In light of its observations, the Committee recommends as follows: . The Department of Labour should incrementally expand its structure to accommodate additional functions that have been transferred to labour centres. In so doing, the Department, more especially the Compensation Fund, should consider transferring staff from head office to assist labour centres in order to boost service delivery. In addition, the Department should speedily fill all vacancies at the labour centres. . Due to an extensive decentralisation of functions to the labour centres, the centres have become the central point of service delivery. As such, labour centre managers have a proportionately large share of duties, including the management of labour centre staff. As a result, the Department should seriously consider restructuring occupational levels of labour centre staff both to retain and motivate staff. . The Department should strengthen the capacity of labour inspectors by hiring more inspectors, by providing more specialised training and ensuring that inspectors spend sufficient time focusing on sector- specific needs and challenges. These include the agricultural, domestic and construction sectors. In addition, the Department should provide specialised training to labour centres to deal with issues in regard to migrant workers particularly to provinces located along the borders of South Africa, such as the Free State, Limpopo, etc. . The Department should train and retain specialised inspectors at labour centres, particularly those dealing with the occupational health injuries. . Labour centre staff should be informed about challenges around the Siemens contract in order to bring them on board with the broader challenges faced by management. . The Department should work closely with the Department of Home Affairs to curb non-compliance by foreign businesses. Both the provincial and national offices should promptly address the issue of accommodation of labour centres. In addition, the Department of Labour and the Department of Public Works should have regular meetings in order to address office accommodation of labour centres. . The national office should allocate more vehicles to the Free State labour centres. In addition, the Department should ensure that the Inspectorate and Enforcement Services are allocated vehicles suited to travel in remote areas where routes are not well maintained and the landscape does not allow for small vehicles. The Committee therefore recommends that the Department allocate 4x4 vehicles in such cases. . The provincial office should co-ordinate regular information-sharing sessions with labour centre management in order to establish working relations among labour centres and to share best practices with the hope of identifying and replacing poor practices. . The national Department of Labour should develop an escalation procedure to expedite the processing of Compensation Fund and UIF claims based on the outcry from the labour centres visited. . The provincial and national Department of Labour should make follow ups at the Kroonstad Labour Centre to determine the state thereof and develop mechanisms to address the challenges identified during the visit. The matter will be forwarded to the national Department of Labour. . The provincial office should co-ordinate a workshop between all agricultural stakeholders to discuss co-operative sectoral approaches and sector-specific actions that could assist the sector in boosting compliance and improve general working conditions of farm workers in the province. A similar workshop should also be conducted with all municipalities. . The provincial management and national head office should ensure that labour centres develop proper communication channels between staff and management. Furthermore, they should ensure that labour centres develop proper diversity management tools to deal with issues of cultural differences. This point mostly refers to the Welkom Labour Centre where challenges of racism and favouritism were raised. As a result, mistrust arising from suspicion was quite visible. . The Department should review the performance management policy and should ensure that measures are developed to prevent abuse of these assessment processes. It should also ensure that individual staff members are not victimised or prejudiced during assessment sessions.