Empolyment Equity Services

By law companies that are viewed as designated employees have to submit Employment Equity Reports and implement Employment Equity plans in their organisations.

What is Employment Equity

Employment Equity (EE) refers to equal opportunities in the workplace whilst redressing past imbalances through affirmative action measures and the elimination of unfair discrimination.

Whether your company is a Small Employer or Large, your Employment Equity Reports will need to be submitted by the 1st October of your respective reporting year.

Becoming and remaining compliant can be tricky if you are not aware of the requirements or if you do not have the skills or knowledge to do so.

8 Ways We Can Assist your Business

  1. Conducting a workforce analysis
  2. Developing numerical goals and targets to help your company reach its employment equity milestones
  3. Co-ordination and chairing of Employment Equity committees at your workplace
  4. Training of Employment Equity committee members
  5. Development & updating of Employment Equity Plan
  6. Submission of Employment Equity EEA 2 & EEA 4 reports
  7. Record keeping of all Employment Equity Documents
  8. On-site support for Department of Labour audits/inspections

Click here for a confirmation of services form (PDF)

Definitions

  • Designated Employer
    An employer who employs 50 or more employees and or whose annual turnover equals or exceeds the annual threshold set out in Schedule 4 of Employment Equity Act 55 of 1998.
  • Small Employer
    An employer who employs less than 150 employees.
  • Large Employer
    An employer who employs 150 or more employees.
  • EEA 2
    Employment Equity Report schedule 2 which is an analysis of the current workforce as well as numerical goals & targets.
  • EEA 4
    Employment Equity Report schedule 4 which is an analysis of the current income differentials of groups across races, genders, disability status and occupational levels.
  • Employment Equity Plan
    A plan drafted by the employer which represents the critical link between the current workforce profile and possible barriers in employment policies and procedures, and the implementation of remedial steps to ultimately result in employment equity in the workplace.