How to Refer a Dispute to the CCMA in South Africa (LRA 7.11 Form)

Documents Required

Before you start filling the form, gather all the documents you will need. Missing or incomplete documents are one of the most common reasons applications are delayed or rejected.

• Completed LRA 7.11 form (signed and dated by the referring party)
• South African ID document (Smart ID card or ID book — certified copy for submission, original for verification)
• Copy of employment contract or letter of appointment
• Proof of service on the other party (registered post slip, signed delivery receipt, fax confirmation, or email read receipt)
• Any supporting documents (written warnings, dismissal letter, payslips, correspondence with employer, witness statements)
• Proof of attempts to resolve the dispute internally (if applicable — grievance letters, meeting minutes, employer responses)

Step 2: Gather your documents and evidence

Collect your South African ID document, your employment contract or letter of appointment, your most recent payslips (at least 3 months), the dismissal letter or notice (if applicable), any written warnings you received, correspondence with your employer about the dispute, and any witness statements. If you have a letter of representation from a trade union, include this as well. The stronger your documentary evidence, the better your case will be presented at conciliation.

Step 4: Fill in the employer details (Section 2)

In Section 2, provide the full details of the other party — usually your employer. Include the company or trading name, postal address, physical address, telephone and cellphone numbers, email address, company registration number, and the number of employees. If the employer is a close corporation or company, use the registered name as it appears on official documents. Accurate employer details are critical — incorrect information can delay the CCMA process or result in the case being dismissed.

Step 6: Summarise the facts and provide dispute details (Sections 4-8)

In Section 4, write a clear summary of the facts of your dispute — what happened, when, and who was involved. In Section 5, provide the date and place where the dispute arose. In Section 6, enter the date of dismissal if applicable. In Section 7, indicate whether the dismissal was procedurally unfair (no proper hearing or process) and/or substantively unfair (no valid reason) and explain why. In Section 8, state the result you want — reinstatement to your position, compensation (up to 12 months’ salary for unfair dismissal), or another remedy.

Step 8: Submit the form to the CCMA before the deadline

Submit the completed LRA 7.11 form with all supporting documents and proof of service to the CCMA regional office in the area where the dispute arose. For unfair dismissal disputes, you must submit within 30 days of the date of dismissal. For unfair labour practice disputes, the deadline is 90 days. If you have missed the deadline, you can apply for condonation (late submission) but you must provide a good reason for the delay. You can also submit online via the CCMA e-referral portal at https://cmsonline.ccma.org.za.

Common Mistakes to Avoid

• Missing the 30-day deadline — for unfair dismissal disputes, the form must be received by the CCMA within 30 days of the dismissal date. Late referrals require a condonation application with a convincing reason for the delay.
• Not serving the form on the other party — a copy of the LRA 7.11 must be served on the employer before submission. The CCMA requires proof of service (registered post slip, signed receipt, or fax/email confirmation) attached to the form.
• Referring to the wrong body — if you are covered by a bargaining council, your dispute must go to that council, not the CCMA. Check your employment contract or call the CCMA helpline (0861 16 16 16) to confirm.
• Ticking the wrong dispute type — selecting the wrong category in Section 3 can delay the process or result in the CCMA declining jurisdiction. If unsure, seek advice from a union, legal aid clinic, or the CCMA itself.
• Incomplete personal details — missing or incorrect ID numbers, addresses, or contact details can delay the case.
• Not summarising the facts clearly — Section 4 should be specific about dates, events, and the reasons you believe the dismissal or labour practice was unfair.

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