Can an employer dismiss employees for gross negligence where cash shortages arise under their watch, even if the employer cannot prove exactly how the shortages occurred? The Labour Court in G4S Cash Solutions (Pty) Ltd v NUMSA obo Mosinyane and Others (JR2282/22) [2026] ZALCJHB 117), handed down on 15 April 2026, answered in the affirmative, reviewing and setting aside an arbitration award that had found the dismissals to be both substantively and procedurally unfair.
G4S Cash Solutions operates in the Cash-in-Transit (CIT) industry, transporting and replenishing ATMs with cash on behalf of banking clients such as Capitec Bank. The company maintains an extensive, multi-stage chain of custody over cash, involving sealed bags, note-counting verification by sorting tellers, tamper-evident packaging, camera surveillance, and electronic tracking at every stage.
The individual respondents were employed as “custodians” - the final link in the chain of custody, solely responsible for removing cash from armoured vehicles and replenishing ATMs. During ATM replenishment, custodians work alone inside locked ATM cubicles with no camera surveillance, counting notes and loading them into ATM canisters.
Between January and June 2019, total cash shortages on the employees’ dedicated routes amounted to R1,377,690.00. Notably, after the employees were removed from the routes, shortages dropped by approximately 90% to R134,270.00 in the following six-month period. The...
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