The Employment Equity (EE) online reporting submission commenced on 1 September 2022 and continues until 15 January 2023. The Employment Equity Act aims to promote equity in the workplace by ensuring that all employees receive equal opportunities and are treated fairly.

As per the Employment Equity (EE) Act No. 55 of 1998 and EE Amended Act 2013, the purpose of this Act is to achieve equity in the workplace by:

1. Promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination, and
2. Implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation in all occupational levels in the workforce.

Who must report in 2022?

• All designated employers with 50 or more employees must report every year.
• Employers with fewer than 50 employees who are designated in terms of the turnover threshold applicable to designated employers (Schedule 4 of the Employment Equity Amendment Act No. 47 of 2013).
• Employers who became newly designatedon or after the first working day of April 2022, but before the first working day of October 2022, must only submit their first report on the first working day of October 2023.
• Employers who voluntarily wish to comply in terms of section 14 of the EE Act.

EE online reporting involves filling the EEA2 Report and the EEA4 Report. The EEA2 Report consists of the following:

• Employer Details.
• Full description of EEA2.
• Workforce profile – report the total number of employees (including employees with disabilities) in each of the following occupational levels for the reporting period.
• Workforce movement – includes recruitment, promotions and terminations.
• Skills Development – report on the total number of employees that received training for the reporting period.
• Numerical Goals – indicate numerical goals as per the EE Plan.
• Numerical Targets – as contained in the EE Plan, projected to be achieved at the end of the next reporting cycle.
• Consultation – indicate stakeholders involved in the consultation process when developing and implementing your Employment Equity Plan and the preparation of this Employment Equity Report.
• Barriers and Affirmative Action Measures - indicate which categories of employment policy are barriers to employment equity.
• Monitoring and evaluation of the implementation of the EE Plan – either done monthly or quarterly.
• Signature of the CEO.

The EEA4 Report consists of the following:

• Employer Details.
• Full description of EEA4.
• Workforce Profile and Total Remuneration – indicate the total number of employees and total remuneration received per population group and gender for each occupational group.
• Fixed/ Guaranteed and Variable remuneration – provide the remuneration of the employee with the highest total remuneration for each population group and gender for all the occupational levels, then include the remuneration of the employee with the lowest total remuneration in your organisation in terms of population group and gender.
• Average and Median Remuneration and the Remuneration Gap.
• Signature of the CEO.

The Association can assist members with EEA2 and EEA4 preparation and submission. Please contact the Business Support Consultancy 031 831 3201 businesssupport@masterbuilders.co.za for a quotation.

Dr Prishana Datadin

Human Resources Manager