LRA Form 7.11 is the official form used to refer an unfair dismissal dispute to the CCMA (Commission for Conciliation, Mediation and Arbitration) in South Africa. You can download it free from ccma.org.za. It is 5 pages long and is the document that officially starts your CCMA case.
Most employees fill it in incorrectly. A referral rejected because of a wrong employer name, incomplete section, or missing information sends your case to the back of a queue — and the 30-day deadline keeps running while you fix the mistake.
Before you start: is the CCMA the right forum?
Before completing Form 7.11, confirm that your dispute should go to the CCMA and not a Bargaining Council. Certain industries — including metals, motor, building, clothing, and hospitality — have their own Bargaining Councils. Referrals sent to the wrong body are rejected. Call the CCMA on 0861 16 16 16 if you're unsure which forum applies to your sector.
Section A: Your details (the Applicant)
What to enter
- Full names: exactly as they appear on your South African ID or passport. Do not use nicknames.
- ID/Passport number: your 13-digit ID number or passport number.
- Contact number: a number where the CCMA can reach you. They will use this to send hearing notices.
- Email address: if you have one. CCMA may send notices by email.
- Postal address: where the CCMA can send formal notices. Use an address where you actually receive mail.
- Union/employer organisation: if you are a union member and the union is representing you, enter the union name. If not, leave this blank — do not write "N/A".
Section B: Your employer's details (the Respondent)
What to enter
- Employer's full legal name: this is the most common error. Use the registered legal name of the entity — not just the trading name. Check your payslip or employment contract for the exact name. For example, "Pick n Pay Retailers (Pty) Ltd" not just "Pick n Pay".
- Physical address for service: where the CCMA can physically deliver documents. This must be an address where the employer actually operates. Use the head office or HR department address if unsure.
- Contact number and email: the employer's main contact details.
Section C: The nature of the dispute
This is the most important section. Here you tell the CCMA what happened and what you want. Be factual and clear — not emotional.
What to enter
- Dispute type: tick "Unfair Dismissal."
- Date of dismissal: the exact date stated in your dismissal notice, or the last day you were told your employment was terminated.
- Reason given by employer: the reason your employer stated for dismissing you. Write exactly what they told you — misconduct, incapacity, retrenchment, etc.
- Why you believe it was unfair: state whether the dismissal was substantively unfair (no good reason), procedurally unfair (no fair process), or both. See the explainer below.
Substantive vs. procedural unfairness — know the difference
Substantive unfairness means the employer had no valid reason to dismiss you. Examples: the misconduct they accused you of didn't happen, the evidence against you was weak, or the dismissal was too harsh for the offence.
Procedural unfairness means the employer didn't follow a fair process. Examples: you were dismissed without a disciplinary hearing, you weren't given a chance to respond to the allegation, or you weren't told what the charges were.
You can claim both. If both apply to your situation, state both clearly in this section.
Section D: The relief you are seeking
This section asks what outcome you want. You have three options under the Labour Relations Act:
- Reinstatement: your job back, as if the dismissal never happened — including back pay from the date of dismissal.
- Re-employment: a job at the employer, possibly in a different role or on different terms.
- Compensation: a payment — up to 12 months' salary for ordinary unfair dismissal, or up to 24 months for automatically unfair dismissal.
You can indicate a preference. If you don't want to return to that workplace, state that reinstatement or re-employment is not appropriate and that you are seeking compensation. This is common when the working relationship has broken down completely.
After you complete the form: the correct filing sequence
Most employees make the mistake of sending the form directly to the CCMA. The correct process is:
- Serve the completed form on your employer first — by fax (keep the transmission slip), registered mail (keep the receipt), courier (keep the proof of delivery), or hand delivery (get a signed receipt).
- Keep proof of service.
- File the form with the CCMA together with your proof of service. The CCMA cannot process a referral without proof that the employer was served.
Common Form 7.11 mistakes — and how to avoid them
- Wrong employer legal name — check your payslip, not just the sign on the building.
- Filing with the CCMA before serving the employer — serve first, always.
- Missing the 30-day deadline without a condonation application — if you're late, apply for condonation at the same time as you file.
- Leaving the relief section vague — state clearly what outcome you want.
- No proof of service — without it, the CCMA cannot process your referral.
- Wrong CCMA office — file at the office covering the area where you worked, not where you live.
Where to get LRA Form 7.11
Download it free from ccma.org.za. You can also collect a physical copy from any CCMA regional office. The form is also available at most Bargaining Council offices if you need to compare which forum applies to you.
What happens after you file?
Once the CCMA receives your correctly completed Form 7.11 with proof of service, they will schedule a conciliation hearing — typically within 30 days. Both parties are notified of the date, time, and venue. Your next step is preparing for that hearing, which is where most employees feel most uncertain.