@thelabourlawladyTheLabourLawLady

1 Peter 4:10 People Workplace Architect🇿🇦👩‍⚖️ ☎️:012 001 0649 📍:Bosman St, Sediba House,Office 308A, Pretoria

card updated Oct 24, 2026 · 13 clips parsed · following 4 · 217,200 likes total

Engagement3.33%normal range

Account summary

@thelabourlawlady has 100,300 followers and 109 videos. Across the 13 parsed clips the average is 244,491 views and 7,022 likes. Engagement to views is 3.33%, which is normal range for TikTok. On the newer half of the feed the response is rising (+0.88 pp). Posts roughly 0.1 times a week. An average clip reaches 244% of the follower count.

Followers

100.3K

history is still being collected

Engagement

3.33%

+0.88 pp newer half

Average views

244.5K

median 10K

Likes per clip

151 comments avg

Shares / saves

978 / 2.1K

0.86% of viewers save

Posting rate

0.1 / wk

reach 244% of followers

Latest clips

13 collected

We were attending a matter this past few days,I will share details of — @thelabourlawlady

1.1K0:21We were attending a matter this past few days,I will share details of it soon in the upcoming video. Let’s guess where 23121

A simple complaint may not be enough. The employer must show sufficien — @thelabourlawlady

10K1:12A simple complaint may not be enough. The employer must show sufficient connection between the employee’s conduct and th31791870

Always use case law and use the citation of case law in your closing a — @thelabourlawlady

42.9K1:31Always use case law and use the citation of case law in your closing arguments. #fyp #knowyourrights #caselaw #labourla2.1K304091.4K

Double punishment applies when the company tries to discipline you twi — @thelabourlawlady

5.2K1:33Double punishment applies when the company tries to discipline you twice for the same misconduct. #fyp #relatable #knowy18161327

Disclaimer: I am not a professional financial advisor and this is not — @thelabourlawlady

2.4K1:11Disclaimer: I am not a professional financial advisor and this is not in any way financial advice however my view on the871048

Good morning Colleagues, let us tune in tonight from 6pm till 8pm whil — @thelabourlawlady

31.2K1:23Good morning Colleagues, let us tune in tonight from 6pm till 8pm while we talk about all things workplace rights, and a6231739130

Emotional employees after a dismissal or any other disciplinary action — @thelabourlawlady

1.9K0:20Emotional employees after a dismissal or any other disciplinary action against them? I fully understand the emotions and51112

The employment equity act details out what can be considered unfair di — @thelabourlawlady

2.9K1:04The employment equity act details out what can be considered unfair discrimination. #LabourLawLady #Knowyourrights #Empl1023713

The company needs to be able to substantiate how the trust relationshi — @thelabourlawlady

5.5K1:25The company needs to be able to substantiate how the trust relationship is broken. #LabourLawLady #Knowyourrights #Empl246101858

According to the scheduel 8- Code of good practice: Dismissals…Alterna — @thelabourlawlady

13.4K1:17According to the scheduel 8- Code of good practice: Dismissals…Alternatives to a dismissal must be explored. #LabourLaw450312581

Section 189 of the LRA. Retrenchments #Section189 #Retrenchments #Oper — @thelabourlawlady

260.6K9:44Section 189 of the LRA. Retrenchments #Section189 #Retrenchments #OperationalRequirements 2.1K180253424

Refusing to sign a warning does not declare the warning invalid #knowy — @thelabourlawlady

2.2M7:27Refusing to sign a warning does not declare the warning invalid #knowyourrights #workplaceculture #consistency #preceden59.8K1.4K8.4K14.5K

#InterviewTips #PostCovidJobs #OfferLetter #SustainableCompany #induct — @thelabourlawlady

601.3K2:28#InterviewTips #PostCovidJobs #OfferLetter #SustainableCompany #induction #hr #labourlaw 25.2K3053.5K10.5K

Engagement per clip

13 parsed clips · newest on the right · click a bar to open the clip peak: 5.9% ER

Dec 11Jul 26Sep 9

Date	Views	Likes	Comments	Shares	Saves	ER
Sep 9, 2026	1,135	23	1	2	1	2.29%
Aug 25, 2026	9,984	317	9	18	70	3.45%
Aug 23, 2026	42,900	2,099	30	409	1,413	5.92%
Aug 20, 2026	5,244	181	6	13	27	3.81%
Aug 17, 2026	2,384	87	10	4	8	4.24%
Aug 13, 2026	31,200	623	17	39	130	2.18%
Jul 26, 2026	1,901	51	1	1	2	2.79%
Jul 22, 2026	2,851	102	3	7	13	3.93%
Jul 21, 2026	5,478	246	10	18	58	5.00%
Jul 20, 2026	13,400	450	31	25	81	3.78%
Mar 16, 2025	260,600	2,106	180	253	424	0.97%
Jan 24, 2025	2,200,000	59,800	1,359	8,417	14,537	3.16%
Dec 11, 2024	601,300	25,200	305	3,505	10,473	4.82%