Glossary of Acronyms
Acts / Legislation
Skills Development
Employment Equity
Questions & Answers

Employment Equity

The Employment Equity Act was promulgated for the purpose of addressing the historical imbalances in the workplace of the past. The unfairness and discrimination against certain groups as it was at the forefront during Apartheid. Therefore, people who have been previously disadvantaged by unfair discrimination have a constitutional right to be treated equally and fairly.

A large number of companies are not familiar with the laws governing the Employment Equity Act and are at risk of paying penalty fees. Our specialised consultants ensure that your organisation is in compliance with the Employment Equity Act by offering the following services:

• Pre-assessment i.e.: Audit on the current policies and procedures; process; quality management system; existing documentation as well as the workforce profile.
• Road Mapping on the way forward e.g. EE surveys, analysing and interpreting of surveys, reporting on barriers, advising on corrective measures addressing the barriers, communication structures, policies procedures etc.
• Orientation of management as well as staff in terms of EE.
• Selection and capacity building of EE committee.
• Assist with the planning of a EE Plan

The purpose of the Employment Equity Act is the following:

• To promote equal opportunities and fair treatment to all in the workplace by eliminating unfair discrimination; and
• To implement affirmative action measures to redress the disadvantages in employment experienced in the past by members from designated groups.

If you have more than 50 employees or an annual turnover equal or more than the amounts tabled below, you are regarded by the Employment Equity Act as a “designated organisation” and need to submit Employment Equity documents to the Department of Labour.

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