Skip to searchSkip to main content
Okiru
Smart Data. Smarter Transformation

  • Employment Equity Consulting & Compliance (South Africa)

    Ensure Employment Equity Act Compliance
    ​Turn it into an advantage

    South Africa’s Employment Equity Act (EEA) exists to eliminate unfair discrimination and to drive equitable representation across workplaces. As of 1 January 2025, the Employment Equity Amendment Act is in force, changing who counts as a “designated employer” (now: employers with more than 50 employees, turnover thresholds removed) and introducing binding sectoral numerical targets over a five-year cycle.
    Contact Us

This is a Heading

Okiru Consulting has extensive Employment Equity experience with listed and large enterprises across retail, agriculture, financial services, mining, manufacturing and ICT, helping them move beyond tick-box compliance to measurable transformation.

We design and implement EE Plans, run barriers analyses and pay-equity audits, and manage national consultation forums, EEA2/EEA4 reporting, and Compliance Certificate applications for complex, multi-site operations.

About Us

Are you on track? Quick EE compliance test

  • EE Committee/Consultation Forum established and active
  • Barriers analysis completed (policy, practice, culture, data)
  • Numerical goals & targets set in line with sectoral targets and your workforce pipeline
  • Equal Pay for Work of Equal Value reviewed and addressed
  • EE Plan (EEA13) updated, aligned to business strategy (usually 5-year cycle, 2025–2030)
  • Record-keeping and evidence packs in place (policies, minutes, communications, analytics)
  • EEA2 & EEA4 prepared and submitted on time; certificate requested if eligible

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.erformance, 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 

View Training Outline

Diversity, Inclusion & Disability Inclusion Training

View Training Outline

FAQ

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.