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Employment Equity Act 55 of 1998: Newly implemented amendments, and how this will affect your Business and B-BBEE Scorecard Level Due to Ignorance of the EEA Amendments (Employment Equity Act 55 of 1998) (Part 2): The below terms should be read carefully and understood in full – Amendments to EE definitions: 1) The Employment Equity Act (EEA) seeks to eliminate unfair discrimination against employees by promoting fair policies and practices. It prohibits discrimination based on race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, beliefs, political opinion, culture, language, and birth. 2) The definition of persons with disabilities has been revised and clarified to include individuals with long-term or recurring physical, mental, intellectual, or sensory impairments that, when combined with various barriers, significantly limit their opportunities for employment entry or advancement. This expanded definition provides a more comprehensive understanding of disabilities. Additionally, designated groups are defined as African, Coloured, and Indian individuals, women of all racial backgrounds, plus individuals diagnosed with long-term disabilities. 3) Eighteen sectors and their subsectors have been identified and introduced into the EEA amendments, based on turnover and employee headcount of a business. Employers with fewer than 50 employees must still report, comply, and implement EEA procedures if their turnover exceeds the specified threshold defined as per the 18 sectors turn over thresholds, still to be finalised by government. Compliance with the EEA will allow an Employer to obtain a certificate of compliance allowing the business to conduct business with the state. The Minister may establish industry-specific numerical targets, aligned with the Economically Active Population (EAP) at every occupational level within that organisation’s specific sector and sub-sectors and regions that the EEA now defines – therefore Employers must ensure they identify their entity under the correct EEA Industry sector. #HRcompliance #B-BBEE #Employmentequity #Successionplanning #Skillsdevelopment
