​The Department of Labour has become more aggressive in managing and implementing the Employment Equity Act. The Amendment to the Employment Equity Act, which was recently released, has far stricter penalties for employers who don’t take EE seriously. Employers that don’t comply can expect strict enforcement and harsher penalties – fines of up to R2.7mil or 10% of annual turnover. The timely submission of EE Reports is only one of the aspects that must be done for your company to ensure compliance with the Act. All employers (small and large) need to submit their EE reports on 1 October annually.

The aim of the Employment Equity Act:

• To promote equal opportunities and fair treatment to all in the workplace
• To implement Affirmative Action measures to redress the disadvantages in employment experienced in the past by members from designated groups

How we can assist you to become compliant:

• Facilitation of the process to complete EEA1 by all employees
• Facilitation of the process required to establish an EE Committee
• Facilitation of the process to appoint an EE Manager
• Development and submission of the EEA2
• Development and submission of the EEA4
• Supply the EEA3 forms
• Development of an Analysis report
• Recommendations to Management regarding numerical goals &targets and EE Plan
• Consultations with the EE Committee
• Development of an EE Plan
• Administration of a Barrier Survey to identify non-numerical targets and barriers
• Provision of documents required to implement the process successfully
• On-Line submissions of the EE Reports to the Department of Labour
• We provide training to the EE Manager and EE Committee members – external or in-house

Prescribed Thresholds for Employment Equity reporting

What are the benefits of becoming compliant?

• Ensure legal compliance and avoid huge fines (up to R2.7mil)
• Increase your B-BBEE score by maximizing your points on the EE element of the scorecard
• Fast track the process of creating a diverse workforce