Employment Equity
Organisations with more than 50 employees and/or turnover greater than the threshold for their Industry Sector* are required to develop and implement an Employment Equity Plan for the organisation – and report on its progress in an annual Employment Equity Report, which is submitted to the Department of Labour.
| *Industry Sector | Turnover Threshold |
| Mining and Quarrying Manufacturing Electricity, Gas and Water Construction Retail and Motor trade and Repair Services Wholesale Trade, Commercial Agents and Allied Services Catering, Accommodation and other Trade Transport, Storage and Communications Finance and Business Services Community, Social and Personal Services |
R6m R22.5m R30m R30m R15m R45m R75m R15m R30m R30m R15m |
The Employment Equity Act has stipulated significant penalties for organisations that do not comply with these requirements, with a first fine starting with the greater amount of either R1.5 million or 2% of annual turnover.
The development of the Employment Equity Plan has to be a consultative process with representation for all stakeholders in the organisation.
PeopleWise can help you with this process by providing the following services:
- Facilitation of the development of the Employment Equity Plan
- Provide Employment Equity Training workshops for all stakeholders and employees.
- Facilitate the election and selection of Employment Equity Committee members.
- Train the elected Committee in terms of their roles and responsibilities and the requirements of the Employment Equity Act.
- Guide and assist the Committee in conducting a workplace audit, which will analyse the organisation’s existing policies, procedures, practices and working conditions.
- Guide and assist the Committee in conducting a workforce audit, which will determine the extent of under-representation of employees from the designated groups in the different occupational levels of the organisation’s workforce.
- Provide guidance in regard to setting affirmative action targets, measures, objectives, timeframes and identification of necessary resources.
- Examine the different levels of pay within the occupational levels and develop a basic Grading system to ensure the organisation complies with the ‘equal pay for work of equal value’ requirements of the Employment Equity Act.
- Facilitate the Committee developing and communicating the organisation’s Employment Equity Plan to all stakeholders.
- Facilitate the quarterly Committee meetings which monitor the progress made against the Employment Equity Plan’s targets and objectives.
- Submission of the Employment Equity Reports to the Department of Labour
- Assist the Committee in compiling and submitting the annual Employment Equity Reports to the Department of Labour.