Discover what the 2025 Employment Equity Act Amendments mean for South African employers. Learn about the new definition of designated employers, sector targets, and government compliance requirements.
This blog post explores the concept of reasonable accommodation under the Employment Equity Act, offering employers practical advice on how to support employees with mental health conditions through flexible work arrangements, job restructuring, and other accommodations.
This blog post guides employers through handling mental health-related grievances, outlining legal steps, best practices, and how to comply with South African labour laws, such as the Employment Equity Act and Labour Relations Act.
This blog provides an overview of South African labour laws regarding mental health in the workplace, outlining the legal obligations of employers under the Occupational Health and Safety Act, Employment Equity Act, and Labour Relations Act, along with best practices to ensure compliance.
South Africa’s journey towards a truly diverse and inclusive workplace continues with proposed amendments to the Employment Equity Act (EEA). These amendments aim to address persistent challenges hindering progress and pave the way for a more equitable workforce. Let’s delve into the proposed changes and analyze their potential impact. The Challenge of Transformation: Despite existing
The South African government is taking a bolder stance on workplace transformation with amendments to the Employment Equity Act (EEA) passed in May 2023. These changes, expected to come into effect in 2024, empower the Department of Labour to set specific numerical targets for designated employers across various economic sectors.
