Compliance management, EE committee facilitation and EEA2/EEA4 reporting.

No employment equity compliance, no business” with the State and its entities – stakeholders told at Department of Labour public hearing on amendments to EE Act and regulations.

All designated employers must, in terms of Section 21 of the Employment Equity Act of 1998 as amended, submit their annual report annually to the Department of Labour, their employment equity reports in regards to the demographic profiles, gender representation and EE Plans on how to address discrimination and inequality in the workplace. Khavho Consulting offers the tailored solution to comply with the Employment Equity Act.

Employment Equity relates to BEE in that it is included in the Management Control component of the BEE Scorecard for measuring the BEE compliance of a business in terms of the BEE Codes of Good Practice. BEE thus incorporates Employment Equity as part of the Management Control component of the BEE scorecard for measuring how prescribed Employment Equity criteria for the employment of Black people in senior, middle and junior management positions are met, with points being awarded or lost based on levels of compliance.

Audit Your Employment Equity Plan

Stay compliant with Department of Labour regulations while building a representative workforce. We facilitate your Employment Equity Committee meetings, align your workplace demographics with regional/national Economically Active Population (EAP) targets, and handle your annual EEA2 and EEA4 submissions to prevent costly non-compliance fines.

• End-to-end EEA2 & EEA4 reporting and submission.
• EE Committee setup, constitution drafting, and training.
• Alignment between EE targets and Management Control scorecard points.