & others 1989 (4) SA 234
(C).
5 Randfontein Estates Gold Mining Co (Witwatersrand) Ltd v Forbes 1992 (1) SA 649 (W).
6 At 651 H-I.
7 By Curlewis J in Egnep Ltd v Black Allied Mining and Construction Workers’ Union & others 1985
(2) SA 402 (T) at 404J-405A.

employee labour law and not the common law should apply held within it
‗the seeds of a pernicious doctrine‘. His conclusion8 was ‗that this case
before me does not have anything to do with the provisions of the Labour
Relations Act‘ and that:
‗The mere fact of submission of a dispute such as the one alleged by the respondent to
the industrial court for determination of an unfair labour practice in terms of that Act
does not take away this Court‘s jurisdiction to hear an application for, and grant, an
eviction order.‘

[13] Once the LRA came into effect the problem became of less
significance in most workplaces because the Labour Court was
empowered to grant urgent interim relief in terms of s 158(1)(a) of the
LRA and could therefore restrain employers from seeking to terminate
rights to accommodation of workers whilst the parties were locked in
industrial dispute. However, it seems probable, in a statute dealing with
the right to obtain eviction orders against occupiers of land, including
workers, in rural and agricultural areas, that the protection of an urgent
application before the Labour Court was not regarded as adequate.
Accordingly ss 8(2) and 8(3) were included in the Act to ensure that
eviction orders could not be obtained against dismissed workers in these
areas until all disputes about the validity of the termination of their
employment had been resolved through the mechanisms of the LRA.

[14] That does not mean, however, that s 8(2) is necessarily a ground
for terminating the former worker‘s right of residence in isolation from
the broad requirement of it being just and equitable under s 8(1). It is
capable of the construction that it is a possible specific instance of a just
and equitable ground for termination, but that its prima facie weight as

8 At 651J-652A. This conclusion was followed by Mahomed J in Palabora Mining Co Ltd v Coetzer
1993 (3) SA 306 (T) at 310G-311E.

such is capable of being displaced by way of evidence that,
notwithstanding the fact that the right of residence flowed from the
employment agreement and that agreement had been both lawfully and
fairly terminated, it would nonetheless not be just and equitable to
terminate the former worker‘s right of residence. I accept that this would
probably require a strong case, such as one based on lengthy residence,
old age, ill health, the absence of reasonably equivalent alternative
accommodation and evidence showing that the continued presence of the
former worker on the erstwhile employer‘s property would not impose a
burden on the latter. That would be a difficult case to advance when one
was, as in the present case, dealing with accommodation in a hostel, but
the possibility remains that on appropriate facts it could be advanced.

[15] On the other hand s 8(2) could also be construed as a special
provision governing a particular situation that is to be applied to the
exclusion of the general provisions of s 8(1). The brocard generalia
specialibus non derogant9 comes to mind. This is a difficult question,
made more difficult by the fact that the point was not raised in the
pleadings or at the trial where, as I have said, the parties in very specific
terms limited the issues and did not include any issue arising under s 8(1).
Nor was it raised in the heads of argument in this court and we have not
had the advantage that full argument on the point would provide. It is
accordingly undesirable to decide it as it falls outside the issues properly
raised and in dispute between these litigants. I need hardly add that it is
an issue with constitutional ramifications and it remains a salutary rule,
even if not always observed, that if a matter can be disposed of without
reaching a constitutional issue that is the approach that the court should

9 Mankayi v Anglogold Ashanti Ltd 2010 (5) SA 137 (SCA) para 39. It is referred to without comment,
but with apparent approval,  in Mankayi v Anglogold Ashanti 2011 (3) SA 237 (CC) para 61, fn 89.

adopt.10 I will accordingly leave the point open and say no more than that,
if it is to be raised, it must be raised by way of allegations in the plea of
the former worker whose eviction is being sought and supported by
evidence showing that it would, notwithstanding the termination of the
former worker‘s employment, not be just and equitable to evict him or
her from the accommodation provided by the employer in terms of the
employment agreement.

[16] The Act contemplates two stages before an eviction order can be
made. First the occupier‘s right of residence must be terminated in terms
of s 8 of the Act. The manner in which this is to be done is not specified.
Once the right of residence has been terminated then, before an eviction
order can be sought, not less than two months notice of the intention to
seek the occupier‘s eviction must be given to the occupier, the local
municipality and the head of the relevant provincial office of the
Department of Land Affairs in terms of s 9(2)(d) of the Act. That notice
is required to be in a form prescribed by regulations made in terms of s 28
of the Act.

[17] The notices given to each of the former employees with a view to
terminating their right of residence in the hostel read in material part as
follows:
‗In terms of your employment contract with our client you had a residential right to
stay in the Feedlot hostel.
At termination of your employment contract it was an explicit term of the contract
that such a residential right to stay in the hostel shall lapse.‘

10 Zantsi v Council of State, Ciskei & others 1995 (4) SA 615 (CC) paras 2-7. The principle has been
repeatedly affirmed, most recently in Nyathi v MEC for Department of Health, Gauteng & another
2008 (5) SA 94 (CC) para 149. See also Prince v President, Cape Law Society & others 2001 (2) SA
388 (CC) para 22 on the need for issues to be properly raised in the pleadings or affidavits in the court
of first instance.

The letters went on to ‗cancel‘ the former employees‘ rights of residence
and gave them 30 days notice to vacate the premises failing which an
application for eviction would be brought. As the former employees did
not vacate their rooms further notices of intention to bring eviction
proceedings were served upon them and the bodies upon which such
notices must be served in terms of s 9(2)(d) of the Act. Those notices said
in regard to the grounds upon which the eviction order would be sought
that reliance was placed upon s 8(2) of the Act and the fact that the
former employees had been dismissed.11 The case was then conducted in
accordance with the pleadings already referred to and the summary of the
issues at the outset of the hearing before the magistrate.

[18] It was submitted that when notice is given to terminate an
occupier‘s right of residence and that notice sets out the grounds upon
which the right is being terminated the owner is irrevocably bound to
those grounds and can advance no others in support of the claim for an
eviction order. I am not sure that this is correct. After all there is no
obligation on the owner of the property, when terminating the right of
residence to provide reasons for that decision or to set out grounds
therefor. It is not even a requisite for the validity of the termination that it
be in writing or comply with any formalities. There seems to be no reason
why the right cannot be validly terminated by the owner informing the
occupier orally that the right of residence is terminated or will be
terminated after expiry of a specified period of notice. In most instances
termination of the right of residence is likely to take place in a relatively
informal exchange between owner and occupier. It is only at the stage
where the owner intends seeking an eviction order that the owner is
obliged, and then only because the prescribed form requires it, to specify

11 ‗Werknemer is ontslaan.‘

the grounds upon which an eviction order is to be sought. Even then
anyone with experience of the completion of similar forms – such as
those that an employee referring a dispute over their dismissal to the
CCMA must complete – will be aware that they can be couched with a
great deal of generality.12 A statement that the occupier was a former
employee and that in terms of ss 8(1) and 8(2) it would be just and
equitable for them to be evicted from the property would satisfy the
requirements of the form but leave the occupier little the wiser as to the
grounds for their eviction. However, for the reasons that follow, it is
unnecessary to express a final view on these submissions.

[19] The matters mentioned in the previous paragraph arose because the
argument before us was pursued on the basis that the initial letter
terminating the right of residence had said that it was ‗an explicit term‘ of
the employment agreement that the right of residence would lapse on
termination of the employment. It was submitted that this coloured the
reference in the s 9(2)(d) notice to the termination of the employment of
the former employees and also the allegation in the particulars of claim
that in terms of the employment agreement the permission to reside on
the farm would subsist only for so long as the employment agreement
endured. Reference was then made to the employment contracts
themselves and to various passages in the cross-examination of Mr
Oosthuizen, the main witness for Sterklewies, from which it appeared that
there was no clause in the employment contracts that in so many words
said that the right of residence was dependent on the continued existence
of the employment relationship.

12 The form LRA 7.11 completed in respect of Mr Msimanga and Mr Mqina described the dispute in
the following terms: ‗He dismissed them because he said they start working at 7h15 but they are quite
sure they have started at 7h00am.‘ There was also a complaint that they were not allowed to talk at the
disciplinary hearing. The complaint on the fairness of the dismissal bore little resemblance to the actual
grounds for the disciplinary action against them.

[20] In my view this places far more stress than is justified on the word
‗explicit‘ in the original letter. The letter said that the right to reside in the
hostel had arisen under the employment contracts and, with the
termination of the latter, the right to reside there had lapsed. There was no
mention of a written contract or whether the ‗explicit‘ provision was
embodied in a document or had been orally agreed. It seems to me that
the word ‗explicit‘ in that context merely meant that it was clear that this
was agreed as part of the contract. It is true that there were written
employment contracts, but these were relatively terse, and for reasons I
will expand on did not set out all the terms of the contract. In any event, I
do not think that it should be inferred that the reference in the letter was
to a written contract or that portion of the employment contract that had
been reduced to writing.

[21] I also do not think that the word ‗explicit‘ should be equated, as I
understood the argument to equate it, with ‗express‘, in the sense of a
term spelled out specifically in the language of the written portion of the
contract. Even if the relevant provision was embodied in a tacit term it
would be as much an explicit term, that is, a clear term, as if it were an
express term. This is so because a tacit term, once found to exist, is
simply blended into the other terms of the contract and forms an
indistinguishable part of the whole.13 The reality is that from the outset it
was made clear to the former employees that their right of residence had
derived from their employment agreements and that it terminated when
those agreements were terminated. That is no doubt why, at the
commencement of the trial, it was recorded that the only issue in dispute

13 Wilkins NO v Voges 1994 (3) SA 130 (A) at 144B-E.

was whether the right to reside in the hostel arose from the employment
agreements.

[22] Once that is accepted there can be no doubt that the obligation to
vacate the hostel on termination of the contracts of employment of the
former employees was one that was explicitly embodied in the
obligations of the former employees under those contracts. The evidence
of Mr Oosthuizen makes that clear beyond any doubt.  However, even if
it were accepted that the reference in the letter was to the written portion
of the contracts of employment and that by ‗explicit‘ we should
understand ‗express‘ to be intended, I do not think that would make a
difference. In my view, on a proper construction of the written portion of
the employment contracts it was indeed an express term that the right to
reside in the hostel was given by the contract and would be terminated on
termination of the contract. It is trite that the terms of a contract of
employment are frequently to be distilled from more than one source.14
They may be found expressly in the contract or letter of employment; in
the terms of a collective agreement;15 in other documents incorporated
therein by reference and in the rules and policies of the employer, as for
example, with a disciplinary or grievance procedure.16 These may stand
alone as memorials of parts of the contract of employment or may be
incorporated therein by reference. Tacit terms may arise from working
practices. However, for present purposes I can confine myself to express
terms.

[23] Clause 8 of each employment agreement reads as follows:

14 Mark Freedland, The Personal Employment Contract 271 – 276; Harvey on Industrial Relations Law
and Employment paras 21 and 22 (loose leaf issue 210); Simon Deakin and Gillian Morris Labour Law
(5 ed, 2009) 217; André van Niekerk and others Law@work (2 ed 2012) 109.
15 See s 23 of the LRA and particularly s 23(3) thereof.
16 As in Denel (Edms) Bpk v Vorster 2004 (4) SA 481 (SCA).

‗The Employee shall, for the duration of this employment with the Company, …obey
all reasonable instructions and in all respects observe the directions and requirements
of the Company.‘
Mr Oosthuizen gave evidence on behalf of Sterklewies and dealt with the
right to reside in the hostel. He said that Sterklewies had taken over the
business in 1996 from an entity called Vleissentraal and all the employees
had re-applied for their jobs, so that all contracts with Sterklewies dated
from this time or later.17 He said that the company had a clear policy in
regard to the right to reside in the hostel and that was that the rooms were
single quarters in which employees of the company could reside, free of
charge, for so long as they were employees, but on termination of
employment the right to reside there ended. He was cross-examined about
this evidence. He said that the policy was embodied in the rules of the
company and that these rules were clearly conveyed to the employees.
They are written rules that are displayed on notice boards and are
furnished to employees when they enter into employment. In addition he
gave evidence that he was present on a number of occasions when either
the former manager or he himself communicated the policy to the
workers orally. It was suggested to him that exceptions had been made to
this policy but he rejected those suggestions. His evidence about the
policy and rules of Sterklewies in regard to residence in the hostel was
not challenged. It was put to him at one stage that the former employees
would testify that it was never a term of their employment that they
would only stay there as long as they were employed by Sterklewies. Mr
Oosthuizen rejected this suggestion, relying on the rules and policies of
the company, and the former employees did not give evidence to support
it.18

17 Section 197 of the LRA had not then come into force.
18 It is difficult to see on what basis the employees could have given such evidence. As Mpati P pointed
out in Mpedi & others v Swanevelder & another 2004 (4) SA 344 (SCA) para 7 employers do not

[24] There was an express provision in the employment contracts of the
former employees that they would observe the directions and
requirements of their employer. The rules and policies published by the
company from time to time and displayed on notice boards and conveyed
to the workers were clearly among those directions and requirements. The
former employees were accordingly obliged to observe them and comply
with them. That was an express provision of the written contracts of
employment. On the unchallenged evidence of Mr Oosthuizen those rules
included the rules in regard to residence in the hostel and provided that
the right of residence would terminate on termination of the employment
contracts. It was accordingly an express term of each contract of
employment that the former employees would vacate the hostel on
termination of their contracts of employment.

[25] Once that conclusion is reached the appeal must succeed. It is
however necessary to make a few comments in relation to the judgment
in the Land Claims Court. I start with the passages where the acting judge
purported to set out the issues that were not in dispute. Among those he
listed were that the former employees had been in the employ of
Sterklewies since 1980 and had resided on its property since 1980. Those
statements were factually incorrect and contrary to the unchallenged
evidence of Mr Oosthuizen. Indeed, it had been put to the latter that Mr
Msimanga and Mr Mqina had previously been employed by Vleissentraal
on a feedlot in Vrede and had only moved to the Harrismith feedlot when
the one in Vrede was closed in about 1990. Then the acting judge said
that the three issues in dispute were whether the employment agreement

normally provide residential facilities on their properties to persons other than employees and in some
instances their families.

provided for vacating of premises on dismissal; whether the employment
agreement was written or oral and whether Mr Tsotetsi had been
dismissed through a disciplinary procedure. The latter two were not
properly issues before him. He went on to hold, in the face of the
uncontroverted evidence of Mr Oosthuizen, that the former employees
could not have known about the company‘s rules and said that there was
no evidence that the rules had been provided to or read to the former
employees. He held that there was no evidence that Mr Tsotsetsi had been
dismissed by a disciplinary enquiry even though this was not in issue.
Lastly, he said that he was baffled by the fact that the magistrate had not
referred to the report placed before the court in terms of s 9(3) of the Act.
The short answer to that was that the report was inaccurate, entirely
unhelpful and not relied on by the former employees before the
magistrate.

[26] It cannot be emphasised too often that courts are generally
speaking bound by the issues that the parties to litigation have formulated
and it is not open to them to deal with and determine cases on a different
basis. That is particularly the case where the court is a court of review of
what has transpired in a lower court, as is the position with the Land
Claims Court when exercising its jurisdiction under s 19(3) of the Act. As
Ngcobo CJ pointed out in CUSA v Tao Ying Metal Industries & others,19
in the parallel situation of a review by the Labour Court of an arbitration
award by the CCMA,  ‗the role of a reviewing court is limited to deciding
issues that are raised in the review proceedings. It may not, on its own,
raise issues that were not raised by the party who seeks to review an
arbitral award.‘ The only exception is in relation to a pure point of law
that properly arises on the facts and the papers before the reviewing court.

19 CUSA v Tao Ying Metal Industries & others 2009 (2) SA 204 (CC) para 67.

The acting judge in the Land Claims Court disregarded these principles
and in the result erred.

[27] The appeal accordingly succeeds. Some amendment needs to be
made to the magistrate‘s order to accommodate the position of Mr
Tsotetsi, who is married to an employee of Sterklewies who is entitled to
reside in the hostel and is apparently entitled to continue to occupy his
room together with his wife, but by virtue of her employment. In my view
a suitable declaratory order in terms of s 19(1)(b)(ii) of the Act should
have been issued by the magistrate in respect of Mr Tsotetsi‘s situation.
Mr Fischer SC, appropriately, did not seek an order for costs against the
former employees. I understood that to relate also to the proceedings in
the magistrates‘ court, and in any event do not regard it as appropriate for
there to be an order for costs against the former employees in that
tribunal. It is a sad sign of the circumstances in which so many of our
fellow citizens find themselves that these adult men, with wives and
families, should have spent eight years resisting their eviction from rooms
that are either three by two metres or four by four metres in extent and
that lack such basic amenities as running water and a toilet. To mulct
them in costs would not be right. We were asked by Mr Phalatsi to lay
down a general rule in that regard. However, I do not think it appropriate
to try to do so. Whilst in general it may not be appropriate in this type of
litigation to make orders for costs against either the erstwhile employer
seeking eviction or the former employees, each case must turn upon its
own facts. An occupier wrongly evicted as a result of an order of the
Land Claims Court and compelled to seek relief in this court, for
example, should not lightly be deprived of his or her costs.

[28] The following order is made:

The appeal succeeds.
The order of the Land Claims Court is set aside and the following
order substituted for it:
‗The order of the magistrate is confirmed save that it is amended in
the following respects:
(a)
In paragraphs (a) and (b) thereof the words ‗First and
Second‘ are inserted before the word ‗Defendants‘ wherever it
occurs.
(b)
Paragraph (c) is deleted.
(c)
Paragraphs (d) to (g) are re-lettered as (c) to (f).
(d)
Paragraph (d) is amended to read as follows:

―It is declared that the Third Defendant‘s right to reside on the
premises described in paragraph (a) of this order and arising by
virtue of his former employment by the Plaintiff has been lawfully
terminated and any continuing right he may have to reside on those
premises is derived from the rights of his wife to occupy a room in
those premises by virtue of her employment by the Plaintiff.‖‘

M J D WALLIS
JUDGE OF APPEAL

Appearances

For appellant:
P U FISCHER SC
Instructed by:
Venter Attorneys, Harrismith
Symington & De Kok, Bloemfontein

For respondent:

N W PHALATSI

of N W Phalatsi & Partners,

Bloemfontein.