Sample ExactaLex outputs

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Explore sample ExactaLex workflow outputs. See how the system routes the matter, surfaces authority-linked material, extracts key legal principles, and tees up verification points for lawyer review.

Substantive misconduct

Wrong discount code

A cashier used the wrong discount code once during a rush, corrected it, and reported it before cash-up. Can dismissal stand?

Substantive fairness: misconduct dismissal

Short answer

Dismissal looks vulnerable unless the employer can prove dishonesty, serious risk, actual loss, or a genuine breakdown of trust. The strongest analysis is sanction proportionality: this appears isolated, corrected or reported, and low-harm.

Key authorities

Sidumo — [2007] ZACC 22
National Lotteries Board — [2014] ZACC 10
Woolworths — [2018] ZACC 44
Bridgestone — [2016] ZALAC 78

Extracted principles

Check whether there was a valid and reasonable workplace rule.
Check whether the employee knew, or could reasonably be expected to know, the rule.
Check breach, intent or negligence, dishonesty, harm, risk, and trust breakdown.
Assess whether dismissal was proportionate considering correction, remorse, clean service, consistency, and alternatives.

Reasonable accommodation

Chemotherapy flexible start

A chemotherapy patient asked for flexible start times and was dismissed for poor attendance. Does accommodation arise?

Reasonable accommodation / disability-related employment issue

Short answer

Accommodation plainly arises. Before treating attendance as poor performance or misconduct, the employer should have considered flexible start times or other workable adjustments, unless it can show an inherent job requirement or undue hardship.

Key authorities

Damons — [2022] ZACC 13
Pillay — [2007] ZACC 21
Standard Bank — [2022] ZACC 43
General Motors / Ruiters — [2015] ZALAC 4

Extracted principles

Investigate alternatives short of dismissal where illness or injury affects attendance.
Consider adapting duties, work circumstances, or suitable alternative work where incapacity is relevant.
Ask whether absenteeism is caused by disability and whether accommodation was fulfilled to the point of hardship.
Separate inherent job requirements from reasonable accommodation.

Unfair discrimination

Equal pay race comparator

A black employee earns less than a white colleague doing identical work and the employer cites market forces. What must be proved?

Unfair discrimination / equal pay

Short answer

The analysis must identify the listed or arbitrary ground, the comparator, the work comparison, and the employer’s justification. In an equal-pay claim, the employee must link the pay difference to a protected or arbitrary ground, not merely show different remuneration.

Key authorities

AMCU v Aberdare Cables — [2025] ZALAC 26
Mogopodi — [2022] ZALCJHB 52
Woolworths — [2016] ZALCJHB 126
Harksen — [2000] ZACC 29

Extracted principles

The claimant must establish same, substantially same, or equal-value work against a named comparator.
The claimant must link the pay difference directly or indirectly to a section 6(1) listed or arbitrary ground.
Equal pay for work of equal value prohibits differences based on listed or arbitrary grounds.
Race can ground an equal-value claim where the differential is race-based.

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