P Management and SAFPU
The player agency P Management and the South African Football Players’ Union (SAFPU) have both issued stern warnings to newly promoted Premiership club Siwelele FC over plans to unilaterally terminate player contracts. The controversy follows Siwelele’s chairman Calvin Le John announcing that several players who have allegedly lacked “heart and willingness to fight” for the club will have their contracts terminated.
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What Siwelele FC Announced
Following a disappointing start to the 2025/26 Betway Premiership season, Siwelele FC revealed drastic changes within its structure. On 21 September 2025, chairman Calvin Le John publicly confirmed via an Instagram video that both the CEO, Stan Matthews, and assistant coach Thabang Lebese (also referred elsewhere as Andre Arendse in some reports) had been dismissed, citing misalignment with the club’s ambitions and poor performance. 
Le John also stated that the club intends to terminate contracts of various players, particularly those perceived not to be committed enough. His remarks emphasised the need for a squad with hunger and discipline to reverse Siwelele’s poor run of results. 
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Legal Warning from P Management
P Management, which reportedly represents about eight players at Siwelele FC, responded quickly following Le John’s announcement. Co-founder and sports lawyer Karabo Mathang-Tshabuse cautioned the club that any contract terminations must be mutual or follow proper legal processes. She warned that “unilaterally terminating players’ contracts [even for performance issues] may open you up to unfair dismissal and damages claims.” 
Her warning points to South Africa’s labour laws, which require due process: performance management, warnings, possibly improvement plans, hearings, and opportunities for players to respond. Failing to follow these may lead to disputes at the Commission for Conciliation, Mediation and Arbitration (CCMA) or in the Labour Court. 
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SAFPU’s Strong Response
The South African Football Players’ Union has condemned Siwelele’s stance, characterising the chairman’s comments as a “reckless governance” issue and a disrespect of player contracts. The union has emphasised that player contracts are not optional and must be honoured, especially given that when Siwelele acquired its Premiership status (from SuperSport United), certain conditions were required to protect staff and players. 
SAFPU also raised welfare and working-condition concerns. Among these:
• A “600 km travel policy” reportedly compelling players to travel long distances by road for matches was called “reckless and unacceptable,” citing issues around fatigue, recovery, and injury risk. 
• The union reminded clubs of their obligations under the NSL Handbook and FIFA regulations concerning safety, travel, and fair working conditions. 
• They highlighted that terminations must follow fair, transparent processes and should not be based on vague or non-objective criteria like “lack of heart.” 
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Stakeholder Impacts & Risks
The unfolding dispute has several potential implications:
• Legal exposure for the club: If Siwelele proceeds unilaterally, the club risks unfair dismissal claims, possibly financial penalties or damages.
• Player morale and reputation: Threats of termination without due process may lower morale, create distrust, and affect performance further.
• Union involvement: With SAFPU openly opposing such actions, disputes may escalate, potentially affecting Siwelele’s standing in PSL governance or creating public backlash.
• Club stability: Frequent dismissals, public disagreements, and legal battles can destabilise a club’s internal environment and distract from focus on improving results.
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What Must Happen Legally
To navigate this situation lawfully and reduce risk, Siwelele FC must:
1. Clearly define performance issues for each player in writing.
2. Provide warnings and opportunities to improve (performance plans).
3. Hold formal hearings or meetings with players to hear their side.
4. Mutually agree to separation where necessary, or follow the legal process for dismissal, per South African employment law and the NSL/PSL regulations.
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