In terms of the Employment Equity Act (EEA), a ‘designated employer’ must comply with all the duties contained in the Act.
An employer is a ‘designated employer’ if he/she employs 50 employees or more; or employs less than 50 employees but has an annual turnover above the relevant industry thresholds in terms of Schedule 4 of the EEA (to view click here).
A designated employer must assign a senior EE manager, communicate and create awareness, setup a consultative EE committee, analyse the workforce and workplace practices, implement an EE plan and has a duty to file an EE report.
Although this is a cumbersome and business-restricting duty placed upon employers, those who fall foul of the Act may face severe penalties. NEASA Labour Compliance shares this frustration and wants to assist in making this process as painless as possible.