A recent ruling by the Johannesburg Labour Court has established that dismissing a job candidate solely for being “overqualified” does not constitute unfair discrimination according to South African law. The case centered around whether this justification could mask underlying age discrimination, a question the court did not definitively resolve. While being overqualified is a legitimate non-discriminatory reason for rejection, the judgment acknowledges the potential for its use as a pretext for age-based bias. The court’s decision doesn’t preclude future claims arguing that “overqualification” serves as a cover for ageism. This ruling clarifies the legal position on overqualification, but simultaneously opens the door for more nuanced investigations into possible age discrimination. It underscores the difficulties in proving discrimination based on subtle justifications. The judgment leaves businesses needing to carefully justify hiring decisions and document qualifications appropriately.