• Employment Equity Act, 1998 (Act No. 55 of 1998)
  • Notice No. 1323 of 1998
  • Act
  • Preamble
  • Chapter I : Definitions, Purpose, Interpretation and Application
    • 1. Definitions
    • 2. Purpose of this Act
    • 3. Interpretation of this Act
    • 4. Application of this Act
  • Chapter II : Prohibition of Unfair Discrimination
    • 5. Elimination of unfair discrimination
    • 6. Prohibition of unfair discrimination
    • 7. Medical testing
    • 8. Psychological testing and other similar assessments
    • 9. Applicants
    • 10. Disputes concerning this Chapter
    • 11. Burden of proof
  • Chapter III : Affirmative Action
    • 12. Application of this Chapter
    • 13. Duties of designated employers
    • [Repealed] 14. Voluntary compliance with this Chapter
    • 15. Affirmative action measures
    • 15A. Determination of sectoral numerical targets
    • 16. Consultation with employees
    • 17. Matters for consultation
    • 18. Disclosure of information
    • 19. Analysis
    • 20. Employment equity plan
    • 21. Reports
    • 22. Publication of report
    • 23. Successive employment equity plans
    • 24. Designated employer must assign manager
    • 25. Duty to inform
    • 26. Duty to keep records
    • 27. Income differentials
  • Chapter IV : Commission for Employment Equity
    • 28. Establishment of Commission for Employment Equity
    • 29. Composition of Commission for Employment Equity
    • 30. Functions of Commission for Employment Equity
    • 31. Staff and expenses
    • 32. Public hearings
    • 33. Report by Commission for Employment Equity
  • Chapter V : Monitoring, Enforcement and Legal Proceedings
    • Part A : Monitoring
      • 34. Monitoring by employees and trade union representatives
      • 35. Powers of labour inspectors
      • 36. Undertaking to comply
      • 37. Compliance order
      • 38. Limitations
      • 39. [Repealed] Objections against compliance order
      • 40. [Repealed] Appeal from compliance order
      • 41. Register of designated employers
      • 42. Assessment of compliance
      • 43. Review by Director-General
      • 44. Outcome of Director-General's review
      • 45. Failure to comply with Director-General's request or recommendation
    • Part B : Legal proceedings
      • 46. Conflict of proceedings
      • 47. Consolidation of proceedings
      • 48. Powers of commissioner in arbitration proceedings
      • 49. Jurisdiction of Labour Court
      • 50. Powers of Labour Court
    • Part C : Protection of employee rights
      • 51. Protection of employee rights
      • 52. Procedure for disputes
  • Chapter VI : General Provisions
    • 53. State contracts
    • 54. Codes of good practice
    • 55. Regulations
    • 56. Delegations
    • 57. Temporary employment services
    • 58. Designation of organs of state
    • 59. Breach of confidentiality
    • 60. Liability of employers
    • 61. Obstruction, undue influence and fraud
    • 62. This Act binds State
    • 63. Application of Act when in conflict with other laws
    • 64. Repeal of laws and transitional arrangements
    • [Repealed] 64A. Amendment of annual turnover thresholds in Schedule 4
    • 65. Short title and commencement
  • Schedules
    • Schedule 1 : Maximum permissible fines that may be imposed for contravening this Act
    • Schedule 2 : Laws repealed
    • Schedule 3 : Transitional arrangements
    • [Repealed] Schedule 4 : Turnover threshold applicable to designated employers
• Regulations
  • [Repealed] General Administrative Regulations, 2006
  • [Repealed] General Administrative Regulations, 2009
  • Employment Equity Regulations, 2014
    • Notice No. R. 595 of 2014
    • Definitions
      • 1. Definitions
    • Work of Equal Value
      • 2. Equal Pay for Work of Equal Value Criteria
      • 3. Eliminating unfair discrimination
      • 4. Meaning of work of equal value
      • 5. Methodology
      • 6. Assessing whether work is of equal value
      • 7. Factors justifying differentiation in terms and conditions ...
    • Duties of a Designated Employer
      • 8. Collecting information and conducting an analysis
      • 9. Duty to prepare and implement an Employment Equity Plan
      • 10. Duty to report
      • 11. Duty to inform
      • 12. Income differentials and discrimination
    • Enforcement Mechanisms
      • 13. Requesting an undertaking
      • 14. Compliance order
      • 15. Review by the Director-General (DG Review)
    • General Administrative Matters
      • 16. Repeal of laws
      • 17. Short title
    • Forms and Annexures
• Code of Good Practice
  • Preparation, implementation and monitoring of employment equity plans
    • Notice No. R. 1394 of 1999
    • 1. Objective
    • 2. Legal framework
    • 3. Scope
    • 4. Purpose and rationale for the plan
    • 5. Structure of the plan
    • 6. Process for constructing a plan
    • 7. Planning phase
    • 8. Developing the plan
    • 9. Monitoring and evaluating the plan
  • Key Aspects of HIV/Aids and Employment
    • Notice No. R. 1298 of 2000
    • 1. Introduction
    • 2. Objectives
    • 3. Policy Principles
    • 4. Application and Scope
    • 5. Legal Framework
    • 6. Promoting a Non-Discriminatory Work Environment
    • 7. HIV Testing, Confidentiality and Disclosure
    • 8. Promoting a Safe Workplace
    • 9. Compensation for Occupationally Acquired HIV
    • 10. Employee Benefits
    • 11. Dismissal
    • 12. Grievance Procedures
    • 13. Management of HIV in the Workplace
    • 14. Assessing the impact of HIV/Aids on the Workplace
    • 15. Measures to deal with HIV/Aids within the Workplace
    • 16. Information and Education
    • Glossary
  • [Repealed] Amended Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace
    • Notice 1357 of 2005
    • 1. Introduction
    • 2. Application of the code
    • 3. Sexual Harassment as a form of unfair discrimination
    • 4. Test for Sexual Harassment
    • 5. Factors to establish sexual harassment
    • 6. Guiding principles
    • 7. Sexual Harassment Policies
    • 8. Procedures
    • 9. Confidentiality
    • 10. Additional sick leave
    • 11. Information and education
  • Integration of Employment Equity into Human Resource Policies and Practices
    • Notice 1358 of 2005
    • 1. Foreword
    • 2. Objective
    • 3. Scope and Legal Principles
    • 4. Structure of the Code
    • 5. Implementing employment equity
    • Part A : Commencing Employment
      • 6. Job Analysis and Job Descriptions 
      • 7. Recruitment & Selection
      • 8. Induction
      • 9. Probation
      • 10. Medical, Psychological and other similar assessments
    • Part B : During Employment
      • 11. Terms and Conditions of Employment
      • 12. Remuneration
      • 13. Job Assignments
      • 14. Performance Management
      • 15. Skills Development
      • 16. Promotion and Transfer
      • 17. Confidentiality and Disclosure of Information
      • 18. Retention
      • 19. Harassment
      • 20. Discipline, Grievance and Dispute Resolution
    • Part C : Ending Employment
      • 21. Terminating Employment
      • 22. Exit Interviews
  • HIV and Aids and the World of Work
    • Notice No. 451 of 2012
    • Preamble
    • 1. Definitions
    • 2. Introduction
    • 3. Objectives of the Code
    • 4. Scope of the Code
    • 5. Key Principles
    • 6. Legal Framework
    • 7. Elimination of Unfair Discrimination and Promotion of Equal ...
    • 8. Promoting a Healthy and Safe Working Environment
    • 9. Management of HIV and AIDS in the Workplace
    • 10. Monitoring and Evaluation (M&E)
  • Equal Pay/Remuneration for Work of Equal Value
    • Notice No. 448 of 2015
    • 1. Objectives
    • 2. Scope
    • 3. Legal Framework and Principles
    • 4. Eliminating Unfair Discrimination in respect of Pay/...
    • 5. Evaluating Jobs
    • 6. Comparing and Evaluating Male- and Female Dominated Jobs
    • 7. Factors Justifying Differentiation in Pay/Remuneration
    • 8. Process for Evaluating Jobs for the Purpose of Equal ...
  • Employment of Persons with Disabilities
    • Notice No. 1085 of 2015
    • 1. Foreword
    • 2. Aim of the Code
    • 3. Status of the Code
    • 4. Legal framework and guiding principles
    • 5. Definitions and interpretation
    • 6. Reasonable accommodation for persons with disabilities
    • 7. Recruitment and selection
    • 8. Medical and psychological testing and other similar ...
    • 9. Placement
    • 10. Training and career advancement
    • 11. Retaining persons with disabilities
    • 12. Termination of employment
    • 13. Workers' compensation
    • 14. Confidentiality and disclosure of disability
    • 15. Employee benefits
    • 16. Employment equity planning in respect of persons ...
    • 17. Education and awareness
    • 18. Monitoring and evaluation
  • Preparation, Implementation and Monitoring of the Employment Equity Plan (EE Plan)
    • Notice No. 393 of 2017
    • 1. Objective
    • 2. Legal framework
    • 3. Scope
    • 4. Purpose and Rationale of the EE Plan
    • 5. Structure of the EE Plan
    • 6. Process for Constructing Plan
      • 6.1.1 Initiator to steer the process, including the assignment of one or more senior managers
      • 6.1.2 Communication, Awareness and Consultation
      • 6.1.3 Conducting an Analysis (contained in EEA12 of regulations)
        • 6.1.3.1 The purpose of the analysis is
        • 6.1.3.2 Workforce profile
        • 6.1.3.3 Review of employment policies, practices, procedures, and working environment
    • 7. Developing the EE Plan
      • 7.1 Analysis Report
      • 7.2 Duration of EE Plan
      • 7.3 Objectives of the EE Plan
      • 7.4 Numerical goals and numerical targets
      • 7.5 Affirmative action measures
      • 7.6 Consensus
      • 7.7 Resources
      • 7.8 Assignment of responsibility
      • 7.9 Dispute Resolution
      • 7.10 Monitoring and Evaluating the EE Plan
      • 7.11 Communication
    • 8. Reporting
  • Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace
    • Notice No. R. 1890 of 2022
    • List of Abbreviations
    • Introduction
    • 1. Objectives of the Code
    • 2. Application of the Code
    • 3. Legal Framework
    • I - Substantive Issues
      • 4. What is Harassment?
      • 5. Sexual Harassment
      • 6. Racial, Ethnic or Social Origin Harassment
      • 7. Other statutes impacting on harassment
    • II - Procedural Issues
      • 8. Guiding Principles on the Prevention, Elimination and Management of Harassment
      • 9. Harassment Policies
      • 10. Procedures
      • 11. Confidentiality
      • 12. Additional Sick Leave
      • 13. Information and Education
• Proclamations
  • Commencement of the Employment Equity Amendment Act, 2013
    • Notice No. 50 of 2014