Designated employers must be ready to prepare and implement an EE Plan for the period from 1 September 2025 until 31 August 2030

The national Employment Equity (EE) workshops came to an end on Friday (11 July)  and designated employers and those who commenced operations, or became designated employers, from 1 April 2025, must prepare an EE Plan for the remainder of the period until 31 August 2030.

Speaking during an EE workshop held at Bolivia Lodge in Polokwane, Department of Employment and Labour EE Deputy Director, Niresh Singh emphasised the need for employers that when developing their EE Plans they should consider using either the national or regional economically active population (EAP) variable.

Singh reminded stakeholders that the Minister still has powers to decide EE targets. He told stakeholders that once they have done an analysis they need to set their EE annual plans that run from 1 September to end of August the following year.

He also said for employers in setting their EE Plans must also consider their workforce profile, the relevant 5-year sectoral numerical targets; and the applicable EAP using Statistics SA data.

The last in a series of EE workshops were held this week in both Limpopo Province and the Western Cape.

The Employment Equity (EE) Amendment Act, No. 4 of 2022 that came into operation on 1 January 2025 stipulates that non-designated employers, those employing below 50 employees are no longer expected to submit their EE Reports in terms of legislation. The objective of excluding employers below 50 is intended to allow the growth of small business and enable them to focus on job creation instead of administrative burdens.   

The EE workshop held on Friday was part of a national roadshow held under the theme: “Bridging the Equity Gap Through Diversity & Inclusion”. 

Niresh said the way the EE Act was designed; it was done in such a manner that it cannot set quotas. He also said that an impression was created that people can be dismissed randomly. He said at the centre of implementation of EE the key was appointment of suitably qualified people.

“People must not think that they automatically qualify for a job,” he emphasised.

The Department of Employment and Labour has been conducting EE advocacy workshops in partnership with the Commission for Employment Equity (CEE) and the Commission for Conciliation Mediation and Arbitration (CCMA). To date 18 workshops were conducted. The national workshops/roadshows were part of advocacy campaign to engage with various stakeholders in the labour market on the implementation of the new legislation and its regulations.

The 2025 EE workshops targeted stakeholders with an interest on EE and transformation issues focused on:

·          How to implement the EE Amendments contained in the EE Amendment Act, 2022 and its EE Regulations;

·          The setting of five-year Sector EE targets for 18 economic sectors;

·          Practical demonstration of how to utilise the enhanced EE system online facilities to capture EE reports and request EE Certificate of Compliance; and

·          Presentation on discrimination disputes referred to the CCMA and the various Courts, in particular, harassment cases, including dispute resolution mechanisms in terms of the EEA.  

For media inquiries, please contact:

Teboho Thejane

Departmental Spokesperson

082 697 0694/ teboho.thejane@labour.gov.za​

​