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    10May, 2026
    A Defining Month for Skills Development Submissions

    April marked one of the most critical periods in the B-BBEE calendar, and we’re proud of what was achieved.

    Despite facing technical challenges, including system downtimes across multiple SETA submission platforms, our team successfully ensured that 95% of our clients’ Skills Development (WSP/ATR) submissions were completed on time.

    Where delays were unavoidable, we have continued submitting within the extended deadlines granted by several SETAs, ensuring our clients remain compliant and well positioned.

    This submission window was not without pressure, but it highlighted:

    • The strength and resilience of our internal systems
    • Our team’s ability to adapt under challenging conditions
    • Our commitment to delivering for our clients, no matter the circumstances

    We also take this opportunity to welcome all the new clients who trusted us during this critical period. We are proud to support your compliance journey and look forward to building long-term partnerships.

     

    Industry Outlook: A Changing B-BBEE Landscape

    The B-BBEE landscape continues to evolve, and April brought early signs of significant shifts on the horizon.

    A group of major legal firms has taken steps to challenge the recently drafted Legal Sector Code amendments in the High Court, signaling growing resistance and debate within certain sectors.

    This development highlights a broader reality:

    • B-BBEE frameworks will continue to be tested and refined
    • Sector-specific codes are becoming increasingly complex
    • Businesses must stay informed and adaptable

    While outcomes remain to be seen, what is clear is that transformation policy is entering a new phase of scrutiny and evolution.

     

    What This Means for Our Clients

    In a month like April, one thing becomes clear: compliance is no longer just about deadlines, it’s about preparedness, adaptability, and strategic execution.

    From managing high-pressure submission periods to navigating regulatory uncertainty, businesses need partners who can provide clarity and consistency.

     

    How EconoBEE Supports You

    EconoBEE remains committed to:

    • Ensuring seamless and compliant submissions, even under pressure
    • Keeping clients informed on regulatory and industry developments
    • Providing practical, strategic guidance in a shifting landscape

    We don’t just manage compliance; we help you stay ahead of it.

     

    👉Let’s Keep You Ahead of Compliance

    Whether you need support with B-BBEE submissions, Skills Development planning, or navigating upcoming regulatory changes, our team is ready to assist.

    👉 Connect with EconoBEE today and ensure your business stays compliant, competitive, and future-ready.

    📩 Email: info@econobee.co.za
    📞 Call/WhatsApp: 011 483 1190/ 065 990 5074

    6Feb, 2026
    2026 Business Climate Outlook

    Skills Development, B-BBEE Reform and What Employers Should Prepare For

    As we enter 2026, South African businesses are navigating a year shaped by regulatory reform, heightened compliance expectations, and growing emphasis on meaningful transformation. For employers, the year ahead presents both risk and opportunity, particularly in the areas of skills development, workforce planning, and B-BBEE compliance. Early preparation and informed decision making will be critical to maintaining compliance, accessing incentives, and strengthening long term sustainability.

    Regulatory Landscape: Draft B-BBEE Amendments Set the Tone for 2026

    A key development influencing the current business climate is the publication of the draft Broad-Based Black Economic Empowerment Codes of Good Practice for public comment by the Department of Trade Industry and Competition. These draft amendments span several elements of the Codes, including the Generic Scorecard, Qualifying Small Enterprise scorecards, Enterprise and Supplier Development, interpretation and definitions, and the Ownership element relating to Equity Equivalent Programmes for Multinationals.

    Collectively, these proposed changes signal a clear policy direction toward tighter governance, improved measurement principles, and stronger accountability across all elements of B-BBEE. Employers are encouraged to review these developments carefully, as the finalization of the Codes may have a direct impact on scorecard outcomes, compliance strategies, and verification results.

    What This Means for Employers

    The draft amendments reflect a shift away from treating compliance as a once off administrative process and toward deeper scrutiny of how transformation initiatives are planned, implemented, measured, and reported. Businesses that proactively align their strategies with regulatory intent will be better positioned to manage compliance risk and adapt smoothly once the amendments are finalized.

    Skills Development in the Current Climate

    Within this evolving regulatory environment, skills development remains a critical pillar of both compliance and workforce growth. As the new skills development cycle begins, it is important to note that SETA online submission systems open at different times, with many becoming accessible from January through February, while the common closing date remains 30 April.

    This period presents an important opportunity for employers to begin preparing their Workplace Skills Plans and Annual Training Reports early, ensuring regulatory compliance, access to mandatory and discretionary grants, and alignment with broader transformation objectives. While WSP and ATR submissions may appear procedural, they play a foundational role in skills planning, grant recovery, and long-term workforce development.

    Upcoming Webinar: WSP and ATR Compliance for Employers

    To support employers during the 2026 skills development cycle, EconoBEE will be hosting a practical and informative webinar focused on WSP and ATR compliance.

    🗓 Date: 20 February
    ⏰ Time: 10:00am
    📍 Platform: Online webinar

    What we will cover:

    ✔ Skills Development compliance requirements
    ✔ The foundational importance of WSP and ATR and their core objectives
    ✔ Benefits of submitting WSP and ATR correctly
    ✔ Consequences of non-compliance
    ✔ A practical guide to preparing your submissions
    ✔ Common reasons WSP and ATR submissions are declined by SETAs

    Why attend?

    This session is designed to provide clarity, reduce compliance risk, and help businesses position themselves to access available grants while strengthening overall B-BBEE outcomes.

    Who should attend?

    Business owners, HR managers, skills development facilitators, compliance managers, and finance teams involved in skills development planning.

    👉 Secure your spot and book your seat here: https://econoservices.co.za/b-bbee-webinars/

    Why attend?

    This session is designed to provide clarity, reduce compliance risk, and help businesses position themselves to access available grants while strengthening overall B-BBEE outcomes.

    Who should attend?

    Business owners, HR managers, skills development facilitators, compliance managers, and finance teams involved in skills development planning.

    Looking Ahead

    As we move further into 2026, EconoBEE will continue to share insights on regulatory developments and practical compliance considerations. In our next newsletter, we will explore in greater depth how skills development can be leveraged as a strategic tool for transformation and workforce improvement, rather than being approached purely from a compliance perspective.

    EconoBEE remains committed to supporting our clients through regulatory updates, skills development planning, and B-BBEE compliance advisory. We look forward to partnering with you throughout the 2026 business cycle and assisting your organisation in navigating an increasingly complex regulatory landscape with confidence

    10Dec, 2025
    Minister Parks Tau Announces a Two-Phase Review of B-BBEE: What This Means for Your Business

    South Africa’s transformation journey continues to grow and evolve, and this time it comes with an important update from government. On 26 November 2025, Minister of Trade, Industry and Competition Parks Tau shared in Parliament that a two-phase review of the Broad-Based Black Economic Empowerment framework is officially underway.

    This announcement carries real meaning for every organization working to build a fair and inclusive economy. At EconoBEE, we always keep our clients and readers updated on what is happening in the transformation space, and this development is a significant moment for all of us.

     

    Why The Review Matters

    When Minister Tau spoke in the National Assembly, he reminded the country that empowerment is still one of the strongest tools we have for building an economy that serves everyone. He explained that broad based economic empowerment plays an essential role in creating jobs, strengthening local supply chains and ensuring that economic benefits reach communities that have long been left behind.

    His message was clear. Transformation is not slowing down. It is becoming more focused, more deliberate and more aligned with the realities South Africans face today.

     

    Phase One: Strengthening What Already Exists

    The first part of the review focuses on improving and refining the current legislation. Minister Tau shared that this phase will be completed before the end of the financial year.

    This stage aims to clean up the smaller but important aspects of the framework. It includes clearer regulations, stronger enforcement, better alignment across sector codes and tighter rules to close the gaps that cause confusion for businesses.

    For companies, this means a more stable and predictable BEE environment that is easier to follow and easier to plan around.

    Phase Two: Preparing For Long Term Changes

    The second phase is the deeper, long-term review of the BEE Act itself. Minister Tau explained that it is important to look at the Act in the context of South Africa’s changing social and economic environment.

    This stage could lead to updates to the principles of the Act, new approaches to ownership, further alignment with national development priorities and a stronger link between transformation and economic growth. It will include consultations with industry and the public, which means the business community will have an opportunity to participate in shaping the future of BEE.

     

    What This Means For Your Organization

    This announcement is not just a policy update. It is a reminder to every business that transformation remains a priority for the country. Here is what your organization should start thinking about:

    • Review Your Current Compliance

    Make sure your Employment Equity, Skills Development, WSP and ATR submissions, and BEE strategies are all up to date. 

    • Strengthen Your Internal Transformation Plans

    Your long-term approach matters. This includes EE alignment, training and development, enterprise support and meaningful economic participation. 

    • Stay Close To Legislative Updates

    The next year will bring changes. Being proactive rather than reactive will work in your favour. 

    • Work With A Trusted Partner

    Complex legislation becomes easier when you have experts guiding you. That is what we do every day at EconoBEE.

     

    A Moment Of Opportunity

    Minister Parks Tau’s announcement arrives at a time when South Africa is actively working to create a more inclusive and dynamic economy. The two-phase review shows a clear commitment to strengthening the impact of transformation and ensuring that BEE continues to support meaningful change.

    As these developments unfold, we remain here to support you, guide you and help you keep your organization future ready and fully aligned with transformation goals.

    If you need help understanding how this review may affect your business or you want to strengthen your compliance approach, our team at EconoBEE is ready to assist you.

    3Sep, 2025
    Equity Equivalents in ICT: A Step Forward or a Potential Shortcut?

    Spring Newsletter | Opinion Piece

    Spring is a season of renewal and growth, and this year it comes with fresh policy developments that could reshape transformation in South Africa’s ICT sector. The draft policy introducing Equity Equivalent Investment Programmes (EEIPs) in place of the strict 30% BEE ownership requirement is a bold and pragmatic move. It reflects government’s willingness to adapt transformation policies to modern realities, especially in industries where international investment and global participation are critical.

    So, what exactly are EEIPs? Instead of transferring equity to meet BEE targets, companies can commit to programmes that deliver equivalent value to transformation. This could include investing in skills development for young South Africans, supporting black-owned enterprises, expanding digital access in underserved areas, or funding socio-economic initiatives. In practice, EEIPs allow companies to contribute to empowerment without giving up direct ownership.

    There are clear advantages. EEIPs could attract global players into South Africa’s ICT sector, encourage innovation, and create opportunities for communities that might otherwise be overlooked. At the same time, they keep empowerment firmly on the agenda by redirecting resources into measurable initiatives.

    Yet, there are also valid concerns. Some argue that nothing can replace actual black ownership, and that EEIPs risk watering down the very spirit of transformation. The challenge will lie in ensuring accountability, transparency, and genuine impact, rather than allowing EEIPs to become a box-ticking exercise.

    The next step is public consultation. Business leaders, policymakers, and civil society must contribute their voices to shape this framework in a way that balances investment with meaningful transformation.

    We believe that this policy shift deserves close attention. If designed well, it has the potential to redefine how empowerment is achieved in ICT and possibly serve as a model for other sectors in the future.

    🌸 Spring Reminder: The Employment Equity submission period is now open, running from the 1st of September to until the 15th of January 2026. Just as spring invites us to prepare for growth, this is the time to ensure your EE submissions are completed on time and with precision. Many companies delay until the last moment, leading to unnecessary stress. As Employment Equity experts, we are here to assist you with your submissions during this period, contact our consultants to get started.

    25Feb, 2025
    Closing Off February: Skills Development, Wage Updates & What’s Next

    As we bid farewell to February, we find ourselves reflecting on both the business and personal moments that this month has brought. It’s been a month of opportunities, growth, and new beginnings, much like the excitement of a fresh chapter in both the workplace and in life. Whether you’ve been busy meeting deadlines or enjoying a little extra time with loved ones, February has been a reminder of how quickly things change and how important it is to stay on top of what matters.

    With the month winding down, let’s take this moment to keep you updated. Here are some key updates to keep on your radar:

     

    📌 Skills Development Submissions Are Open—Don’t Miss Out

    The window for submitting your Workplace Skills Plan (WSP) and Annual Training Report (ATR) is officially open! Beyond ensuring compliance with the Skills Development Act, these submissions can unlock valuable SETA grants and contribute towards your B-BBEE score. If you need assistance navigating the process or want to make sure you’re maximizing your benefits, our team is here to help.

     

    📌 Catch Us at the Buy Local Expo!

    We’re excited to announce that we will be exhibiting at the Buy Local Expo 2025, hosted by Proudly SA, on 17-18 March at the Sandton Convention Center. This event is all about celebrating South African businesses and creating opportunities to connect and grow. If you’ll be there, let’s meet up!

     

    📌 Minimum Wage Increase – What It Means for Your Business

    The recent increase in South Africa’s National Minimum Wage (NMW) affects businesses across various sectors, including those participating in the YES (Youth Employment Service) programme. For YES Youth working 40 hours a week, the new minimum wage is now R4 992.00 per month, which is an increase of R210.00 from the previous rate.

    Additionally, the contributions for Skills Development Levy (SDL) and Unemployment Insurance Fund (UIF) will also rise. These contributions are now calculated at 1% each of the new minimum wage, which brings the total employer contribution to R99.84 per youth per month, resulting in a total increased wage cost of R5 091.84 per youth per month.

    If your YES Youth wages are managed through YES, you will soon receive an invoice for the required minimum wage top-up contribution. If you need assistance adjusting to these changes, we’re here to help!

     

    🔹 Let’s Keep Your Business on Track

    Whether it’s Skills Development, wage compliance, or broader B-BBEE strategies, we’re here to support you. Reach out to us on 011 483 1190 or info@econobee.co.za, and let’s make sure your business stays ahead.

    Looking forward to a productive month ahead!

    31Jan, 2025
    R100 Billion Transformation Fund: Advancing Inclusive Economic Growth

    The Department of Trade, Industry and Competition (DTIC) has introduced the R100 billion Transformation Fund, an ambitious initiative aimed at addressing South Africa’s economic disparities and fostering inclusive growth. Managed through the National Empowerment Fund (NEF) via a Special Purpose Vehicle (SPV), the fund aims to empower historically disadvantaged individuals and Small, Medium, and Micro Enterprises (SMMEs).

     

    Financing The Vision

    The fund will be financed through several mechanisms aligned with the B-BBEE Codes of Good Practice:

    • Enterprise and Supplier Development (ESD): Businesses are required to allocate 3% of their annual Net Profit After Tax (NPAT) toward supporting black-owned suppliers. Contributions to the Transformation Fund will count toward compliance with this ESD element. However, it remains unclear whether these contributions will be mandatory to the exclusion of other ESD or SD beneficiaries. Clarity on this point is awaited from the DTIC.
    • Equity Equivalent Investment Programme (EEIP): Multinationals will allocate 25% of their South African operations’ value to the fund, fulfilling ownership compliance requirements under the B-BBEE Codes.
    • Public Interest Commitments: Contributions will also be sourced through merger agreements that address transformation goals as mandated by the Competition Act.

    While no exact launch date has been announced, the DTIC has indicated that the fund will be managed via a Special Purpose Vehicle within the National Empowerment Fund, suggesting active development is underway.

     

    Who Stands to Gain?

    The fund targets a broad spectrum of beneficiaries, including:

    • Black-owned businesses.
    • Women, youth, and people living with disabilities.
    • Enterprises in rural and township economies.

    These groups face unique barriers to entry into mainstream markets, such as limited access to funding and systemic inequalities. By addressing these challenges, the fund aims to unlock their potential and promote their economic participation.

     

    Purpose and Impact

    At its core, the Transformation Fund seeks to:

    • Provide tailored financial support through equity funding, debt, and grants.
    • Facilitate the participation of black-owned enterprises and SMMEs in value chains.
    • Address unemployment, inequality, and poverty, aligning with the National Development Plan Vision 2030.

    Supporters praise the initiative for its clear alignment with national goals. They believe the fund will foster a more inclusive economy, promoting sustainable growth and addressing pressing socio-economic challenges.

     

    Balancing Hope and Skepticism

    While the potential impact of the fund is undeniably significant, questions about implementation remain. Some skeptics worry about the risk of mismanagement and whether funds will reach intended beneficiaries. Others highlight the challenge of balancing corporate contributions with maintaining competitiveness in a globalized market.

    Yet, the fund’s design—emphasizing partnerships between public and private sectors and compliance with B-BBEE Codes—offers a promising framework to mitigate these risks. By fostering accountability and transparency, the initiative could set a precedent for effective, large-scale transformation efforts.

     

    Looking Ahead

    The R100 billion Transformation Fund represents an important step toward creating a more equitable economy. It challenges businesses and stakeholders to align their strategies with transformation objectives, contributing to a collective vision of inclusion and shared prosperity.

    While the road ahead may be complex, the fund’s potential to drive meaningful change makes it a landmark initiative in South Africa’s ongoing journey toward economic justice.

     

    4Nov, 2024
    November News: B-BBEE Updates and Our Big Move!

    We’ve got some exciting updates for you this month, plus some important insights on B-BBEE compliance and fronting practices to keep you in the know!

     Getting Real About B-BBEE Compliance

    As a distinguished B-BBEE practitioner put it, “Fronting practices are deceptive actions that sidestep the purpose of the B-BBEE Act. While they may look like true B-BBEE initiatives, they actually block real transformation.” Fronting can take many forms, including:

     Blocking Black Participation – Preventing Black employees from taking part in meaningful roles

    • Withholding Benefits – Claiming compliance while not passing on the real benefits to Black beneficiaries
    • Misleading Partnerships – Forming or colluding in “B-BBEE partnerships” without offering genuine economic benefits

     The consequences? Businesses found guilty of fronting can face penalties, loss of state contracts, and even prison time for responsible individuals. (read this article about a group of directors that have been arrested for fronting).

     Authentic transformation is at the heart of B-BBEE, and that is where we come in—helping you ensure compliance, protect your business, and promote meaningful change.

     Heads-Up for ICT Sector Clients

     If you’re in the ICT sector, don’t forget that annual contribution fees are due by December 1, 2024:

    ICT Generic Entities (Turnover > R50M): 0.015% of NPAT or R2,500, whichever is higher
    ICT QSEs (Turnover > R10M and < R50M): R1,250
    ICT EMEs (Turnover < R10M): R650

     We’ve Moved to Our New Home!

    EconoBEE has a brand-new, permanent home! Our new space is designed to give us room to grow, serve you better, and create more impact. Feel free to stop by and check out the new place! We’re located at 25 Loots Road, Blairgowrie, Randburg.

     Let’s Connect and Keep Things Compliant!

    When B-BBEE gets too hectic, EconoBEE is always around the corner. Drop us a line, and let’s talk about keeping your business strong, compliant, and ready for the future.

     Warm regards,
    ECONOBEE TEAM

    7Aug, 2024
    Reflecting on National Women’s Day

    Let’s Celebrate This Year’s National Women’s Day by

    Empowering Women in Corporate South Africa

     

    As we approach National Women’s Day this Friday, we wish to take a few minutes of your time to reflect on the incredible contributions and achievements of women in the corporate world. Women, especially young black women, continue to face significant challenges in the workplace or corporate, but their resilience and determination are driving meaningful change.

     

    Partner with EconoBEE

    We invite you to partner with us in this mission as we specialize in helping businesses transform and become more diverse. Our comprehensive B-BBEE consulting services are designed to support companies in achieving their transformation goals, fostering an inclusive workplace, and driving sustainable growth. We understand that every business is unique, and we tailor our services to meet the specific needs and challenges of our clients. From strategy development to implementation and compliance, we provide the expertise and support necessary to navigate the complexities of B-BBEE and achieve meaningful, long-lasting change.

    Let’s work together to create a future where every woman has the opportunity to succeed and contribute to the success of our economy. Empower women, empower South Africa.

    For more information on how we can assist your business in achieving its transformation objectives, please visit our website (www.econobee.co.za) or contact us directly at 011 483 1190.

    Together, we can make the difference.

     

    The Importance of Empowering Women

    Empowering women is not just a matter of equality—it’s a catalyst for the needed transformation and growth. Companies that prioritize diversity and inclusivity see tangible benefits, from increased creativity to improved financial performance. When women are empowered, they bring unique perspectives and ideas to the table, this can lead to innovative solutions and approaches. Despite these advantages, many women still encounter barriers that hinder their professional development, including gender biases, lack of mentorship, and limited access to leadership roles. Overcoming these challenges requires a concerted effort from all sectors of society, including businesses, to actively promote gender equality and provide supportive environments where women can thrive.

     

    Promoting Inclusion and Transformation

    EconoBEE believes that true transformation starts with creating opportunities for women to thrive. By fostering an inclusive corporate culture, businesses can tap into a wider talent pool and promote a more dynamic and competitive environment. Inclusivity means more than just having women in the workplace; it means ensuring that women have equal opportunities for growth, are heard, and are valued for their contributions. This involves implementing policies and practices that support work-life balance, offer career development programs, and create safe spaces where women can voice their ideas and concerns without fear of discrimination. Companies that embrace these values not only benefit from diverse perspectives but also build a reputation as employers of choice, attracting top talent across the board.

     

    Supporting Young Black Women

    Young black women, in particular, face unique challenges in the corporate sector. Addressing these challenges requires a commitment to equity and a willingness to implement policies that support their professional journeys. This includes mentorship programs, leadership training, and creating pathways for career advancement. Providing access to resources and networks that young black women might otherwise find difficult to obtain is crucial in leveling the playing field. Mentorship can play a significant role in this regard, offering guidance, support, and role models who can inspire and motivate the next generation of leaders. By investing in the development of young black women, companies not only contribute to social justice but also gain from the fresh perspectives and talents these women bring to the table.

    8May, 2024
    Update on Transport and other Codes + Free Webinar!

    Welcome to our latest newsletter, join us as we explore the dynamic Transport Sector codes and briefly discuss the latest with the Property Sector codes.

    Consider this a warm-up to our free upcoming webinar on the 17th of May, where we’ll delve deeper into the state of Transport Sector Codes– want to Attend? Click here

    In the intricate tapestry of economic empowerment, sector codes stand out as guiding beacons, illuminating pathways towards inclusivity and growth within specific industries.

    At its core, the B-BBEE Transport Sector Code is a strategic blueprint, crafted to promote the inclusion of Black individuals and businesses across the multifaceted realms of transportation. From land to air, and sea, this code navigates through the diverse corridors of the industry, setting forth measures and targets aimed at unlocking opportunities and dismantling barriers to entry.

     

    Why is it important to maintain compliance with the sector codes?

    Many beneficial government contracts and procurement opportunities require B-BBEE compliance and companies failing to meet these standards or are non-compliant may be excluded from accessing significant market opportunities.

    Maintaining compliance enhances a company’s reputation and credibility, fostering trust among stakeholders and potentially leading to increased customer loyalty and investor interest.

    Additionally, compliance with B-BBEE regulations often involves initiatives aimed at skills development, employment equity, and workplace diversity, which can enhance employee engagement, retention, and productivity.

     

    Property Sector Codes: Government’s Focus Shifts to Real Estate Agents

    Reflecting on Dr. Muriel Mushariwa’s analysis from last year, the property sector’s slow transformation despite nearly three decades of democracy is evident. According to the Sanlam Transformation Gauge, the sector improved marginally to level 4 recognition in 2023. Dr. Muriel highlighted areas of progress, such as Enterprise and Supplier Development (ESD) and Skills Development, but underscored persistent challenges in ownership and management control. (Explore more insights here)

    The government is now focusing on real estate agents and “property practitioners” with regulations such as skills development filings and minimum points needed for certification. This is a change from earlier vague calls for transformation. Contact us for more information related to these important changes.

     

    About the anticipated new Integrated Transport Sector Codes

    The Department of Transport has recently announced its plans to introduce the Integrated Transport Sector Codes. The main goal is to encourage and monitor the involvement of black-owned businesses and individuals in the transportation sector, aiming to level the playing field and create more opportunities for historically disadvantaged players in the industry.

    With no transitional period planned for the implementation of the Sector Codes, companies in the transport sector need to familiarize themselves with these changes and work towards compliance to contribute to a more inclusive industry.

    In light of these developments, we’re excited to invite you to a special webinar where we’ll delve deeper into these changes and discuss their potential impact on the transportation industry. Join us on the 17th of May to learn more about how these changes could shape the future of transportation in our country!

    28Mar, 2024
    Game-Changing Seminar and more

    Understanding the Transition from SETA to QCTO Qualifications

    In our previous newsletter, we alluded to the significant shift from Sector Education and Training Authorities (SETAs) to the Quality Council for Trades and Occupations (QCTO). Established in 2010, the QCTO represents a pivotal change in South Africa’s education landscape, focusing on standardized qualifications across all sectors through the Occupational Qualifications Framework (OQF).

    Unlike SETAs, which were sector-specific, the QCTO’s approach ensures mobility and recognition in the job market. Learnerships under the QCTO emphasize a structured approach, including knowledge components, practical training, and external assessments. With the transition already underway, learners have until June 30, 2027, to complete their existing programs.

    Are you unsure of what this transition will mean for your business or existing learnerships? Give us a call!

     

    Awaiting Clarity: Updates on Transport Sector Charter Changes

    Since our update about the announcement of potential changes to the Transport Sector Charter (TSC), stakeholders have eagerly anticipated further details. Despite initial buzz, regulatory silence has left the industry in suspense. Speculations abound regarding the amendments, ranging from ownership calculations to employment equity initiatives.

    The speculated changes hint at a transformative shift, emphasizing inclusivity and sustainable development within the sector. Businesses are poised for adaptation, recognizing the importance of staying abreast of regulatory shifts. As the industry awaits clarity, proactive engagement and strategic planning will be essential for navigating this evolving landscape.

     

    Plus, Get Ready for Something Big: B-BBEE Seminar & Transport Sector Buzz!

    Buckle up for some exciting updates! We’re bringing you the lowdown on our upcoming B-BBEE seminar and the latest buzz from the Transport Sector. We recently got the inside scoop on the QCTO transition, and we’re pumped to share the insights with you. But hey, we’re not stopping there—our seminar is gearing up to be a game-changer!

    Picture this: A dynamic seminar packed with expert speakers, interactive sessions, and all things B-BBEE. From decoding the scorecard to uncovering growth opportunities, it’s all about empowering you to thrive. Plus, keep your eyes peeled for updates on the Transport Sector Charter—because change is on the horizon, and we’re here to help you navigate it like a boss.

    So, mark your calendar, spread the word, and get ready to dive into the action. Whether you’re a B-BBEE newbie or a seasoned pro, this seminar is your ticket to success. Don’t miss out—join us and let’s make waves together!

    Contact us now on 011 483 1190 or email info@econobee.co.za to book your spot.

    5Mar, 2024
    March Musings: 3 Months into 2024!

    We have only just begun the third month of 2024 and yet what a busy year it has been; from increases to renewals and a draft thrown in for good measure 😉 – here is a summarised look at what has transpired thus far:

    • EE News: Employment and Labour Minister TW Nxesi introduced new draft regulations in Feb 2024, addressing sectoral numerical targets (Click here to see our newsletter on this topic) Comments are due by the second of May 2024.
    • Minimum Wage Increase: Effective from the first of March, the National Minimum Wage (NMW) for each ordinary hour worked will increase to R27.58. There are some exceptions, so please click here for more information on this.
    • Renewal to the Section 12H Tax Incentive: The recent Budget Speech confirmed that the Section 12(H) Learnership Tax Incentive has once again been extended, this time by three years, until the thirty first of March 2027. Want this benefit for your company? Then call us now on 011 483 1190 and speak to us about our Learnership offerings that provide a range of benefits, are aligned to skills development and include various B-BBEE advantages for companies!

    What has the next few months got in store for us?

    Well, it’s anyone’s guess 😉 Seriously though, we have heard rumblings about QCTO and Transport Sector Codes and so both will be discussed in more detail in future newsletters:

    • QCTO: According to recent reports, the last date of registration for all ‘historical’ (read not-QCTO) qualifications is the thirtieth of June 2023, with a phase-out period of one year for learners to still enrol up to and including the thirtieth of June 2024. Providers offering learnerships, and other skills development programmes, need to ensure accreditation so that they can move over to the QCTO framework ASAP. This is especially important for companies that rely on both of above for B-BBEE level points.
    • Transport sector codes: Expected to be gazetted around March 2024, the Transport Sector Charter (TSC) is set for some big amendments. And, unlike previous other sector and other Code amendments, the TSC has not provided a “grace period” for transitioning. This is very concerning as this may result in some companies obtaining unfavourable B-BBEE status due to the lack of additional planning time.

    As the industry awaits clarity on above, one thing is clear: Adaptation will be crucial for success in the evolving regulatory landscape. Stay tuned for updates as we decipher the implications together.

    Last but not least . . . we want to end off this newsletter discussing our new look at Training and Workshops!

    We are ramping up our webinar offerings and workshops, and will be providing more information on this soon.

    In the meantime, book your space now for our not-to-be-missed Skills Development submissions workshops in March and early April!

    31Jan, 2024
    Uncovering Potential: Youth Empowerment at EconoBEE with the Y.E.S Initiative!

    Dive into the inspiring journey of Thabo Nkosi, a dynamic individual who has embraced the transformative power of the Youth Employment Service (Y.E.S) Initiative at EconoBEE.

     

    🌟 Introducing Thabo Nkosi: A Visionary from Alexandre, Johannesburg

    A 20-year-old ace from Alexandre, Johannesburg, whose experience at EconoBEE has been nothing short of inspiring.

    Now here’s how our short conversation went with Thabo:

    Q: What motivated you to join the Y.E.S Initiative program and work at EconoBEE? A: “I was motivated to join the Y.E.S Initiative program and work at EconoBEE because of the organization’s commitment to fostering youth empowerment. The program’s focus on providing opportunities for young individuals aligns with my desire to contribute meaningfully to the workforce and gain valuable experience in the corporate world. EconoBEE’s dedication to skills development and empowerment was a compelling factor that drew me to the initiative, plus I loved the fact that it was a 100% black-owned entity.”

    Q: How have your career aspirations evolved as a result of your experience (so far) at EconoBEE? A: “One significant experience that profoundly impacted both my personal and professional growth at EconoBEE was taking part in the workshop aimed at educating clients more about the benefits of being B-BBEE compliant. This project required collaboration across departments, honing my teamwork skills. The challenges encountered during this initiative taught me the importance of adaptability and effective communication.”

    Q: In what ways do you believe programs like Y.E.S can bridge the gap between education and employment for young talent in South Africa? A: “Programs like Y.E.S play a crucial role in bridging the gap between education and employment for young talent in South Africa. By providing practical work experience and exposure to real-world challenges, these initiatives equip young individuals with the skills and knowledge necessary for a successful transition into the professional arena. Additionally, Y.E.S fosters a culture of mentorship and guidance, further enhancing the development of young talent and preparing them for the demands of the workplace.”

    Q: What advice would you offer to other young individuals considering participating in programs like the Y.E.S Initiative? A: “To young individuals considering participating in programs like the Y.E.S Initiative, my advice is to embrace the opportunity wholeheartedly. These programs offer a unique chance to apply theoretical knowledge in a practical setting, develop essential skills, and build a valuable professional network. Be proactive, seek mentorship, and view challenges as opportunities for growth. The experiences gained through such initiatives can shape a fulfilling and successful career path.”

    🌟 A Heartfelt Thank You to Thabo Nkosi!

    We extend our deepest gratitude to Thabo Nkosi for his outstanding contributions to EconoBEE. Your dedication, hard work, and transformative experiences have not only shaped your own journey but have enriched the fabric of our Y.E.S Initiative. Thank you for being an essential element in our pursuit of youth empowerment and excellence!

    Interested in contributing to this transformative initiative? Partner with EconoBEE and be a catalyst for change!

    16Dec, 2023
    Looking towards 2024: A Year of Transformative Change


    As we stand on the threshold of bidding farewell to 2023, we want to express our heartfelt gratitude for the incredible journey we’ve shared with you. Your trust in EconoBEE has been the cornerstone of our success, and we’re excited to share some of the highlights from this exceptionally memorable year:

     

    Celebrating Success Together:

    During the course of 2023, EconoBEE had the privilege of supporting numerous clients in reaching new heights on their transformative B-BBEE journey. From small businesses to large enterprises, we take immense pride in the success stories that have unfolded throughout this year. Your unwavering commitment to economic empowerment and compliance has not only fortified your enterprises but has significantly contributed to the broader landscape of transformation within the business ecosystem.

     

    Empowering Through Workshops:

    All through the year, our workshops have been a vibrant hub of empowerment, bringing together a diverse array of business owners and professionals eager to delve into the intricacies of B-BBEE. The resounding success of these sessions, marked by positive feedback and enthusiastic engagement, has been a source of inspiration for us. Bolstered by this encouragement, we are thrilled to announce that our workshops will evolve even further in 2024, providing you with an enriched experience, replete with practical skills and comprehensive knowledge.

     

    Teasing 2024:

    As the proverbial curtain gracefully descends on the stage of 2023, we find ourselves eagerly setting our sights on the promising horizon of 2024. Within the corridors of EconoBEE, a hive of excitement is buzzing as we meticulously prepare to unveil a tapestry of new services and expanded workshops, meticulously crafted to elevate your experience and fortify your journey towards economic empowerment.

     

    Anticipating Industry Shifts:

    While we anticipate a year filled with growth and empowerment, it’s crucial to be vigilant about potential industry shifts. In the dynamic landscape of B-BBEE, we’re closely monitoring significant updates within the Transport sector. The Council, in conjunction with the Department of Transport, has initiated B-BBEE Alignment sessions, proposing resolutions that could potentially reshape the industry. Draft Codes are expected to be released for public comment by January 2024, signifying a transformative era.

     

    Navigating Change Together:

    We encourage companies, especially those within the Transport industry, to be on the lookout for these potential changes. The proposed resolutions aim to bring about much-needed transformation, emphasizing Skills Development, Enterprise and Supplier Development, and a re-evaluation of ownership structures. As we venture into 2024, EconoBEE remains dedicated to guiding you through these changes, ensuring your journey towards economic empowerment is successful.

     

    Happy Holidays and a Prosperous New Year:

    And so, as the holiday season unfolds, we want to take a moment to express our gratitude for the privilege of working with you throughout the year. Your trust and partnership have been the cornerstones of our success, and we are truly thankful for the opportunities we’ve shared. In the spirit of the season, we extend our heartfelt wishes for a Merry Christmas and a New Year filled with prosperity, good health, and continued success.

     

    Here’s to a joyful holiday season and a prosperous New Year!

     

    3Sep, 2023
    Exciting News! – We’re thrilled to announce a significant milestone in our journey

    Our unyielding commitment to transformation has led us to achieve a remarkable B-BBEE Level 1 status. But that’s not all – we have even more fantastic news to share. We’re excited to inform you that EconoBEE is now proudly 100% black-owned, marking a monumental shift towards greater transformation & inclusivity. To celebrate these achievements, we would like to invite our valued clients, esteemed consultants, visionary business owners, and dedicated B-BBEE compliance professionals to an exclusive and enriching workshop. Join us at our offices in Johannesburg for a dynamic – and complimentary – seminar where we’ll delve into the intricacies of B-BBEE and its pillars.

    This event aims to refresh and enhance your understanding of B-BBEE dynamics, equipping you with invaluable insights to navigate the evolving landscape. Let’s continue shaping a more inclusive and empowered business environment together. RSVP now for this not-to-be-missed opportunity to grow and learn together.

    Now a little bit about our 3 directors:

    Allan Maphanga

    Allan is an accomplished entrepreneur and corporate manager who has cultivated significant skills through hard work and dedication. Since joining the business in 2016, Allan’s career has soared to greater heights, progressing from junior ranks within the EconoBEE structure to assuming a directorial role within the firm. As an experienced B-BBEE Consultant with adept people management skills, he specializes in coordinating and overseeing various teams and activities within the company.

    Mr. Maphanga possesses a profound understanding of the South African B-BBEE ecosystem and provides consultation to diverse clients across the entire B-BBEE spectrum. Over time, he has emerged as a thought leader on B-BBEE legislation and its interpretation. Moreover, he maintains excellent relationships with the Department of Trade and Industry (DTI) and the B-BBEE Commission, positioning him at the forefront of advising and guiding some of South Africa’s largest firms in their pursuit of achieving B-BBEE goals. As an added value to the company, Allan offers on-the-job mentorship and training to junior consultants within the EconoBEE business.

    Dr Muriel Mushariwa

    Muriel is a highly qualified and experienced academic who has spent many years in formal academia, both in research as well as lecturing. Armed with a Phd in Law (Affirmative Action) and a Master’s degree in law, Muriel has made a successful transition into the corporate and business world having joined EconoBEE in February 2019. She is one of the leading minds in South Africa within the B-BBEE and transformation industry and has provided independent opinions in respect of several B-BBEE related rulings. She further provides strategic business and management consulting to small, medium and large corporates on various aspects relating to Black Economic Empowerment, transformation and inclusivity. This includes Employment Equity, Skills Development, B-BBEE Strategy, B-BBEE Legislative Codes as well as B-BBEE Consultation and Verification. Muriel also lectures at Wits University on the subject of B-BBEE and transformation and has been featured in various media publications as well as appearing on television to discuss the critical importance of B-BBEE, its various applications across the different business sectors and the practical implementations required to transform the business landscape of South Africa.

    Ndivhuwo (“Ndi”) Rambau

    Ndi’s journey with EconoBEE commenced in 2015, joining as a junior team member in the data management and client consulting division. With a qualification in Financial Management and an unwavering ‘can-do’ attitude, Ndi embarked on a remarkable trajectory within EconoBEE, steadily ascending the corporate ladder over the years. This remarkable progression culminated in Ndi’s current roles as the Operations Director and Chief Operations Officer at EconoBEE. In these capacities, Ndi dedicates his time to collaboratively working with fellow executives and senior management, charting strategic growth objectives for the company. His responsibilities encompass a wide spectrum, including conducting strategic financial analyses, managing technical strategies, and ensuring efficient operational implementation.

    Ndi boasts a profound comprehension of the intricacies within the South African B-BBEE ecosystem, coupled with an acute awareness of the essential B-BBEE requisites that our clients need to adhere to.

    6Aug, 2023
    Transforming the Property Sector: Insights from Dr. Muriel Mushariwa

    “The property sector is one of the least transformed sectors almost 30 years into democracy,” says Dr. Muriel Mushariwa, our esteemed Executive Director at EconoBEE, a management consultancy specializing in B-BBEE, skills development, and employment equity.

     

    Dr. Mushariwa’s valuable contributions to the 2023 Sanlam Gauge Report shed light on critical areas for improvement. While the property sector has made some progress, there remain challenges in achieving true transformation. Read her comments here

     

    Join Dr. Muriel Mushariwa and the EconoBEE team as we call for increased empowerment and opportunities for historically disadvantaged individuals in the property sector. Together, let’s work towards a future where the industry is inclusive, diverse, and representative of all South Africans.

     

    Stay tuned for the full report on our website, where Dr. Muriel Mushariwa’s insights and contributions will be highlighted (on page 75 and 76 of that report). Let’s take steps towards a truly transformed property sector that benefits the entire nation. #TransformationMatters #EconoBEE #PropertySectorTransformation #SanlamGaugeReport #EmpowermentInProperty

    2Aug, 2023
    Excerpts from the 2023 Sanlam Gauge Report

    “The property sector is one of the least transformed sectors almost 30 years into democracy, says Dr Muriel Mushariwa, MD of EconoBEE, a management consultancy specialising in B-BBEE, skills development and employment equity”

    See all excerpts from the 2023 Sanlam Gauge Report in which the Property Sector Codes, the new Property Practitioners Act and the potential impact on transformation in this sector is discussed here

    See the full report here

    5Jul, 2023
    Empowering Your Business Through B-BBEE Workshops and Training

    Today, we want to shed light on the importance of B-BBEE (Broad-Based Black Economic Empowerment) workshops and training, and why partnering with EconoServices for comprehensive training can drive transformative change within your organization.

     Why B-BBEE Workshops and Training Matter:

    B-BBEE is a crucial framework for promoting economic transformation and equality in South Africa. It serves as a powerful tool to address historical inequalities and promote meaningful participation and empowerment of previously disadvantaged individuals and communities. To fully grasp the legislation, codes of good practice, and compliance requirements, it is essential for businesses to invest in workshops and training programs. This knowledge equips your team with the tools to navigate the complexities of B-BBEE effectively and contribute to a more inclusive economy.

    At EconoServices, we understand the significance of staying up-to-date with B-BBEE requirements. Our workshops and training programs are designed to provide comprehensive knowledge and practical insights that will enable your organization to implement successful B-BBEE strategies and achieve your transformation goals.

     Benefits of Choosing EconoServices for Training:

    • Comprehensive Training
    • Customized Approach
    • Expert Facilitators
    • Empowered Pillar Champions
    • Enhanced Compliance
    • Competitive Advantage
    • Ongoing Support

    For more information on benefits and other pertinent please click here

    In conclusion, partnering with EconoServices for comprehensive training will equip your team with the knowledge, skills, and confidence to drive positive change, meet compliance requirements, and gain a competitive advantage.

    Take the first step toward empowering your business today. Reach out to us on 011 483 1190 to learn more about our tailored training programs and how EconoServices can support your B-BBEE journey. Together, we can make a difference and contribute to a more equitable and prosperous South Africa.

    30Nov, 2022
    Recent Constitutional Court Ruling and what this means for B-BBEE in 2023!

    The Constitution of South Africa is the highest law in the land. The Constitution places an obligation on the State in terms of section 9 (the equality clause) to specifically “redress the inequalities of the past.” This is the aim of all transformative legislation from the Employment Equity Act to the Skills Development Act and Broad-Based Black Economic Empowerment Act, amongst others.

    In terms of section 217 of the Constitution, the Constitution requires procurement by organs of state and statutory institutions to be fair, equitable, transparent, competitive and cost-effective and implemented in a manner which seeks to protect or advance previously disadvantaged persons. S 217 (2) allows organs of state to implement procurement policies, providing for categories of preference to advance or protect persons disadvantaged by unfair discrimination (“HDIs”). S 217 (3) provides for the enactment of legislation to prescribe a framework within which the procurement policy referred to in S 217(2) must be implemented.

    The ruling by the Constitutional Court has forced the government to review both the PPFA Act and its regulations to ensure alignment with the Constitutional mandate stated above and the B-BBEE Act. This does not invalidate the B-BBEE act. The framework of the B-BBEE and how it’s practicable is clear and therefore not affected by the recent constitutional ruling.


    This is not the end of B-BBEE as debated in the media recently    . The Constitutional mandate to transform the economy still remains! The Public Procurement Bill is set to be introduced in 2023: This will provide a new framework of government procurement, with each department creating its own procurement framework work that must still be in line with the Constitutional mandate and the B-BBEE Act.

    It does not mean B-BBEE is no longer important but rather the setting of new objectives, and so companies should still be compliant to the B-BBEE Act and its objectives. We continue to advise our clients to remain compliant in terms of the specific codes applicable to them, until greater clarity is given on the framework within which public procurement specifically will change. Procurement between private companies is still driven by the objectives of the B-BBEE Act.

    The key here, is to implement activities that make business sense! Do you see B-BBEE as a grudge purchase? Or do you want to make a genuine difference in South Africa and still grow your business? Contact us now to show you how our revolutionary managed service has helped thousands of clients implement sustainable B-BBEE activities in a way that makes perfect business sense!

    Being one of the oldest B-BBEE consultancies, we have seen all the changes to the legislation and been there through it all. With success stories of skills development and enterprise & supplier development, we know that we can give you strategic advice that can be implemented within your business.

    Looking forward to growing our economy and your business, one step at a time in 2023!!

    5Nov, 2022
    Amended Construction Sector Codes Affidavits Explained

    As per the Amended Construction Sector Code, gazetted on 1 December 2017 under Gazette no. 41287, an entity that qualifies for measurement under the Construction Sector Code, is measured either as a BEP (Built Environment Professional) or a Contractor in respect of targets, weightings and methodology.

    The qualification criteria for an Exempt Micro Enterprise (EME) and a Qualifying Small Enterprise (QSE) are different for BEP’s and Contractors:

    Contractors:

    • EME – Enterprise with a total annual revenue of R 10 million or less.
    • QSE – Enterprise with a total annual revenue of more than R 10 million but less than R 50 million.

    BEP (Built Environment Professionals):

    • EME – Enterprise with a total annual revenue of R 6 million or less.
    • QSE – Enterprise with a total annual revenue of more than R 6 million but less than R 25 million.

    Only EME’s with an annual revenue of less than R 3 million (for Contractors) and less than R 1.8 million (for BEP’s) are not required to have a SANAS accredited B-BBEE Verification Certificate and may present an Affidavit or Certificate issued by CIPC in respect of their Ownership & Annual Revenue.

    A company must ensure that they use the correct Affidavit template when completing an Affidavit, as there are numerous templates for each sector.

    The entity must identify where more than 50% of their revenue is generated and according to the outcome, they can determine whether they qualify as a BEP (Built environment Professional) or Contractor.

    The EME’s as mentioned above are not subject to the discounting principle and therefore do not have to comply with the 40% sub-minimum requirements for the QSE Skills Development element.

    EME’s with an annual turnover of more than R 3 million but less than R 10 million (for Contractors) and more than R 1.8 million but less than R 6 million (for BEPs) must obtain a SANAS Accredited B-BBEE Rating Certificate and are subject to the QSE Skills Development element (40% sub-minimum requirement).

    An Entity that qualifies as an EME, with the Black Ownership percentages as indicated below, is deemed to have the following B-BBEE Status Levels:

    • If less than 30% Black Owned, Level 5 B-BBEE Status.
    • At least 30% Black Owned but less than 51% Black Owned, Level 4 B-BBEE Status.
    • At least 51% Black Owned but less than 100% Black Owned, Level 2 B-BBEE Status.
    • If 100% Black Owned, Level 1 B-BBEE Status.
    • EME’s with less than 100% Black Ownership can enhance their B-BBEE Status by way of one of the following three criteria:
    • Obtain measurement in terms of the QSE Scorecard.
    • Obtain measurement in terms of the Skills Development expenditure category of the QSE Scorecard and only if full points (excluding the bonus points) are achieved, the B-BBEE status level will be enhanced by one Level.
    • Obtain measurement in terms of the Supplier Development expenditure category of the QSE Scorecard and only if full points are achieved, the B-BBEE status level will be enhanced by one Level.

    If an EME achieved full points for both Skills Development & Supplier Development as mentioned above, the company can be enhanced by two B-BBEE status levels.

    An Entity that qualifies as a QSE, must be rated on all 5 elements as per the Amended Construction Sector QSE Scorecard.

    A QSE can qualify for enhanced recognition if the following Ownership percentages are achieved (calculated by applying the flow-through principle):

    • At least 51% Black Owned but less than 100% Black Owned, Level 2 B-BBEE Status.
    • If 100% Black Owned, Level 1 B-BBEE Status.
    • A QSE entity that is at least 51% Black Owned or 100% Black Owned must comply with the QSE Skills Development element (40% sub-minimum) or that company will be discounted by one Level.

    It is important to note that the Black Ownership as stated above, must be calculated by applying the Flow-Through Principle to qualify for the automatic B-BBEE status levels as indicated above.

    As for the EME’s, a QSE Entity with at least 51% Black Ownership can be enhanced by one level if they achieve full points (excluding bonus points) for Skills Development as per the QSE Scorecard or achieves full points for the Preferential Procurement & Supplier Development element as per the QSE scorecard.

    Want more information about the amended construction sector codes and what this means for your B-BBEE Scorecard? Contact EconoBEE now to help guide you with cost effective strategies to maximise your scorecard and ensure your compliance to the objectives of the B-BBEE Act.

    29Sep, 2022
    Labour Law and Transformation: EconoServices does it all!


    Running a successful business requires you, as the business owner, to not only manage your clients, but also your staff.

    Labour law is a constantly evolving and changing area of staff management and it is crucial that companies put in place policies and procedures that are updated and aligned to the current law.

    EconoServices has seen the need within our clients, to provide this HR service and so we are pleased to announce our new service offering!

    We are now able to provide training and consulting services with regards to:

    • Basic Conditions of Employment Act
    • Labour Relations Act
    • Employment Equity Act
    • Compensation for Occupational Injuries Act.

    So, please contact us today and let us help you with all of your transformation needs!

    29Jul, 2022
    EconoServices Welcomes B-BBEE Advisory Council and the Drafted Legal Sector Code is out!

    EconoServices welcomes the introduction of the newly instituted Broad-Based Black Economic Empowerment Advisory Council

    The President of South Africa has recently appointed a diverse and representative group of people with sector expertise to serve as members of the Broad-Based Black Economic Empowerment Advisory Council and to guide government on intensified transformation of the economy. The President has appointed 14 Council members in terms of Section 6(1) (d) of the Broad-Based Black Economic Empowerment Act (Act No 53 of 2003). The appointments are for a period of five years.

    The Council is made up of a diverse group drawn from business, trade unions, community-based organisations and academia. We trust that the Council will bring much needed clarity and stability in terms of interpretations of the Broad-Based Black Economic Empowerment Act.

    In other news, Cabinet has approved the publication of the Draft Legal Sector Code (Draft LSC) for public comment, currently the legal profession does not have a sector specific code to guide them in addressing the imbalances and inequalities in the profession. It is important that Law firms familiarize themselves with the draft codes and prepare for when the Legal Sector code is promulgated.

    If you are a law firm needing assistance on how best to navigate the impending codes, please reach out to us on 011 483 1190 (or on email info@econoservices.co.za) for assistance in strategy planning.

    24May, 2022
    Calling for YES Implementation Partners and a quick look at Preferential Procurement in 2022

    Calling for YES Implementation Partners!

    Does your company need extra staff, but there isn’t any budget to accommodate this need? Contact us on 011 483 1190! We are looking for companies who want to host and provide quality work experience for youth as part of the YES initiative, for a 12-month basis. You will not be required to pay a stipend as this will be provided for.

    Youth unemployment is one of South Africa’ s greatest scourges, keeping millions of youth disenfranchised, desperate, and disillusioned about their future. Through the YES Initiative, youth from across the country are able to get that first chance at playing an active role in resetting the economy.

    Become an Implementation Partner and part of a national initiative that is creating youth work opportunities and changing the lives of our young people for the better!

     

    Is Preferential Procurement gone forever? Let’s find out…

    On Wednesday, 16 February 2022, the Constitutional Court handed down judgment in the application for leave to appeal against a judgment and order of the Supreme Court of Appeal. This application was brought by the Minister of Finance against Afribusiness, with concerns of the validity of the Preferential Procurement Regulations, 2017 (Procurement Regulations) decreed by the Minister on 20 January 2017 in terms of the Preferential Procurement Policy Framework Act (Procurement Act).

    In a nutshell, the Procurement Regulations, amongst other things, introduced pre-qualification criteria to be eligible to tender. Under the Regulations, if an organ of state elects to apply the pre-qualification criteria, any tender that does not meet the criteria is an “unacceptable tender”. These qualifying criteria advance certain designated groups and provide that only certain tenderers may respond, including: tenderers having a stipulated minimum Broad-Based Black Economic Empowerment (B-BBEE) status level; exempted micro enterprises (EMEs) or qualifying small enterprises (QSEs), and tenderers subcontracting a minimum of 30% to EMEs and QSEs which are at least 51% black owned. If feasible to subcontract for a contract above R30 million, then the organ of state must apply subcontracting to advance the designated groups.

    The preferential procurement act allows for all entities to tender and only during the selection process will the pre-qualifications be considered on the basis of affording small black owned entities to gain access into main stream economy due to being previously disadvantaged.  The Department of Health amongst other government departments have confirmed that the suspension of the preferential procurement is a temporary adjustment and changes can be made. Although it is not known how long this suspension will be, we urge all entities to always be ready for anything and ensure that their B-BBEE Compliance status have met the pre-qualification.

    Want more information about what this means for your business? Contact EconoBEE now on 011 483 1190 (or email info@econobee.co.za) to help guide you with cost-effective strategies to maximise your scorecard and ensure your compliance to the objectives of the B-BBEE Act.

    15Mar, 2022
    EconoBEE wins a YES Programme related Case for our Client!
    The YES4Youth Programme is a fantastic initiative that is focused on eradicating the high unemployment rate amongst South African Youth. The programme encourages companies to provide unemployed Youth with 12-month work experience (that can be added to their CVs), as well as possible permanent placement within their ranks. However, as it relates to B-BBEE, there are still a few points that need to be cleared up:
    1. Can accommodations be made for extenuating circumstances?
    • EconoBEE recently experienced a unique situation in that a company had embarked on their second year of the YES Programme as a QSE. They had met all targets identified on the QSE Scorecard in order to maintain their Level 2. However, after the financial year ended, the financial statements stated that this company’s turnover exceeded the QSE threshold, therefore making them a Generic. As a result, this company had not been able to maintain the Level 2 as planned.
    • This resulted in the verification agency not awarding the company their YES Benefit.
    • EconoBEE decided to take this scenario to the DTI on our clients behalf, we presented the evidence to show that had the company’s turnover stayed in their QSE threshold, they would have maintained the Level 2.
    We won the case, and our client was able to add the YES Benefit to their scorecard!  
    1. Who qualifies to use the YES Programme and obtain B-BBEE Benefit?
    • First time companies must achieve a compliant B-BBEE Certificate in order for the YES Programme to be applied at audit stage.
    • If a company would like to continue with the YES Programme for a second year, said company would need to maintain (or improve on) their previous B-BBEE Level. Therefore, if you achieved a Level 4 in your first year using the YES Programme, you will have to maintain the Level 4 in the second year.
    • Should the previous level not be maintained after verification, the YES Benefit will not be awarded.
     
    1. Does the YES Programme work according to a Company’s Financial Year (much like B-BBEE does)?
    • Like B-BBEE, the YES programme does rely on a company’s Financial Year, however this is only in relation to the payments and registration. All payments to the YES Programme (Company Registration Fees as well as Youth Registration Fees), must be paid to the YES Programme before the end of a company’s financial year.
    • In addition to this, all Youth should also be registered on the system within the same Financial Year.
    • The financial year referenced above, would be the same financial year that a company would be verified on for B-BBEE purposes, which is why these payments need to be made in the same year.
     
    1. Duration of the YES Programme:
    • The YES Programme is a 12-month Programme and the B-BBEE benefit can only be awarded in the below instances:
    • Year 1: any company that is implementing YES for the first time can be awarded the B-BBEE benefit immediately, without the Youth needing to complete a minimum number of months.
    • Year 2 and Beyond: any company that continues on the programme from year 2, will need to ensure that the YES candidate complete a minimum of 8 months on the programme (each year) in order to be awarded the Yes benefit.
      Contact EconoBEE now to help guide your company with cost-effective strategies to maximise your scorecard and ensure your compliance to the objectives of the B-BBEE Act.
    21Jan, 2022
    “Clarity” Regarding SANAS Letter
    Any verification undertaken from the 15th of August 2020, should be done so in such a manner that it does not exceed a period of 12 months from the most recent Financial Year – End. This was the subject of the SANAS clarification letter dated the 6th of April 2021 (which referenced a supporting SANAS email clarification dated the 14th of August 2020 and attempted to “clarify” said email). Unfortunately, this letter did not shed light on how companies should address the following real issue that several companies have and may still face: what happens if a company is in the middle of a verification and their current financial year, ends? Does the measured entity continue to finalize their verification or must the entity stop the verification immediately? You may say, that company should have planned the verification to start (and end) sooner! However, as consultants, we know that in certain instances, getting a company verified (and completing the verification quickly) is not always as easy as that, for instance:
    • In this “new normal” we find ourselves in, companies may have employees working from home and not always easily accessible.
    • Integral people to the verification may get sick and therefore be unable to provide information.
    • Loadshedding, internet connectivity and other factors also contribute to delays.
    It is therefore necessary for SANAS to provide a comprehensive statement so that there is no uncertainty for measured entities, verification agencies or consultants. Failing that, consultants should also be given access to ask SANAS questions or perhaps there should be one body that regulates all consulting firms and who can then provide more guidance in terms of the clarification(s)? When it comes to understanding the B-BBEE legislation and implementing the interpretation thereof, EconoBEE is dedicated to coming up with innovative transformation strategies for our clients that make business sense. Please feel free to reach out to us on 011 483 1190 or info@econobee.co.za if you would like to hear more.
    29Sep, 2021
    What is Socio-Economic Development and why is it different to Corporate Social Responsibility?
    In recent months, there has been some confusion surrounding the activities relating to Socio-Economic Development (SED) from a B-BBEE perspective, and Corporate Social Responsibility (CSR). Let’s look at the definition of each of these elements. Socio-Economic Development (SED) is defined in the B-BBEE Codes, as monetary or non-monetary contributions implemented for communities, natural persons or groups of natural persons, where at least 75% of the beneficiaries are black people. The objective of SED is the promotion of sustainable access to the economy for the beneficiaries. The most common contributions under SED are as follows:
    • Development programmes for black women, black youth, black disabled people as well as black people living in rural areas.
    • Support for education programmes, resources and materials at primary, secondary and tertiary education levels, as well as bursaries and scholarships.
    Corporate Social Responsibility (CSR) is a self-regulating business model that helps a company become more conscious of the impact that they can have on all aspects of society, including economic, social and environmental. This means that in the ordinary running of a business, a company should operate in ways that enhance the society and the environment in positive ways. From the above definitions, it can be seen that while there can be an overlap in some of the activities for CSR and SED, it does not mean that these are the same initiatives. The focus of SED is to uplift specific black people and communities through targeted contributions that will provide the beneficiaries with access to the economy, through either Skills Development, Healthcare, or Early Childhood Development Programmes. While the focus of CSR is to be a good corporate social citizen. This includes running the company in an environmentally friendly manner, providing assistance in the form of donations to NPOs as well as hosting social events which raise awareness to social issues. While some of the contributions made under CSR can qualify as SED, we must not get these initiatives confused. These are two very different initiatives and in order to not lose out on B-BBEE points, SED activities must be aligned with what is outlined in the B-BBEE codes. To find out if your CSR is aligned to SED as defined by B-BBEE, please don’t hesitate to contact us at EconoBEE.
    17Aug, 2021
    The ICT Sector: the complexity of definitions
    The relatively new Information and Communication Technology (ICT) sector is made up of the manufacturing and services sectors whose main activities are linked to development, production, commercialisation, and intensive use of new technology. This sector is the fastest-growing sector within South Africa, however, there does exist a scarcity of participation of Black female-owned entities. The Amended ICT Sector draft codes were gazetted on the 27th of October 2015 and, subsequently, the finalized Amended Sector Code was published in the Government Gazette on the 7th of November 2016. However, the most alarming fact about the Amended ICT Codes is that a lack of definition exists within it. Hence, in the areas where the Amended ICT sector is silent, we refer to the DTI Codes. This has sparked several debates as the DTI (Amended Codes of Good Practice) were again amended on the 31st of May 2019. A few examples of areas in contention include:
    1. The SDF calculation
    2. The absorption definition
    3. The 2.5% learnership indicator
    We had a meeting with the ICT council to discuss the above issues of debate and we were able to get an acceptable consensus on these and other issues.

    Do you fall under the ICT codes? Would you like to have guidance on the above in terms of the priority element of skills development and in other matters?

    Contact us and we can help you maximise your scorecard with minimal fuss!

    3Aug, 2021
    No “one size fits all” at verification
    Verification is an audit process that is required in order for you to be issued with a B-BBEE certificate. All five elements of the scorecard are verified with supporting evidence. Verification happens through a SANAS accredited agency which is empowered through legislation to issue you with a valid B-BBEE certificate. There is a code of conduct and checklist that verification agencies need to abide by before issuing a valid B-BBEE certificate. There is definitely no “one size fits all” process at verification due to different interpretations of the codes by verification agencies. Due to our close relationship with six of the top verification agencies in the country, we know the different interpretations out there in order to guide our clients appropriately. We will detail below what we have learnt through the 20 years of verification experience, the “must-do list” to ensuring a stress-free verification process. Planning
    • You need to have a verification project plan to guide the process of verification.
    • You need to track your turnover and NPAT every month to ensure are you still a QSE or Generic as this will impact your score due to the different targets between a QSE and Generic scorecard. Any discrepancy with your NPAT will negatively impact the score.
    • Verification planning is a year-long project. You need to have your verification file ready two months before your planned verification (also keeping it in line with when your current certificate will expire). Leaving it to the last minute is problematic.
    Format of information
    • Due to the checklist that verification agencies have, we can tell you before your verification what information will be required from you to claim points. However, the information will be required in a specific format to meet the standard of the verification agency. For example, an ID copy must be certified.
    Sampled evidence
    • Certain evidence will be requested at verification stage that is not known until the verification agency has sampled under the elements of management control, procurement and skills development. This means you need to have the information ready and on hand depending on which staff members are sampled under management control. As some companies are working virtually this can waste time at verification if information is not readily available when sampled.
    Software
    • It’s important to have a mock scorecard before you go for verification so you know what your likely level will be.
    • We are able to easily pick up when points have not been adequately awarded as we use similar software to verification agencies. Unless you know where to look, you can lose out on valuable points and your desired level. The verification agency is not under an obligation as an auditor to show you where you can earn more points, consultants are needed to fight for your points.
    Are you preparing for verification? Let us help you to generate a mock scorecard to show you the level you are likely to get. We can also assist you in the preparation of a verification file to submit to the verification agency.
    19Jul, 2021
    Have you read: The 21st CEE Report?
    The 21st Commission of Employment Equity Report has been issued and it shed light on some Employment Equity developments. These are also in line with the Draft Amendment Bill that is still being reviewed in parliament. As expected, the report has updated EAP targets which are useful in the quantitative analysis of each management level. These have changed slightly from last year: 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?
    1. You don’t have to sell your company shares in order for you to earn points on the ownership scorecard. The B-BBEE codes allow for various means in which to earn points on ownership.
    2. There are tax benefits that you can claim through specific forms of skills development. Let us show you how.
    3. Long term strategies for enterprise and supplier development ensure you will earn points over several years regardless of unexpected changes to your NPAT.
    4. The Amendment to the Employment Equity Act, which was recently released, has far stricter penalties for employers who don’t take EE seriously. Employers that don’t comply can expect strict enforcement and harsher penalties – fines of up to R2. 7mil or 10% of annual turnover.
    5. You can maximize on the skills development scorecard without having to meet the target spend.
    6. For absorption points you do not have to absorb all the learners trained to claim your skills development. Let us show you how this can be achieved.
    POPIA Compliance We take both your privacy and the POPI Act seriously, and would like to inform you that EconoServices will continue to ensure that all measures are taken to safeguard your personal information. We have put in place measures to ensure compliance with the requirements of the POPI act to prevent and stop the following:
    • No unauthorized access to personal information
    • No damage, accidental loss, misuse or destruction of any personal information on our records
    This will allow us in turn to continuously improve our systems in use and ensure we operationally continue within the legal framework of the act. Should you however, feel you would like to change your consent or information on record please feel free to contact our information officer Dr Muriel Mushariwa. You have the right to the following options in terms of your personal information:
    • Provide any updates such as address changes or contact details
    • To delete or remove your information
    • To inform us to stop contacting you
    Should we not hear from you by 23 July 2021, we will take it that permission has been given to us to continue to retain the information and to continue to communicate with you. Regarding our mailing list: No action is required if you are happy to stay on our mailing list and it will be accepted that you have consented to staying on. If you change your mind at any time in the future, you will always have the option to unsubscribe. Best wishes and keep safe. The EconoServ Team
    5May, 2021
    MAY MADNESS!
    During the month of May, EconoBEE will be running specially tailored full-day and half-day B-BBEE workshops with an added twist! Our Directors will be unpacking extra information which includes, but is not limited to, the following:
    • How the new measured period will impact measured entities
    • The debate around sale of assets and how it impacts ownership points
    • The B-BBEE Commission’s changes to non-compliant company reports
    • Recent rulings by the B-BBEE Commission around share option schemes
    • SANAS’s take on how to calculate the indicative profit margin
    • Communication from the ICT council with regard to the private contribution model
    • Annual fees that need to be paid to the ICT council
    • Discussion around the new absorption definition
    • Continued recognition complexities and how it impacts ownership points
    • ICT disability training and EAP targets
    Please contact us on info@econobee.co.za or 011 483 1190 to hear more!
    23Apr, 2021
    SANAS Clarity on measured period
    The governing body of verification agencies, the South African National Accreditation System (SANAS),  have sent a letter of clarification to all verification agencies in relation to the issue of the measured period. The letter is as follows: “I refer to the correspondence issued by Mr Yuneal Padayachy on 14 August 2020 in respect of the above-mentioned matter.(clarity on measured period)  We reiterate that the latest financial year end records must be verified for B-BBEE Verification purposes. The Verification Manual makes provision for the use of financial statements which are not audited and details the additional testing or requirements to be taken into consideration in reducing the risk to an acceptable level. These processes had been agreed to with the dtic and are not new requirements. If the intention of the legislature had been to allow for audited financial statements only, then it would not have allowed for the alternative testing or requirements on unaudited Financial Statements.  As a consequence of that communication, all verifications not done in line with that guidance, effective 15 August 2020, should be corrected. SANAS assessors will sample to determine if the guidelines had been followed by all Rating Agencies” The impact of this communication is as follows:
    1. Measured entities will not be allowed to use a measured period different to their financial period.
    2. Management accounts need to be aligned to the financial period, therefore an unaligned rating period will not be used.
    3. A measured entity is now required to use its most current financial information for a BBBEE audit. For example in 2021, a measured entity with a year end of February will need to use the financial information from March 2020 to February 2021. The measured entity being audited in 2021 will not be allowed to use the financial information of March 2019 to February 2020.

    Talk to us about how this communication may impact you going forward.