1) A labour inspector may issue a compliance order to a designated employer if that employer has-
a) refused to give a written undertaking in terms of section 36, when requested to do so; or
b) failed to comply with a written undertaking given in terms of section 36.
2) A compliance order issued in terms of subsection (1) must set out-
a) the name of the employer, and the workplaces to which the order applies;
b) those provisions of Chapter III of this Act which the employer has not complied with and details of the conduct constituting non-compliance;
c) any written undertaking given by the employer in terms of section 36 and any failure by the employer to comply with the written undertaking;
d) any steps that the employer must take and the period within which those steps
e) must be taken;
f) the maximum fine, if any, that may be imposed on the employer in terms of Schedule 1 for failing to comply with the order; and
g) any other prescribed information.
3) A labour inspector who issues a compliance order must serve a copy of that order on the employer named in it.
4) A designated employer who receives a compliance order served in terms of subsection (3) must display a copy of that order prominently at a place accessible to the affected employees at each workplace named in it.
5) A designated employer must comply with the compliance order within the time period stated in it, unless the employer objects to that order in terms of section 39.
6) If a designated employer does not comply with an order within the period stated in it, or does not object to that order in terms of section 39, the Director-General may apply to the Labour Court to make the compliance order an order of the Labour Court.