Employment Equity Act coverage that protects your procurement eligibility
Workforce profile maintained continuously, targets tracked against live headcount, and certificate status visible so the gap is closed before it costs a contract.
Compliance at a glance
What the Employment Equity Act requires
Workforce profile always current
Headcount by occupational level and designated group maintained continuously. The annual report is produced from live data rather than assembled in month eleven.
Gap to target visible during the year
Numerical goals and sectoral targets tracked against the live profile so shortfalls surface when recruitment decisions can still close them.
Consultation you can evidence
Committee composition, meeting records and how representations were answered held in one auditable trail. Dimeri makes consultation the easiest obligation to prove.
Certificate status and renewal tracked
Compliance certificate status, expiry and the items that could block renewal are visible. For organisations in public procurement, that visibility is a commercial safeguard.
Employment Equity Act compliance, covered by default
The foundational parts of EE compliance are built in, including workforce profiling, plan tracking, consultation records and reporting, so the annual cycle runs itself rather than starting from scratch each year.
Workforce profile templates
Pre-built occupational level and designated group structures that match the EEA2 and EEA4 reporting formats, ready from day one.
Plan and target tracking
Numerical goals, sectoral targets and timetables tracked against live headcount data so the gap is visible all year, not just at reporting time.
Continuous gap analysis
Real-time comparison of your workforce profile against your plan targets and the Minister's sectoral targets, flagging shortfalls while recruitment can still address them.
Committee and consultation log
EE committee composition, meeting records, consultation evidence and responses to representations held in one auditable trail.
Certificate and reporting calendar
Compliance certificate status, EEA2 and EEA4 deadlines and income differential reporting tracked with owners and reminders.
The obligations Dimeri tracks
Dimeri holds designated employer status, the plan, the consultation record and the reporting calendar as connected obligations rather than an annual scramble.
Designated employer status
Whether Chapter III applies at all, determined by employee numbers or annual turnover against the sectoral thresholds.
- Headcount and turnover tracked against the threshold
- Status recorded with the basis and the date
- Change in status flagged before the reporting cycle
- Non-designated employers still tracked for unfair discrimination duties
Unfair discrimination
The prohibition on unfair discrimination in any employment policy or practice, which binds every employer.
- Policies reviewed against the prohibited grounds
- Equal pay for work of equal value assessments held
- Complaints logged with outcome and reasoning
- Harassment policy and training tracked to individuals
Analysis and the employment equity plan
An analysis of policies, practices, procedures and the workforce profile, and a plan with objectives, numerical goals, timetables and accountability.
- Workforce profile by occupational level and designated group
- Barriers identified in the analysis recorded
- Plan objectives with owners and target dates
- Progress against numerical goals tracked through the year
Consultation and the EE committee
Consultation with employees and representative unions, through a committee that reasonably represents the workforce.
- Committee composition recorded against representativity
- Meeting dates, attendance and matters raised logged
- Consultation on the analysis and the plan evidenced
- Responses to representations recorded
Reporting
Annual reporting to the Director-General on the prescribed forms, and disclosure of income differentials.
- Reporting calendar with statutory deadlines
- Report data drawn from the live workforce profile
- Income differential statement prepared and retained
- Submission evidenced with its acknowledgement
Sectoral targets and the compliance certificate
Sectoral numerical targets set by the Minister, and the compliance certificate that conditions eligibility for state contracts.
- Applicable sectoral targets held per occupational level
- Gap to target visible during the year, not after it
- Certificate status and expiry tracked
- Justifiable reasons for shortfall documented as they arise
Getting Employment Equity Act coverage in place
4 steps from where you are today to a Employment Equity Act position your auditor can rely on.
Book a demoEmployee numbers and turnover are checked against the designated employer thresholds and the result recorded with its basis, since the affirmative action duties only bite for designated employers.
How Dimeri covers Employment Equity Act
Gap to target during the year
Numerical goals and sectoral targets are tracked against the live workforce profile, so the shortfall is visible when recruitment decisions can still affect it rather than when the report is due.
Consultation you can evidence
Committee composition, meeting records, what was consulted on and how representations were answered are held against the consultation duties. Inadequate consultation is a frequent finding and an easy one to avoid.
Justifiable reasons recorded as they happen
Where targets are not met, justifiable reasons may apply. Those are far more credible recorded contemporaneously than assembled afterwards to explain a number.
Employment Equity Act questions
Are we a designated employer?
It depends on employee numbers or annual turnover measured against the designated employer thresholds, which vary by sector. Employers below the threshold are still bound by the prohibition on unfair discrimination, but not by the affirmative action duties. Your advisers should confirm the current thresholds, which have been amended.
What changed in the 2022 amendments?
Two things matter most. The Minister may set numerical targets for national economic sectors, which sit above an employer's own plan goals. And the amendments make a compliance certificate a condition of contracting with the state, so a shortfall now carries a procurement consequence rather than only a penalty risk.
What happens if we miss our numerical targets?
The framework contemplates justifiable reasons for not meeting targets, and the assessment is not purely arithmetic. What matters is whether the reasons are genuine and documented. Recording them as they arise, rather than assembling an explanation once the number is known, is the difference between a defensible position and a rationalisation.
How does this relate to B-BBEE?
They are separate instruments with overlapping data. The management control element of the B-BBEE scorecard uses headcount by occupational level and designated group, which is the same profile the EE analysis produces. Dimeri maintains it once and reports it to both.
Is this a substitute for legal advice?
No. Thresholds, sectoral targets and the certificate regime have all changed recently and continue to develop. Your employment law advisers should confirm what applies to your organisation.
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