The Employment Equity Act, Act 55 of 1998, was established to address unfair discrimination and ensure equality in the work place.
The aim of the Employment Equity Act is:
- To promote equal opportunities and fair treatment to all in the workplace by eliminating unfair discrimination; and
- To implement Affirmative Action (AA) measures to redress the disadvantages in employment experienced in the past by members from designated groups.
According to the Act, organisations that employ more than 50 employees and organisations with less than 50 employees with an annual turnover exceeding the prescribed threshold as per the table below, must draft and submit Employment Equity reports to the Department of Labour by 1st of October annually.
|Subsector||Total annual turnover|
|Mining and quarrying||R22.50m|
|Electricity, gas and water||R30.00m|
|Retail and motor trade and repair services||R45.00m|
|Wholesale trade, commercial agents and Allied services||R75.00m|
|Catering, accommodation and other trade||R15.00m|
|Transport, storage and communications||R30.00m|
|Finance and business services||R30.00m|
|Community, social and personal services||R15.00m|
How can we assist you in becoming compliant with the Employment Equity Act?
- Facilitation of the process to complete EEA1 forms by all employees.
- Facilitation of the process required to establish an EE Committee.
- Facilitation of the process to appoint an EE Manager.
- Development of the EEA2 (Employment Equity Report).
- Development of the EEA4 (Income Differentials Report).
- Supply the EEA3 forms – summary of Employment Equity Act (i.e. Posters).
- Development of an Analysis Report.
- Recommendations to Management and Committee regarding numerical goals & targets and EE Plan.
- Consultations/meetings with the Employment Equity Committee and/or Management.
- Development of an Employment Equity Plan.
- Draft documents required to implement the process successfully:
- Appointment letters for EE Manager;
- Appointment letters for EE Committee members;
- EE Policy;
- EE Constitution.
- On-line submission of the EEA2 and EEA4 to the Department of Labour.
What are the benefits of becoming compliant?
- Ensure legal compliance and avoid huge fines (up to R2.7m).
- Increase your B-BBEE (Broad Based Black Economic Empowerment) score by maximising your points on the Employment Equity element of the scorecard.
- Fast track the process of creating a diverse workforce.
Contact email@example.com or 011 023 9451/2 for professional Employment Equity services.
The following resources might be of interest to you:
- EE Workshop outline
- 2014 EE Regulations
- Summary of the Employment Equity Act, Act 55 of 1998
- 13th CEE Report
- Amendment – Employment Equity Regulations (part 1, 2 and 3)
- Employment Equity Forms (EEA2 and EEA4)
- Guide on completion of the EEA4
- How to submit employment equity reports manually
- How to notify the Director General for employers who cannot report
- Code of Good Practice on Employment Equity Plans
- Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices
- Basic Guides on Employment Equity:
- Basic guide on Affirmative Action
- Basic guide to Employment Equity consultations
- Basic guide to Employment Equity managers
- Basic guide to Employment Equity pay gaps
- Basic guide to Employment Equity plans
- Basic guide to Employment Equity reports
- Basic guide to Employment Equity studies
- Basic guide to informing workers about Employment Equity
- Basic guide to medical and psychometric testing
- Form EEA1 – Employment Equity declaration by Employee
All downloads are provided by the Department of Labour (DoL).