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IS YOUR BUSINESS EE-READY? A 10-STEP SURVIVAL CHECKLIST

To avoid falling behind, companies must act now. Here’s your high-impact action plan:

  1. Appoint Your EE Manager — Formally Issue a written letter of appointment, defining roles, responsibilities, and authority.

  2. Launch a Company-Wide EE Awareness Campaign Educate all levels of staff on the purpose and importance of EE through workshops, digital comms, posters, and leadership messaging.

  3. Rebuild and reinvigorate the EE Committee Reconstitute your committee with current race, gender, occupational level representation. Secure signed appointments, provide training, adopt a POPIA-compliant constitution, and schedule quarterly meetings with detailed records of consultation

  4. Re-Issue EEA1 Forms to all employees Ensure every employee self-identifies on the latest EEA1 form — particularly important for correct disability status reporting and demographic accuracy.

  5. Understand the Broader Disability Definition Disability now includes intellectual, psychosocial, sensory, and neurological impairments. Audit your workplace for accessibility, reasonable accommodation, and inclusive policies.

  6. Do the Math: Forecast, Compare, and Bridge Gaps Conduct a gap analysis of the “as is” workforce profile VS the “to be Ministerial Targets (EEA12 & 13) and EAP (Economically Active Population) & EPWEV (Employment Profile & Workforce Evaluation and Verification). Identify the nature and extent of the gap and the numerical requirements

  7. Conduct predictive exercise to establish what the number and type of staff will be in 2030 Project turnover, promotions, exits, and hiring needs. Model what your workforce should look like in 2030 and work backwards to define annual numerical goals for each occupational level.

  8. Develop your 5-year EE Plan Your plan must include year by year numerical goals, strategies or recruitment, promotion, and skills development policy reviews and barrier removal Equity integration with HR and business plans and finally sign-off by the CEO.

  9. Audit Pay Differentials (EEA4)Conduct a vertical (exec vs general staff) and horizontal (same job, different pay) pay equity audit. Use factors like experience, tenure, qualifications, and location to justify any variances. Document all justifications.

  10. Develop a Deviation Plan (If needed)Missed targets must be acknowledged with a formal, board-approved Motivation of Deviation, detailing cause, steps, and accountability. Justifiable reasons

 

FINAL STEPS TO LOCK IN COMPLIANCE:

Annual EE Reporting: Submit EEA2 and EEA4 reports to the Department of Employment and Labour.

Apply for EE Compliance Certificate: Use the DoEL portal. No certificate = no public sector tenders and potential exclusion from private sector deals.

 

(This checklist is intended as a general guidance tool to assist designated employers in understanding and preparing for the requirements of the amended Employment Equity Act. It does not guarantee compliance with the Employment Equity Act or regulations and Employers are advised to consult with qualified professionals for organisation-specific guidance and to ensure alignment with the most recent legislative updates and sectoral targets issued by the Department of Employment and Labour)

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