Employment Equity Amendments
TRANSFORMATION LAW IS COMING WHAT YOU NEED TO KNOW
Employment Equity Amendment Bill is introduced to the National Assembly.
The Major changes, not limited, but includes the following:
Sector–specific employment targets to be addressed—”A notice may set different numerical targets for different occupational levels, sub-sectors or regions within a sector or on the basis of any other relevant factor” as stated in the draft Bill.
An Employment Equity Certificate of Compliance will now become a precon- dition for access to State contracts.
Employers with less than 50 employees will no longer have to report on their employment equity targets, irrespective of their turnover.
Full draft Employment Equity Amendment Bill, is available at:
If you need more information, regarding the changes or Implementation of the Employment Equity, contact
Poy Opperman 082 855 0561
Suzahn Scholtz 067 872 0448
WHAT DOES EMPLOYMENT EQUITY (EE) MEANS TO MY ORGANISATION
You qualify if you have more than 50 employees and/or depending on your sector, what your annual turnover is.
If you meet one of the above, your company have to comply with the Employ- ment Equity Act.
This typically includes the following
Report to the Department of Labour on an annual basis.
Employment Equity Plan (to bring noticeable change to the Companies Occupational Levels. (This is likely to change once the proposed amendments are gazetted).
Employment Equity Analysis
EE Forum, with quarterly meetings, discussing all aspects in the workplace, including the transformation process, if any.
Attendance register for all meetings, agenda’s and minutes of meetings, etc.
Appointment of an Employment Equity Manager—Responsible for monitoring the Employment Equity process.
Other Human Resource aspects e.g.
Policies and Procedures
Succession planning, etc.
The proposed amendments to the Employ- ment Equity Act was issued in July 2020.
There are some changes coming but more on this on the link at point 4 to the left.