On Jul. 15, 2025, RSA LAB stated designated employers and those who commenced operations, or became designated employers, from Apr. 1, 2025, must prepare an Employment Equity (EE) Plan for the remainder of the period until Aug. 31, 2030.
National EE workshops ended on Jul. 11, 2025; RSA LAB emphasized need for employers developing their EE Plans to consider using either the national or regional economically active population (EAP) variable.
Employers setting their EE Plans must also consider their workforce profile, the relevant 5-year sectoral numerical targets; and applicable EAP using Statistics SA data.
Employment Equity (EE) Amendment Act, No. 4 of 2022 that came into operation on Jan. 1, 2025, stipulates that non-designated employers, and those employing below 50 employees are no longer expected to submit their EE Reports in terms of legislation.
At the workshops, stakeholders were informed that after analysis is completed, they need to set EE annual plans from Sep. 1, 2025 to end of August the following year.
On Apr. 25, RSA LAB issued update on EE legislation implementation.
RSA LAB said more than 50 inspectors specializing in employment equity (EE) were preparing for implementation of EE Amendment Act (EE Act) and its EE regulations.
Inspectors took part in workshop focused on how to ensure implementation and compliance to EE Amendments, EE Regulations, implementation of five-year sector EE targets for 18 economic sectors, and use of EE online system to capture EE reports.
Inspectors also informed about changes to regulation on collecting information.
Employer Compliance
Designated employers, i.e. those employing 50 and more employees, must prepare and implement an EE Plan for the period from Sep. 1, 2025 until Aug. 31, 2030.
To align with the timeframes of the five years of the sector EE targets.
Five-year targets key milestones in achieving equitable representation of different designated groups within the upper occupational levels in an employer's workforce.
Re applicable economically active population (EAP) and persons with disabilities.
Designated employer must record on EEA12 template whether it is using the national or regional EAP as a basis for conducting its analysis in terms of section 19 EE Act.
In Jun. 2025, RSA LAB said employers must use numerical targets, see #259391.
Jul. 2025 Employment Equity Plans
On Jul. 15, 2025, RSA LAB stated designated employers and those who commenced operations, or became designated employers, from Apr. 1, 2025, must prepare an Employment Equity (EE) Plan for the remainder of the period until Aug. 31, 2030.
National EE workshops ended on Jul. 11, 2025; RSA LAB emphasized need for employers developing their EE Plans to consider using either the national or regional economically active population (EAP) variable.
Employers setting their EE Plans must also consider their workforce profile, the relevant 5-year sectoral numerical targets; and applicable EAP using Statistics SA data.
Employment Equity (EE) Amendment Act, No. 4 of 2022 that came into operation on Jan. 1, 2025, stipulates that non-designated employers, and those employing below 50 employees are no longer expected to submit their EE Reports in terms of legislation.
At the workshops, stakeholders were informed that after analysis is completed, they need to set EE annual plans from Sep. 1, 2025 to end of August the following year.
