Employment Equity Consulting & Compliance (South Africa)

Q: Who is a designated employer from 2025?

Any employer with more than 50 employees; turnover thresholds no longer apply.

Q: What are the fines for non-compliance?

Up to the greater of R2.7 million or 10% of annual turnover for repeat contraventions.

Q: What must be in an EE Plan?

Numerical goals and targets, affirmative action measures, timelines, responsibilities, and monitoring mechanisms as required by the Employment Equity Act.

Employment Equity delivery for complex organisations

We move organisations beyond tick-box compliance to measurable representation outcomes, supported by defensible, audit-ready evidence.

EE Plan (EEA13) aligned to business strategy, sector targets and workforce pipelines
Barriers and pay equity diagnostics with practical actions and documented proof
EEA2 and EEA4 reporting preparation and submission support across multi-site operations

Experience across all sectors.

Quick assessment

Are you on track?

A quick Employment Equity (EE) compliance check to identify gaps before reporting, audits, or Department of Employment and Labour scrutiny.

Hover (desktop) or tap (mobile) to view the checklist.

Quick assessment

Quick EE compliance test

EE Committee or Consultation Forum established and active
Barriers analysis completed (policy, practice, culture, data)
Numerical goals and targets aligned to sectoral targets and workforce pipeline
Equal Pay for Work of Equal Value reviewed and addressed
EE Plan (EEA13) updated and aligned to business strategy (typically 2025–2030)
Record-keeping and evidence packs in place (policies, minutes, communications, analytics)
EEA2 and EEA4 prepared and submitted on time; certificate requested if eligible

Our Approach at Okiru

Why Okiru

Regulatory clarity, commercial lens: We align EE obligations to your operating model so goals are achievable, defensible, and value-adding.egulatory clarity, commercial lens: We align EE obligations to your operating model so goals are achievable, defensible, and value-adding.
Audit-proof evidence: We build verifiable packs that stand up to inspections and Labour Court scrutiny.
Data-driven delivery: Dashboards for goals vs. actuals, pipeline risk, pay-equity variance, and certification readiness.
Integrated compliance: EE is tied into your Skills (WSP/ATR), Recruitment, Performance, and B-BBEE Management Control, performance, and B-BBEE Management Control.

What you risk by waiting

EE fines (up to R2.7m or 10% turnover) and compliance orders that can end up in the Labour Court.
Lost B-BBEE points under Management Control and knock-on effects across procurement visibility.
Certification issues and halted public-sector opportunities if you cannot obtain an EE Compliance Certificate.

Our Process

Kick-off & data room → policies, payroll extracts, organograms, prior EE submissionsck-off & data room → policies, payroll extracts, organograms, prior EE submissions
Diagnostics → barriers, pay equity, demographics, pipeline, regional profile
Consultation & targets → committee activation; align to sector targets and business plan
EE Plan build → EEA13, milestones, KPIs, comms & training plan
Reporting & certificate → EEA2/EEA4 filing via DEL portal; certificate application (where eligible)
Quarterly tracking → dashboard, variance analysis, corrective actions

What we do (end-to-end)

EE Due Diligence & Gap Analysis

Policy and practice review, barrier diagnostics, pay equity screening, data integrity checks, and readiness for inspections/certification.

Consultation & Committee Enablement

Set-up/refresh of the EE Committee, TORs, meeting cadences, minutes templates, and facilitation; employee engagement plans.

Sector-Target Alignment & Workforce Planning

Translate published sectoral targets into achievable, auditable numerical goals per occupational level and region; build recruitment/promotion/skills pipelines to deliver them.

Equal Pay & Remuneration Analytics

Job profiling, grading alignment, and equal-value comparators; remediation roadmap and change communications.

EE Plan (EEA13) Drafting & Documentation

Five-year plan with annual milestones, KPIs, risk controls, and evidence index mapped to DEL requirements.

Reporting & Certification

Prepare and file EEA2 & EEA4 via the DEL portal, and manage the EE Compliance Certificate application where eligible. Current online reporting windows and deadlines are published by DEL; we keep you aligned.

Employment Equity Committee Training

Build Internal Employment Equity Capability

Diversity, Inclusion & Disability Inclusion Training

Embed Diversity, Equity and Inclusion in Your Organisation

FAQs

Who is a designated employer from 2025?

Any employer with more than 50 employees (turnover threshold removed).

What are the deadlines for Employment Equity reporting in 2025?

They apply to designated employers; targets are set per sector/region/level for a five-year period (2025–2030).

What are the fines for non-compliance?

Escalating schedule up to R2.7m or 10% of turnover for repeat contraventions (Labour Court on DG application).

What must be in an EE Plan?

Items listed in s20 EEA and EEA13: goals per level, affirmative-action measures, timetable, responsibilities, monitoring, and dispute-handling.

How does EE affect B-BBEE?

Failure to meet EE obligations can undermine Management Control scoring and reputational standing in procurement. (Inference aligned to how DEL/sector targets and certification interact with compliance; confirm case-by-case.)

What is an Employment Equity barriers analysis?

A barriers analysis is a review of your organisation’s policies, practices, culture, and workforce data to identify factors that may limit fair recruitment, promotion, or retention of employees from designated groups. It highlights obstacles such as biased job requirements, informal recruitment channels, or workplace culture issues, and forms the basis for the corrective measures in your Employment Equity Plan.