Once an employer becomes designated for employment equity, the process to comply with the Employment Equity Act No.55 of 1998 commences.
This is where an employer focuses on what is identified as the six duties of a designated employer. These duties include appointing an employment equity manager, communication and awareness to your organisation and employees, appointing an employment equity committee, conducting and documenting workplace analysis, compiling an Employment Equity plan And reporting to the Department of Labour.
Before reporting to the Department of Labour, the organization’s employment equity plan should be active for twelve months. During these twelve months, the Employment Equity committee must meet quarterly to monitor and evaluate the plan’s implementation.
The organisation is then required to report to the Department of Labour by submitting an EEA2 and an EEA4, and reporting should be annually thereafter. The EEA2 is the Employment Equity Report, and The EEA4 is the Income Differential Statement.
In conclusion, designated employers report to the Department of Labour annually, from the 1st of September until the 15th of January, on the progress of that specific year’s numerical targets to show progression regarding the implementation of their employment equity plan.
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