LABOUR DEPARTMENT APPEALS TO EMPLOYERS TO REMAIN DILIGENT IN SUBMISSION OF EE REPORTS

Designated employers are reminded that they must ensure they have an assigned senior manager to ensure they take responsibility for monitoring and implementing their annual employment equity plan.

Department of Employment and Labour’s Employment Equity Directorate Senior Practitioner, Robert Dzombere said it was imperative that newly designated employers submit their reports in the year that they become designated.

Dzombere further appealed for thorough diligence during the handling and submission process.

He reminded employers that those who became newly designated, on or before 1 April 2026, must prepare an EE Plan for the remainder of the period until 31 August 2030.

Designated employers are those that employ more than 50 employees. In terms of the notice gazetted on 28 November 2024, small businesses that employ less than 50 employees are no longer bound to comply with Chapter III of the Employment Equity Act, 1998 (EEA), that is in relation to the submission of annual EE reports for EE Reporting period.

The Department of Employment and Labour, Commission for Employment Equity and Commission for Conciliation Mediation and Arbitration Employment Equity (CEE) has on 6 August 2026 hosted an EE workshop at Ascot Wedding & Conference Venue in Pietermaritzburg, KwaZulu-Natal.

Dzombere also advised non-designated employers that they need not deregister their EE accounts with the Department, because they will still need them to obtain a Certificate of Compliance.

He disclosed that the EE Certificate of Compliance was valid for one year because the status of some employers’ changes from time to time.

“Should your status change during the 12 months period the certificate will still be valid,” emphasized Dzombere.

He said the 2026 reporting season was critical in that employers will now be able to review commitments they made last year on their own set transformation targets, “it is time to live up to those commitments”.

Dzombere was presenting on the demonstration of how to use the EE system online facilities.

South Africa’s equity legislation was transformed following the implementation of the Employment Equity Amendments Act 4 of 20222 on January 1, 2025. This was followed by the Employment Equity Regulations on April 15, 2025. The changes introduced sector-specific numerical targets in 18 sectors, revised the threshold for designated employers, and introduced mechanisms to link State contracts to strict compliance.

The amendments prescribed that employers employing more than 50 employees become designated employers – that is from 1 April 2025, they were expected to prepare an EE Plan for the remainder of the period until 31 August 2030.

Furthermore, the amendments provided for issuing of a certificate of compliance in terms of section 53 in recognition of employers implementing workplace transformation. The certificate also provides for access to State contracts.

The certificate of compliance is valid for twelve months from the date on which it is issued for both designated and non-designated employers.

For media inquiries, please contact: Teboho Thejane, Departmental Spokesperson: 082 697 0694/ teboho.thejane@labour.gov.za