Coming Soon

LRA 7.11 — CCMA Dispute Referral

Source: Commission for Conciliation, Mediation and Arbitration

This form is the property of Commission for Conciliation, Mediation and Arbitration. FillMeIn is not affiliated with Commission for Conciliation, Mediation and Arbitration.

We're still working on auto-fill support for this form. For now, download the blank PDF, print it, and fill it in by hand.

Check back soon — we're adding more forms all the time.

Download Blank PDF

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

The LRA Form 7.11 is the official form used to refer a workplace dispute to the Commission for Conciliation, Mediation and Arbitration (CCMA) in South Africa. If you have been unfairly dismissed, retrenched, or subjected to an unfair labour practice, the CCMA provides a free dispute resolution service. This comprehensive guide walks you through every step of the referral process — from understanding your rights and gathering evidence, to completing the form correctly and submitting it before the strict 30-day deadline. Referring your dispute to the CCMA is one of the most important steps you can take to protect your rights as a worker in South Africa.

Documents Required

  • 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 1: Check whether the CCMA has jurisdiction over your dispute

Before completing the LRA 7.11, confirm that the CCMA is the correct body to handle your dispute. The CCMA deals with disputes arising from the Labour Relations Act, the Basic Conditions of Employment Act, the Employment Equity Act, and the National Minimum Wage Act. If you are covered by a bargaining council (such as the Metal and Engineering Industries Bargaining Council or the National Bargaining Council for the Road Freight and Logistics Industry), your dispute must be referred to that council instead. If in doubt, contact the CCMA on 0861 16 16 16 for guidance.

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 3: Fill in your personal details (Section 1)

In Section 1 of the LRA 7.11, tick the box indicating who is referring the dispute (employee, trade union, employer, or employers’ organisation). Then fill in your personal details: full name, surname, 13-digit South African ID number, length of service with the employer, gross and net salary, gender, age, nationality, postal address with code, telephone number, cellphone number, fax number, and email address. If someone is representing you (a union official, relative, or friend), provide their contact details in the alternative contact section.

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 5: Select the nature of your dispute (Section 3)

In Section 3, tick the box that best describes your dispute. The most common options are Dismissal (unfair dismissal, retrenchment), Unfair Labour Practice (unfair conduct by the employer short of dismissal), and Severance Pay. If your dispute is about a dismissal, also tick the relevant sub-category: misconduct, poor work performance, incapacity, constructive dismissal, operational requirements (retrenchments), or dismissal related to probation. Only tick one main dispute type.

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 7: Sign and serve the form on the other party

Sign and date the form in Section 13. Before submitting to the CCMA, you must serve a copy of the completed form on the other party (your employer). You can serve the form by registered post, hand delivery (get a signed receipt), fax (keep the confirmation slip), or email (keep the delivery receipt). Proof of service must be attached when you submit the form to the CCMA. Without proof of service, the CCMA may not accept your referral.

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.

Tips for Success

  • Act immediately after dismissal — the 30-day clock starts from the date of dismissal, not from when you decide to take action. Count the days carefully and submit early.
  • Use FillMeIn's guided LRA 7.11 tool to validate your ID number, catch missing required fields, and generate a properly formatted PDF before visiting the CCMA.
  • Get free legal advice — community law centres, Legal Aid South Africa, and trade unions can help you understand your rights and complete the form. The CCMA also provides free assistance at walk-in centres.
  • Keep copies of everything — make certified copies of all documents before submitting. Keep records of when and how you served the form on the employer.
  • Consider con-arb — when you refer a dispute, the CCMA will attempt conciliation first. If that fails, the dispute can proceed directly to arbitration (con-arb) without a separate referral, saving time.
  • Attend all CCMA appointments — missing a scheduled conciliation or arbitration hearing without a valid reason can result in your case being dismissed.

Frequently Asked Questions

What is the CCMA and what does it do?

The Commission for Conciliation, Mediation and Arbitration (CCMA) is an independent dispute resolution body established by the Labour Relations Act (Act 66 of 1995). It provides free services to resolve workplace disputes between employers and employees in South Africa. The CCMA handles disputes about unfair dismissal, unfair labour practices, severance pay, unfair discrimination, and other employment-related matters. It aims to resolve disputes through conciliation (negotiation with a commissioner) and, if that fails, through arbitration (a binding decision by a commissioner).

What is the LRA 7.11 form and when do I need it?

The LRA Form 7.11, officially titled "Referring a Dispute to the CCMA for Conciliation (including Con-Arb)", is the prescribed form used to formally refer a workplace dispute to the CCMA. You need it when you want the CCMA to intervene in a dispute with your employer — for example, if you were unfairly dismissed, retrenched without proper process, subjected to an unfair labour practice, or not paid the national minimum wage. The form can be submitted by employees, trade unions, employers, or employers’ organisations.

What is the deadline for referring a dispute to the CCMA?

The deadline depends on the type of dispute. For unfair dismissal disputes, the form must be received by the CCMA within 30 days of the date of dismissal. For unfair labour practice disputes, the deadline is 90 days from the date of the act or omission. For disputes about compliance orders under the BCEA, the deadline is the date specified in the order. If you miss the deadline, you can apply for condonation (late referral), but you must provide a good reason for the delay and condonation is not guaranteed. It is critical to act quickly — count the days from the date of dismissal and submit well before the deadline.

What is the difference between conciliation and con-arb?

Conciliation is a process where an independent CCMA commissioner facilitates negotiations between the parties to try to reach a settlement. It is an informal process and no formal evidence is led. If conciliation fails, the dispute can proceed to arbitration — a more formal hearing where the commissioner listens to evidence and makes a binding decision (award). Con-arb is a streamlined process where conciliation and arbitration happen on the same day: if the commissioner cannot resolve the dispute through conciliation, they proceed directly to arbitration without the employee needing to file a separate referral. Con-arb is the default for most dismissal disputes.

What happens after I submit the LRA 7.11 form to the CCMA?

After receiving your referral, the CCMA will assign a case number and schedule a conciliation hearing within 30 days. Both parties will be notified of the date, time, and venue. A CCMA commissioner will facilitate the conciliation process. If the dispute is resolved, the parties sign a settlement agreement which is binding. If conciliation fails, the commissioner issues a certificate of non-resolution and the dispute can proceed to arbitration (or to the Labour Court for certain matters). For con-arb cases, arbitration follows immediately on the same day.

Do I need a lawyer to refer a dispute to the CCMA?

No, you do not need a lawyer. The CCMA process is designed to be accessible to all workers, including those who cannot afford legal representation. At conciliation, legal representatives are not permitted unless both parties agree. At arbitration, legal representatives are only allowed in specific circumstances — for example, if a party is a juristic entity (company) and agrees, or if the commissioner grants permission because of the complexity of the case. Many workers successfully refer disputes and attend CCMA hearings on their own or with the help of a trade union representative or a friend.

What evidence should I bring to the CCMA hearing?

Bring all documents relevant to your dispute: your employment contract or letter of appointment, payslips (at least the last 3 months), the dismissal letter or notice, any written warnings you received, correspondence with your employer about the dispute (emails, letters, WhatsApp messages), witness statements, your work schedule or roster, and any recordings or photographs that support your case. Organise your documents chronologically and make at least two copies — one for the commissioner and one for the other party. The better prepared you are with documentary evidence, the stronger your case.

Can I refer a dispute if I was retrenched?

Yes. If you were retrenched (dismissed for operational requirements), you can refer a dispute to the CCMA if you believe the retrenchment was procedurally unfair (the employer did not follow the proper consultation process under Section 189 of the LRA) or substantively unfair (there was no genuine operational requirement). However, if your employer employs more than 10 workers and is retrenching more than a certain number, the dispute may need to go to the Labour Court rather than the CCMA. You must still refer within 30 days of the retrenchment date.

What remedies can the CCMA award?

For unfair dismissal, the CCMA can order reinstatement (getting your job back with back pay), re-employment (being employed in a different position), or compensation of up to 12 months’ salary (or 24 months for automatically unfair dismissals such as dismissal for union activity, pregnancy, or discrimination). For unfair labour practices, the CCMA can order the employer to pay compensation of up to 12 months’ remuneration. For severance pay disputes, the CCMA can order the employer to pay the statutory minimum of one week’s remuneration per completed year of service.

What if I missed the 30-day deadline to refer my dispute?

If you missed the 30-day deadline (or 90 days for unfair labour practice), you can apply for condonation — a request for the CCMA to accept your late referral. You must complete the referral form and include a written explanation of why you missed the deadline, how long the delay was, and what steps you took to refer the dispute as soon as possible. The CCMA commissioner will consider factors such as the length of the delay, the reason for the delay, whether you have a good case on the merits, and whether the other party will be prejudiced by the late referral. Condonation is not automatic — you must provide a compelling reason.

Is the CCMA service free?

Yes, the CCMA’s dispute resolution services are completely free of charge. There are no filing fees, hearing fees, or costs for using the CCMA. This makes the CCMA accessible to all workers, regardless of their financial situation. The CCMA also provides free advisory services — you can contact the CCMA on 0861 16 16 16 or visit a walk-in centre to get information about your rights and the dispute referral process before filing the form.

Is my personal information safe when using FillMeIn to fill the LRA 7.11?

Yes. FillMeIn processes all your data entirely on your device. Your personal details, ID number, employment information, and all form data never leave your phone or computer — nothing is sent to our servers or stored in the cloud. This privacy-first approach means your sensitive employment dispute information stays under your control at all times. You can fill the form offline during load shedding and print it when you are ready to submit to the CCMA.

Related Labour Forms

Report an issue with this form