The final employment equity targets have sparked concerns over transparency and methodology in the absence of clear, evidence-based rationale from the Department of Employment and Labour.
With the 2025 Employment Equity Regulations now in effect, designated employers must align with stricter sectoral targets or face stiff penalties – unless they can justify non-compliance.
The guidelines provide for more flexibility, particularly for small businesses, while redefining how issues such as misconduct and poor performance are handled.
The amendments to the Employment Equity Act will come into force on 1 January. Employers must navigate new compliance requirements and prepare for the road ahead.
The rules now specify new requirements for review applications, including that the application must contain ‘no more than a concise statement of the grounds of review’.
The draft regulations for sector-specific numerical targets raise legal questions amid the upcoming amendments to the Employment Equity Act.
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