Deadline looms for employers in South Africa to submit employment equity reports
The Department of Employment and Labour has warned designated employers to submit their 2025 Employment Equity reports
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The Department of Employment and Labour has warned designated employers to submit their 2025 Employment Equity (EE) reports by midnight on Thursday, January 15 2026.
In a statement released to the media, the department said the deadline is the first under the amended Employment Equity Act, which requires designated employers to prepare and implement five-year EE plans covering the period 1 September 2025 to 31 August 2030.
This comes despite criticism from groups such as NEASA, who have challenged the EE sectoral targets in court, arguing they were introduced without proper consultation and may lead to unfair treatment or discrimination.
The act also sets sector-specific numerical targets for 18 industries, requiring employers to increase the representation of Black (African, Coloured, and Indian), female, and disabled employees across all levels of their workforce.
The department stressed that CEO-signed reports must be submitted to the Director-General. According to reports, non-compliance carries fines of up to R1.5 million or 2% of turnover.
"The Department of Employment and Labour is requesting designated employers to submit their annual Employment Equity (EE) Reports for the 2025 period by the target date on Thursday, 15 January 2026," the department said.
"The midnight deadline marks the first year in the submission of EE Reports since the amendment of the EE Act that now requires designated employers to prepare and implement EE Plans for the period from 1 September 2025 until 31 August 2030".
The department added that the EE reports must include all prescribed information and will be used to assess employers’ progress toward the five-year sector targets.
"The EE Act exists to promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination and the implementation of affirmative action measures to redress the disadvantages in employment experienced by designated groups.
According to the department, the key objectives and implications of the EE Amendment Act, 2022 are:
- To empower the Minister to regulate sector-specific EE numerical targets in order to ensure the equitable representation of suitably qualified people from the designated groups;
- To promulgate section 53 of the EEA for the issuing of the EE Compliance Certificate as a prerequisite for access to state contracts and doing business with any organ of state; and
- To reduce the regulatory burden on small businesses (i.e., those that employ 1 to 49 employees).
mthobisi.nozulela@iol.co.za
IOL Business