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Employment Equity Act

The purpose is to achieve equality in the workplace by:

  • Promoting equal opportunity and fair treatment through the elimination of unfair discrimination
  • Implementing affirmative action measures to redress the disadvantages in employment experienced by disadvantaged groups in order to ensure their equitable representation in all occupational categories and levels in the workplace
  • All employers are required to take steps to end unfair discrimination in their employment policies and practices

Any employer who intends to contract with the state must comply with its employment equity obligations.

Who must comply with the Act?

Designated Employers must comply.

An organisation is considered to be a designated employer if:

  • It Employs 50 or more employees, or
  • It employs fewer than 50 employees but has a total turnover equal to or above the annual thresholds
  • It is a municipality;
  • It is an organ of state, and
  • Organisations bound by a collective agreement according to the Labour relations Act

A notable difference between the Employment Equity Act and the BEE Act is the beneficiaries. BEE restricts the beneficiaries to Black people and the EEA considers both white women and white people with disabilities as previously disadvantaged.

Services by Innovative Consulting

  • Employment Equity Audits
  • Employment Equity Planning
  • Legislative Documents (Employment Contracts, etc)
  • Employment Equity Report Submission to the Department of Labour
  • Contact us
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