From the previous articles dealing with employment equity, it is evident that a designated employer should, amongst other things (in no sequence of importance):
- identify the correct sector within which it operates, so that it can align itself with the sectoral targets
- ensure that its EEA9 classification is correct
- choose the right EAP
- determine whether a person is a suitably qualified person – firstly, same providing a ground for deviation from an employment equity plan and, secondly, same providing a justifiable reasonable ground for non-compliance with targets.
But, how should a designated employer deal with its employment equity targets from 2025 until the end of 2030?
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A 5-year employment equity plan is required, spanning from 1 September 2025 to 31 August 2030 and, in this plan, the following baseline year and measurement years can be identified:
End of 2025
- this is the baseline year
- no compliance certificate will be issued if the employer is guilty of unfair discrimination from 1 January 2025
- the employer sets its own targets and there is the duty to make reasonable progress
End of 2026
- this is measurement year 1
- no certificate of compliance is issued if the employer is guilty of unfair discrimination from 1 January 2025, or there is non-achievement with the targets without justifiable reason
- the employer sets own targets and there is a duty to make reasonable progress
End of 2027
- this is measurement year 2
- no compliance certificate will be issued if the employer is guilty of unfair discrimination from 1 January 2025, or there is non-achievement with the employment equity targets without any justifiable reason
- the employer sets its own targets and there is a duty to make reasonable progress
End of 2028
- this is measurement year 3
- no compliance certificate will be issued if the employer is guilty of unfair discrimination from 1 January 2025, or there is non-achievement with the targets without justifiable reason
- the employer sets its own targets and there is a duty to make reasonable progress
End of 2029
- this is measurement year 4
- no compliance certificate is issued if the employer is guilty of unfair discrimination from 1 January 2025, or there is non-achievement with the targets without justifiable reason
- the employer sets its own targets and there is a duty to make reasonable progress
End of 2030
- this is measurement year 5
- compulsory sectoral targets are applicable
- no compliance certificate will be issued if the employer is found guilty of unfair discrimination from 1 January 2025, or there is non-achievement of these sectoral targets without justifiable reason
