Leaving No One in the Cold❄️
Leaving No One in the Cold❄️ – Winter Compliance Update
June 2025 | EconoBEE
As we settle into the chill of winter, it’s a good time to reflect on what it means to ensure that no one gets left out—especially when it comes to transformation and compliance. This edition of our newsletter brings you the latest on Employment Equity developments, the B-BBEE landscape and important submission deadlines that you won’t want to miss.
📍EEA12 Analysis: Laying the Groundwork for Your EE Compliance
Employment Equity compliance begins with understanding your workforce’s current makeup. That’s where the EEA12 comes in. This form requires designated employers to conduct an analysis of their staff across all occupational levels.
The goal is to identify under-representation or over-representation of population groups, using the national Economically Active Population (EAP) data and your sector-specific targets as benchmarks.
Once that analysis is complete, employers must use the findings to develop a forward-looking Employment Equity Plan (EEA13). This plan can span up to five years, which aligns with the deadline to meet sector targets introduced in the revised Employment Equity Act.
Here’s how the timeline unfolds:
- Now to 1 September 2025: We can help you perform your EEA12 analysis and start preparing your EE Plan.
- 1 September 2025: The Department of Labour portal opens for submitting your EEA2 (progress report) and EEA4 (income differentials).
- In these submissions, you’ll be required to set your numerical targets for 2026.
- September 2026: The Department will review whether the targets you submitted have been met.
If you haven’t started with your EEA12 analysis yet, now is the right time. Our team can support you every step of the way, from analysing your workforce to submitting your reports and plans through the online portal.
📌 New Direction for the ICT Sector: EEIPs Now in Focus
Minister Malatsi recently issued a policy directive focused on Employment Equity Instruments and Programmes (EEIPs) within the ICT sector. This is a clear move toward holding digital and tech companies more accountable for transformation.
Whether you’re in software development, telecoms, or digital services, this policy matters. It will influence how EE and BEE performance is evaluated and enforced in your sector.
If your business operates in the ICT space, now is the time to review your equity plans and make sure they align with the new expectations. Our team is already helping companies in your industry navigate this change.
📍What’s Changed in the Employment Equity Act?
There have been key updates to the Employment Equity Act, and they directly affect many of our clients. Here’s a quick summary of what’s changed:
- The term “designated employer” now applies to businesses with 50 or more employees, regardless of turnover
- Sector-specific numerical targets have been introduced
- A valid EE Compliance Certificate is now required if your business wants to work with the state
These changes are not just about ticking boxes—they’re about ensuring real progress. If you haven’t reviewed your Employment Equity Plan lately, now is the perfect time.
📌 Let’s Keep Transformation on the Agenda
Compliance can feel overwhelming, especially with constant changes to legislation and sector requirements. But you’re not alone. Whether you need help with B-BBEE strategy, EEA12 submissions, or understanding your obligations as a designated employer, EconoBEE is here to help.
Let’s work together to make sure no one gets left in the cold this winter, especially when it comes to equity and inclusion.
The commission has consulted most of the business sectors to set sectorial targets. The finance and business sector has finalised the discussions. Based on these developments, all designated employers should be proactive and review their EEA12 and EEA13 to be prepared. More changes are yet to come; give us a call to find out how best you can stay compliant with Employment regulations. Did you Know? 
