Employment Equity Plans


All qualifying employers are required to prepare and submit annual (EE) employment equity plans.

The purpose of the employment Equity plan:

  • Is to enable the employer "to achieve reasonable progress towards employment Equity", to assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures.
  • An employment Equity plan therefore must clearly set out the steps that the employer plans to follow to achieve these objectives. In order to assist employers, the Department of Labour published a Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity Plans.

These plans must show the objectives, procedures and responsibilities, timetables and affirmative action measures that employees plan to implement.


The provisions for affirmative action apply to:

  • employers with 50 or more workers or,
  • municipalities;
  • organs of State;
  • employers ordered to comply by a bargaining council agreement;
  • any employers who volunteer to comply or
  • employers with the certain annual turnover

We Offer – Benefit Labour assist employers to comply with the relevant legislation:

  1. Selection and appointment of an Employment Equity Committee (Sections 13, 16 and 17 of the Employment Equity Act as Amended).
  2. Appointment of Responsible Manager and committee members (Section 24)
  3. Consultations (Section 16 and 17)
  4. Attendance of at least 3 meetings as required by the Act.
  5. Orientation or training of Employment Equity Committee.
  6. Completion of EEA 1 Forms.
  7. Development of Employment Equity Committee Constitution and Dispute Procedure.
  8. Analysis of Policies, Procedure and Practices (Section 19 of the EE Act as Amended)
  9. Keeping of records (Section 26 of the Employment Equity Act as amended)
  10. Informing employees (Section 25 of the Employment Equity Act as amended)
  11. Development of an Employment Equity Policy.
  12. Defining Occupational levels (EEA 9).
  13. Demographic analysis, comparisons and goals (Section 19 and 20 of Act as amended)
  14. Development and implementation of an Employment Equity Plan (Section 20 of the EE Act as amended)
  15. Reporting EEA 2 and EEA 4 to the Department of Labour.
  16. Monitoring and revision (Section 34).
  17. Assessment of compliance (Section 42).

Due to the level of detail involved in the compilation of these plans, many

companies prefer to outsource the process to an expert in this discipline. We are experienced professionals in relevant employment equity legislation as well as compilation of employment equity plans.



Contact Us


Send a Message

084 774 8828

086 771 4495

nico@benefitlabour.co.za

28 Murray Street, Nelspruit, 1200

Benefit Labour – All Rights Reserved © 2021