Effective Implementation of the Employment Equity Act – 17 July 2024
With the imminent implementation of the Employment Equity Amendment Act, a more aggressive approach to transformation is on the horizon, emphasizing enforcement measures and the introduction of sectoral targets. It is crucial for employers to understand these changes to ensure compliance and avoid potential consequences.
The most notable amendments to be introduced by the Bill include:
- The deletion of part of the current definition of “designated employer.”
- The Minister of Employment and Labour’s ability to identify national economic sectors and set numerical targets.
- The introduction of criteria for employers to meet in order to obtain certificates of compliance from the DoEL.
Familiarising yourself with these amendments is essential. Non-compliance could result in rigorous labour inspector audits or substantial fines imposed by the Labour Court.
You are considered a designated employer if you meet any of the following criteria:
- Employ 50 or more employees, regardless of turnover.
- Employ fewer than 50 employees but have an annual turnover equal to or above 30 million.
Submission deadlines are as follows:
- Manual submissions: 1 October 2024
- Online submissions: 15 January 2025
To help you navigate these changes, we invite you to attend our workshop, “Effective Implementation of the Employment Equity Act,” on 17 July 2024. The workshop will provide valuable insights into the Act and its impact on your business. For more information or to book, please contact us: Gordon at gordon@saefa.co.za or Charlene at charlene@saefa.co.za.
Alternatively, if you prefer in-house training tailored to your needs, including plans, committee establishment, and the scheduling of committee meetings, you are welcome to contact us for a quotation.
We look forward to your participation and helping you ensure compliance with the Employment Equity Act.
