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Government has released the 'Draft Code of Good Practice on Equal Pay for Work of Equal Value' for public comment

by , 03 October 2014
Government is making significant moves on the Employment Equity front.

It recently amended the Employment Equity Act (EEA). Soon after the amended EEA become effective on 1 August 2014, it published new Employment Equity regulations that explain how to implement the EEA in your workplace so you can achieve employment equity.

Now, the latest development is the Department of Labour (DoL) has published the Draft Code of Good Practice on Equal Pay for Work of Equal Value for public comment.

Keep reading to discover why this is significant and how it affects you so you can comply with your employment equity obligations.


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There are 26 changes to 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.

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Here's why the publication of the Draft Code of Good Practice on Equal Pay for Work of Equal Value affects you


One of the key amendments in the EEA relates to 'equal pay for work of equal value.'

According to Taryn Strugnell, the managing editor of the Labour Law for Managers Loose Leaf Service, this amendment highlights that 'employees who do similar work should receive similar pay and benefits irrespective of race, gender, belief, and so on, unless there's a valid reason for differences.'
 
The Code becomes significant in the sense that it provides practical steps for you and your employees on how to apply the principle of equal remuneration for work of equal value.
 
And it applies to all employers and employees covered by the EEA.
 
As Lauren Salt, an associate in the employment practice at Cliffe Dekker Hofmeyr explains, 'the Code is issued in accordance with the provisions of section 54 of the EEA and is to be read in conjunction with the EE amendment act with its regulations, in particular regulation 6(5).'
 
She says, 'regulation 6(5) of the EE amendment act pertains to the criteria and methodology for assessing work of equal value, which is the focal point of the code.'
 

So does the Code impose legal duties on you?

 
No, it doesn't.
 
According to Salt, the Code doesn't impose further legal obligations on you as it's merely a guide for the interpretation of the EE amendment's regulations.
 
If you wish to submit comments to the DoL regarding the Code, you have until the end of the month to do so. Check the DoL's website for information on how to submit your comment.
 
We'll keep you updated regarding the Draft Code of Good Practice on Equal Pay for Work of Equal Value so you can comply with your employment equity obligations.
 

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