Employment Equity Compliance Made Easy
If you employ 50 or more people, the Employment Equity Act requires you to prepare a plan, submit reports and meet sectoral targets. Our platform simplifies compliance so you can focus on your business.
Why Comply with the Employment Equity Act?
The Employment Equity Act (EE Act) promotes equal opportunity and fair treatment in employment by eliminating unfair discrimination and implementing affirmative action measures.
Recent amendments effective 1 January 2025 redefine designated employers and tighten reporting obligations.
Deadlines for 2025/26
Employment Equity reporting window & compliance
Reporting cycle opens
The 2025 reporting cycle opens on 1 September 2025. Prepare EEA2 & EEA4 and confirm your EEP is up to date.
Manual submissions close
Manual submissions close on 1 October 2025. Online submissions remain open until 15 January 2026.
Non-compliance
Failure to comply can result in heavy fines, legal action and exclusion from government tenders.
Tip: set internal reminders 2—3 weeks before each deadline for approvals and sign-offs.
SpecCon EE Compliance Platform
Hosted on the TAP Business Platform, guiding you from data capture to submission with rich e-learning resources.
Centralised Data Capture
Collect entity information, workforce profiles and payroll data in one secure system.
Workforce Analysis
EEA12Identify barriers and representation gaps with built-in analytics to prepare your EEA12 report.
EE Plan Drafting
EEA13Draft a compliant five-year plan with templates aligned to government sectoral targets.
Auto-generated Reports
Instantly produce EEA2, EEA4, EEA12 and EEA13 in the correct formats, ready for submission.
Integrated Training Library
Access 300+ e-learning courses. Create teams, assign courses, set deadlines and issue branded certificates.
Manage Legal Appointments
Assign your section 24 manager and committee members with system generated appointment letters, schedule committee meetings and store relevant documentation.
Affordable Pricing
All the features you need — simple pricing with no hidden fees.
| Package Name | Details | Price |
|---|---|---|
| Standard | Up to 200 employees. Includes full data capture, analytics, report generation, e-learning library, custom certificates and SMTP integration. | R 1 000 / month |
| Enterprise | For 200+ employees. Includes all Standard features plus tailored onboarding and priority support. | Request a Quote |
Book a Free Demo
Ready to see our platform in action? Fill out the form and one of our compliance specialists will contact you to schedule a personalised demonstration.
Resources & FAQs
From 1 January 2025, you are a designated employer if you employ more than 50 people. Employers with 50 or fewer employees are not designated under the amended threshold.
However, when you bid for government work, section 53 typically requires an EE compliance certificate (or a permitted declaration) with the tender — regardless of size.
Read: Designated employers — obligations- Consult with employees/representatives (s16–17).
- Analyse policies & workforce profile (s19).
- Prepare & implement an EE Plan (s20).
- Report to the DG on time (s21–22).
- Assign & train responsible managers (s24–26).
- Address income differentials (s27).
- Be audit-ready for DG assessments (s43–44) and maintain eligibility for state contracts (s53).
- Appoint a senior owner; set up an EE forum (with unions/representatives).
- Complete the section 19 analysis and capture your baseline.
- Draft a 1–5 year EE Plan with goals, measures and timelines.
- Track progress quarterly; keep minutes and evidence.
- Submit EEA2 & EEA4 by the deadlines and keep receipts.
- EEA2: Employment Equity Report — workforce profile & progress against your plan (s21).
- EEA4: Statement of income differentials — remuneration gaps and equal-pay indicators (s27).
Both must be submitted by the prescribed dates for the reporting cycle.
The annual window generally follows this pattern:
- Opens: 1 September
- Manual closes: first working day of October
- Online closes: 15 January (of the next year)
Always check the Department's notice for the exact dates each year.
View the deadlines sectionEE planning and outcomes drive Management Control and support Skills Development pipelines. Verifiers usually request your EEA2/EEA4, EE Plan, organogram and payroll to substantiate claims.
Read: Employment Equity & your B-BBEE scoreGenerally no. Many organs of state require proof under section 53 — typically an EE compliance certificate (or permitted declaration) — as a gate condition for tenders and contract awards.
Read: Government contracting & EE complianceThe Act provides compliance orders and escalating administrative fines for failures like not consulting, not reporting or not implementing an EE Plan. Repeat contraventions carry higher amounts; some fines are linked to turnover.
View the fines tableThe Act (s20) allows a duration of not less than 1 year and not more than 5 years.
Current guidance aligns plans to a 5-year cycle (1 Sep 2025 – 31 Aug 2030) unless officially updated. Create a new plan immediately on expiry to ensure continuity.
- Signed EE Plan & change log; forum appointments and minutes.
- Section 19 analysis; organogram & payroll extracts; workforce profile.
- EEA2/EEA4 submissions & receipts; DG correspondence and remedial actions.
Keep a single "audit pack" to streamline both EE and B-BBEE verification.
Data is stored in a secure environment with role-based access, encryption in transit, regular backups and audit logs. Customer data is used only for service delivery and support.
Need a security pack? Contact us and we will share our latest summaries and certifications.
Assign a senior manager, issue appointment letters, constitute your forum/committee and schedule regular meetings. Our platform can generate letters and store evidence.
See platform featuresDiversity, backed by inclusive practices, improves innovation, decision quality, customer insight and talent retention — driving sustainable growth.
Read: The value of a diverse workforce