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Avoid fines and comply with the EE Act: How to show numerical goals and targets

by , 04 June 2015
You know that with all the changes to the Employment Equity Act, you have to use the right forms and submit the right information to the Department of Labour by 1 October every year. If you don't, it will reject your forms and it will be as if you didn't report at all!

And you don't want to pay a fine of R2.7 million or 10% of your annual turnover!

But when it comes to showing the numerical goals and targets in your EE forms, here are a few things you should know...

How to show numerical goals and targets

Show the numerical goals and targets. This is the workplace profile you project you'll estimate for the total number of employees. Include employees with disabilities, and then again separately for employees with disabilities:

• At the end of your current EE Plan in terms of  occupational levels for numerical goals; and
• At the end of the next reporting in terms of occupational levels for numerical targets.

Keep in mind that these targets will be for each year of reporting. Your EEA13 form requires you to do smart goals and explain how you're going to reach your targets. Show which employees you involve in the consultation process when you develop your EE Plan and prepare  your EE Report. You don't have to report on the level of agreement you reach when you develop your EE Plan.

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There are 26 changes to the Employment Equity Act you must comply with in 2014...

If you don't comply with them, the DoL will be on your case.

In fact, the DoL could fine you 10% of your turnover or up to R2.7 million!

Discover how to check if you're complying with all of them to avoid crippling DoL fines.


Pay attention to the fact that you have to design your existing EEA13 plan in line with the new plan as soon as possible! If your plan is still current, then copy and paste what's still relevant into the new template. Make sure you complete the sections you didn't have in your previous plan.

This means you must:
• Show where you identify barriers to EE in your employment policies. Use the template as a working document and to report on your EEA2 form;
• Show how you develop Affirmative Action measures to overcome the barriers. And not just how you implement it;
• Give the timeframe to overcome these barriers; and
• Indicate if you achieve the annual objectives you set out in your EE Plan. If you haven't, explain why not.

Always consult your EE Forum before you submit your EEA2 form.

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