JOHANNESBURG — The tragic death of Gcina Dhladhla, a 29-year-old employee at Cartrack, has sparked urgent demands for improved workplace wellness protocols following her sudden collapse at the company’s Johannesburg offices.
Dhladhla reportedly collapsed in a toilet cubicle at the firm’s Rosebank headquarters after notifying her supervisors that she was feeling unwell. Her untimely passing has prompted family members, labor organizations, and concerned citizens to demand clarity and accountability regarding the circumstances surrounding the incident.
Addressing the emotional and psychological impact of such tragedies, Mabore Sithole, a psychologist specializing in workplace bullying and corporate culture, emphasized the critical role of trust in organizational environments. Sithole noted that employees must feel secure when communicating ill health to line managers without facing skepticism or pressure to continue working.
According to Sithole, a culture that discourages staff from prioritizing their health often leads to presenteeism, where employees attend work while unfit. She highlighted that working without full capacity compromises productivity and overall achievement. Sithole stressed that wellness encompasses both physical and mental health, and employees should not be expected to work when mentally or physically unable to cope.
Addressing concerns about the potential abuse of sick leave, Sithole advised that employers should rely on formal, documented procedures rather than second-guessing their staff. She outlined that standard processes include requiring medical certificates and initiating structured inquiries, such as an eight-week assessment period, to determine if leave is being abused. Following formal protocols prevents employees from feeling bullied or threatened.
Sithole warned against institutional bullying, which occurs when organizational policies and processes make employees feel unsafe. Drawing from her own experience with workplace bullying that ultimately required psychiatric treatment, she explained that a lack of trust often prevents employees from disclosing their struggles. She urged employers to properly equip line managers to implement health policies empathetically and effectively.
Looking toward systemic improvements, Sithole called for a comprehensive revamp of how organizations handle mental health. She advocated for strong campaigns to eliminate the stigmatization surrounding psychological issues and recommended proactive, annual mental health assessments for all staff. Furthermore, she criticized standard Employee Assistance Programs (EAPs) for lacking holistic care, noting that limited interventions—such as six sessions with a psychologist—are insufficient and that companies must provide comprehensive, year-round support.
