Get paid on time: Five tips for business owners
26 FebruaryThe new amendments to the Employment Equity Act were promulgated with effect from 1 January 2025. Sections 1, 8, 14, 15A, 16, 20, 21, 27, 36, 37,42, 53,64A and Schedule 4 of the Employment Amendment Act No4. Of 2022 shall come into operation.
The Department of Employment and Labour scheduled consultation with stakeholders in the different sector targets. This process was finalised at the end of February 2025. The DOEL has started issuing sector targets as part of the amended Employment Equity Act, which will impact designated employers across various industries.
These targets are critical in guiding transformation efforts and ensuring compliance with the latest legislative requirements.
We are expecting the DOEL to publish the sector targets during March 2025, they have started to publish some of the sector targets, see below:
| Sector | Gender | Top Management | Senior Management | Professionally Qualified | Skilled Technical | Disability |
| Designated Groups | Designated Groups | Designated Groups | Designated Groups | |||
| Administrative and Support Activities | Male | 33.2% | 42.3% | 49.2% | 49.8% | 3.0% |
| Female | 36.7% | 43.5% | 46.1% | 46.1% | ||
| Total | 69.9% | 85.8% | 95.3% | 95.9% | ||
| Agriculture, Forestry | Male | 13.2% | 21.6% | 34.7% | 49.8% | 3.0% |
| Female | 20.8% | 31.0% | 41.7% | 44.0% | ||
| Total | 34.0% | 52.6% | 76.4% | 93.8% | ||
| Construction | Male | 30.0% | 38.3% | 46.7% | 49.8% | 2.0% |
| Female | 24.8% | 27.8% | 34.4% | 46.1% | ||
| Total | 54.8% | 66.1% | 81.1% | 95.9% | ||
| Electricity, Gas Steam and Air Conditioning Supply | Male | 31.7% | 42.7% | 49.8% | 49.8% | 3.0% |
| Female | 27.9% | 39.5% | 46.1% | 46.1% | ||
| Total | 59.6% | 82.2% | 95.9% | 95.9% | ||
| Financial and Insurance Activities | Male | 27.8% | 31.7% | 40.7% | 49.5% | 3.0% |
| Female | 35.3% | 45.3% | 46.1% | 46.1% | ||
| Total | 63.1% | 77.0% | 86.8% | 95.6% | ||
| Human Health and Social Work Activities | Male | 27.6% | 39.8% | 49.8% | 49.8% | 3.0% |
| Female | 43.7% | 46.1% | 46.1% | 46.1% | ||
| Total | 71.3% | 85.9% | 95.9% | 95.9% | ||
| Information and Communication | Male | 25.4% | 28.6% | 37.9% | 46.0% | 3.0% |
| Female | 31.2% | 40.0% | 38.9% | 45.7% | ||
| Total | 56.6% | 68.6% | 76.8% | 91.7% | ||
| Manufacturing | Male | 24.1% | 32.4% | 40.4% | 49.8% | 3.0% |
| Female | 25.0% | 33.6% | 37.7% | 39.6% | ||
| Total | 49.1% | 66.0% | 78.1% | 89.4% | ||
| Mining and Quarrying | Male | 29.9% | 35.0% | 41.0% | 49.1% | 2.0% |
| Female | 20.1% | 21.0% | 24.0% | 25.9% | ||
| Total | 50.0% | 56.0% | 65.0% | 75.0% | ||
| Public administration and defence; compulsory social security | Male | 49.8% | 49.8% | 49.8% | 48.8% | 3.0% |
| Female | 41.9% | 46.1% | 46.1% | 46.1% | ||
| Total | 91.7% | 95.9% | 95.9% | 94.9% | ||
| Transportation and Storage | Male | 32.2% | 42.1% | 46.3% | 49.8% | 3.0% |
| Female | 30.0% | 35.9% | 40.7% | 41.4% | ||
| Total | 62.2% | 78.0% | 87.0% | 91.2% | ||
| Wholesale and Retail Trade, Repair of Motor Vehicles and Motorcycles | Male | 24.1% | 35.0% | 42.2% | 48.1% | 3.0% |
| Female | 27.5% | 38.6% | 46.1% | 46.1% | ||
| Total | 51.6% | 73.6% | 88.3% | 94.2% |
(This list will be continuously updated as more targets are released.)
What does this mean for your business?
- Employers in these sectors must align their employment equity plans with the newly issued targets.
- Non-compliance may result in penalties and restrictions when applying for government contracts.
- A proactive approach will ensure your organisation remains compliant and strategically positioned for future growth.
An employer with 50 or more employees is classified as a designated employer and must comply with Section 53 of the Employment Equity Act (EE Compliance Certificate). The turnover threshold has been removed, and designated employers are required to meet the following compliance criteria:
- Submit the Annual EE Report (EEA2 and EEA4 forms).
- Meet Annual EE Targets aligned with the 5-year Sector EE Target or provide justifiable reasons for non-compliance.
- Comply with the National Minimum Wage Act, ensuring adherence to the national minimum wage over the previous 12 months.
- Have no unfair discrimination awards issued by the CCMA against the employer in the past 12 months.
Need help understanding how these changes affect your business? Our specialist can guide you through the process and ensure your employment equity plans are compliant and future-proof.
While every reasonable effort is taken to ensure the accuracy and soundness of the contents of this publication, neither the writers of the articles nor the publisher will bear any responsibility for the consequences of any actions based on information or recommendations contained herein. Our material is for informational purposes.