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Employment Equity Plan (EEA13) — South Africa 2025-2030
Every South African designated employer (50+ employees, or any organ of state) must adopt and implement a written Employment Equity Plan in the EEA13 format. The first reporting cycle under the 2025 EE Regulations runs 1 September 2025 to 31 August 2030, with the first EEA2 report due 15 January 2026. Our free template implements every EEA13 mandatory element with eight expert-tier sections that meet the standard required for the EE Certificate of Compliance.
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EMPLOYMENT EQUITY PLAN (EEA13)
Meridian Group (Pty) Ltd · 1 September 2025 To 31 August 2030 · Information And Communication Technology (ICT)
Designated Employer — 150 to 499 employees
PAYE Ref: 7910123456
This Employment Equity Plan (EEA13) is adopted by Meridian Group (Pty) Ltd (Registration No. 2015/123456/07) of 22 Fredman Drive, Sandton, Johannesburg 2196 for the prescribed 5-year cycle from 1 September 2025 to 31 August 2030, in accordance with the Employment Equity Act 55 of 1998 (EEA) as amended by the Employment Equity Amendment Act 4 of 2022 (effective 1 January 2025) and the General Administrative Employment Equity Regulations, 2025 (published 15 April 2025). The Plan incorporates the sectoral numerical targets for the Information and Communication Technology (ICT) sector as gazetted by the Minister of Employment and Labour.
1.
EE SENIOR MANAGER
In accordance with section 24 of the EEA, the Designated Employer assigns ultimate accountability for the implementation, monitoring and reporting of this EE Plan to Thandi Nkosi, Chief Transformation Officer. The EE Manager liaising with the Commission for Employment Equity (CEE) is Pieter van der Merwe, Head of Human Resources. The Senior Manager is provided with sufficient authority and resources to execute these responsibilities.
2.
EAP BASIS AND CURRENT WORKFORCE PROFILE
The Designated Employer elects the national economically active population (EAP) as the demographic benchmark for setting numerical goals under this EE Plan. This election applies for the full 5-year cycle and the subsequent EEA2 reporting period.
The current workforce profile, as captured in the EEA12 workplace analysis, is summarised as follows:
As at the EEA12 analysis date (June 2025), the workforce comprises 156 employees: Top Management 4 (2 African, 1 White female, 1 Indian male, 0 disabled); Senior Management 18 (8 African, 6 White, 2 Coloured, 2 Indian — 7 female, 11 male, 1 disabled); Professionally Qualified 47 (22 African, 14 White, 5 Coloured, 6 Indian — 19 female, 28 male, 2 disabled); Skilled Technical 65 (38 African, 12 White, 9 Coloured, 6 Indian — 24 female, 41 male, 3 disabled); Semi-Skilled 22 (16 African, 2 White, 3 Coloured, 1 Indian — 11 female, 11 male, 0 disabled).
The current workforce profile, as captured in the EEA12 workplace analysis, is summarised as follows:
As at the EEA12 analysis date (June 2025), the workforce comprises 156 employees: Top Management 4 (2 African, 1 White female, 1 Indian male, 0 disabled); Senior Management 18 (8 African, 6 White, 2 Coloured, 2 Indian — 7 female, 11 male, 1 disabled); Professionally Qualified 47 (22 African, 14 White, 5 Coloured, 6 Indian — 19 female, 28 male, 2 disabled); Skilled Technical 65 (38 African, 12 White, 9 Coloured, 6 Indian — 24 female, 41 male, 3 disabled); Semi-Skilled 22 (16 African, 2 White, 3 Coloured, 1 Indian — 11 female, 11 male, 0 disabled).
3.
EMPLOYMENT BARRIERS IDENTIFIED (EEA12 OUTCOME)
The following employment barriers were identified through the EEA12 workplace analysis required under section 19 of the EEA:
1. Recruitment funnel underperforms on female African candidates at Senior Management level — only 18% of shortlists, against 35% national EAP target. 2. Internal promotion ratio for disabled employees is zero across the past 3 years. 3. The Mentorship Programme is informal and not accessible to all candidates from designated groups. 4. Performance review process shows unconscious-bias indicators (15% rating delta between African male and White male in the Skilled Technical band, after controlling for tenure). 5. Reasonable-accommodation procedure for disabled employees is documented but not actively communicated.
Each barrier listed above is addressed by a corresponding affirmative action measure in the strategies and measures sections of this Plan.
1. Recruitment funnel underperforms on female African candidates at Senior Management level — only 18% of shortlists, against 35% national EAP target. 2. Internal promotion ratio for disabled employees is zero across the past 3 years. 3. The Mentorship Programme is informal and not accessible to all candidates from designated groups. 4. Performance review process shows unconscious-bias indicators (15% rating delta between African male and White male in the Skilled Technical band, after controlling for tenure). 5. Reasonable-accommodation procedure for disabled employees is documented but not actively communicated.
Each barrier listed above is addressed by a corresponding affirmative action measure in the strategies and measures sections of this Plan.
4.
NUMERICAL GOALS — TOP FOUR OCCUPATIONAL LEVELS
The Designated Employer commits to the following numerical goals by the end of the EE Plan period (31 August 2030), aligned with the sectoral targets for the Information and Communication Technology (ICT) sector:
Top Management: 50% Black (African, Coloured, Indian), 40% female, 3% disabled by 2030
Senior Management: 55% Black, 45% female, 3% disabled by 2030
Professionally Qualified: 60% Black, 45% female, 3% disabled by 2030
Skilled Technical: 70% Black, 50% female, 3% disabled by 2030
Disability (across all occupational levels): 3% across all occupational levels by 2030 (raised from 2% in 2025 Regulations)
Annual progress targets are tabled in the EE Committee's annual work plan and reviewed against the EEA2 reporting cycle.
Top Management: 50% Black (African, Coloured, Indian), 40% female, 3% disabled by 2030
Senior Management: 55% Black, 45% female, 3% disabled by 2030
Professionally Qualified: 60% Black, 45% female, 3% disabled by 2030
Skilled Technical: 70% Black, 50% female, 3% disabled by 2030
Disability (across all occupational levels): 3% across all occupational levels by 2030 (raised from 2% in 2025 Regulations)
Annual progress targets are tabled in the EE Committee's annual work plan and reviewed against the EEA2 reporting cycle.
5.
STRATEGIES TO ACHIEVE THE NUMERICAL GOALS
Recruitment: Mandatory diverse shortlists (minimum 50% designated-group representation) at Senior Management and above. Partnership with two leading recruitment agencies specialising in designated-group placement. Quarterly review of recruitment funnel by demographic. Targeted advertising in publications and platforms with strong reach into designated groups.
Retention: Pay-equity audit annually with adjustment fund of ZAR 1.2 million per year. Career-development conversations every 6 months for all designated-group employees at Skilled Technical and above. Sponsorship programme pairing designated-group employees with executive sponsors.
Training and development: Dedicated training budget for designated-group employees: ZAR 800,000 per year. Leadership development programme intake of 20 employees per year (minimum 70% designated). Bursary scheme for 15 students per year studying scarce-skills disciplines (engineering, data science, finance).
Retention: Pay-equity audit annually with adjustment fund of ZAR 1.2 million per year. Career-development conversations every 6 months for all designated-group employees at Skilled Technical and above. Sponsorship programme pairing designated-group employees with executive sponsors.
Training and development: Dedicated training budget for designated-group employees: ZAR 800,000 per year. Leadership development programme intake of 20 employees per year (minimum 70% designated). Bursary scheme for 15 students per year studying scarce-skills disciplines (engineering, data science, finance).
6.
AFFIRMATIVE ACTION — IDENTIFYING AND ELIMINATING BARRIERS
In accordance with section 15(2)(a) of the EEA, the following measures are implemented to identify and eliminate the employment barriers identified in Clause 3:
1. Unconscious-bias training for all line managers within Q1 of each plan year, with assessment. 2. Anonymised CV screening for all roles at Senior Management and above. 3. Annual review of HR policies and job descriptions for indirect-discrimination risk by external EE auditor. 4. Mandatory diverse interview panels (minimum one designated-group representative on every panel).
1. Unconscious-bias training for all line managers within Q1 of each plan year, with assessment. 2. Anonymised CV screening for all roles at Senior Management and above. 3. Annual review of HR policies and job descriptions for indirect-discrimination risk by external EE auditor. 4. Mandatory diverse interview panels (minimum one designated-group representative on every panel).
7.
REASONABLE ACCOMMODATION FOR PEOPLE WITH DISABILITIES
In accordance with section 15(2)(c) of the EEA and the Code of Good Practice on Employment of Persons with Disabilities, the Designated Employer implements the following measures of reasonable accommodation:
Dedicated reasonable-accommodation budget of ZAR 400,000 per year for workplace adjustments (assistive technology, ergonomic furniture, sign-language interpretation, flexible scheduling). On-request consultation with the South African National Council for the Blind, DeafSA and the QuadPara Association of South Africa. Annual physical accessibility audit of all premises.
Dedicated reasonable-accommodation budget of ZAR 400,000 per year for workplace adjustments (assistive technology, ergonomic furniture, sign-language interpretation, flexible scheduling). On-request consultation with the South African National Council for the Blind, DeafSA and the QuadPara Association of South Africa. Annual physical accessibility audit of all premises.
8.
YOUTH BURSARY AND GRADUATE PROGRAMME
To develop the pipeline of qualified candidates from designated groups, the Designated Employer commits to:
Bursary scheme for 15 designated-group students per year studying scarce-skills disciplines (engineering, data science, finance, ICT) at recognised SA universities. Vacation work placement (6 weeks/year) and guaranteed first-interview for graduate roles at the Company. Annual intake of 20 graduates into the 12-month Graduate Programme (target: 80% designated group).
Bursary scheme for 15 designated-group students per year studying scarce-skills disciplines (engineering, data science, finance, ICT) at recognised SA universities. Vacation work placement (6 weeks/year) and guaranteed first-interview for graduate roles at the Company. Annual intake of 20 graduates into the 12-month Graduate Programme (target: 80% designated group).
9.
WOMEN ADVANCEMENT PROGRAMME
To address female under-representation, particularly at Senior Management and above, the Designated Employer commits to:
Women in Leadership (WiL) programme: 12 candidates per cohort, two cohorts per year, 9-month structured curriculum including mentorship by women on the Executive Committee. Returners programme for women returning from maternity / extended career break, with paid retraining stipend.
Women in Leadership (WiL) programme: 12 candidates per cohort, two cohorts per year, 9-month structured curriculum including mentorship by women on the Executive Committee. Returners programme for women returning from maternity / extended career break, with paid retraining stipend.
10.
DISABILITY INCLUSION PROGRAMME
To meet the 3% disability target raised in the 2025 EE Regulations (previously 2%), the Designated Employer commits to:
Disability Confident workplace accreditation by Year 2 of the plan. Mandatory disability-awareness module for all employees within 30 days of joining. Active partnership with the South African Disability Employment Network and Sectoral Education and Training Authorities (SETAs) for sourcing candidates with disabilities. Stretch hire target: 3 employees with disabilities per year at Skilled Technical or above.
Disability Confident workplace accreditation by Year 2 of the plan. Mandatory disability-awareness module for all employees within 30 days of joining. Active partnership with the South African Disability Employment Network and Sectoral Education and Training Authorities (SETAs) for sourcing candidates with disabilities. Stretch hire target: 3 employees with disabilities per year at Skilled Technical or above.
11.
MONITORING AND EVALUATION
Implementation of this EE Plan is monitored on a quarterly basis. The persons responsible for monitoring are:
EE Senior Manager (Chief Transformation Officer): ultimate accountability + Board reporting. HR Business Partners (regional, 4 in total): operational data collection and barrier escalation. Internal Audit: annual independent audit of EE data integrity. CEO: receives quarterly EE dashboard and is accountable to the Board for EE performance.
Reasonable progress is assessed against the annual numerical targets and the strategies set out in this Plan.
EE Senior Manager (Chief Transformation Officer): ultimate accountability + Board reporting. HR Business Partners (regional, 4 in total): operational data collection and barrier escalation. Internal Audit: annual independent audit of EE data integrity. CEO: receives quarterly EE dashboard and is accountable to the Board for EE performance.
Reasonable progress is assessed against the annual numerical targets and the strategies set out in this Plan.
12.
INTERNAL DISPUTE RESOLUTION
Any employee or employee representative who alleges a contravention of this EE Plan may lodge a written complaint with the EE Senior Manager. The complaint will be acknowledged within 5 working days and addressed within 30 working days. Where the matter is unresolved internally, the employee retains the right to refer the dispute to the Commission for Conciliation, Mediation and Arbitration (CCMA) under section 10 of the EEA.
13.
ANNUAL EEA2 / EEA4 REPORTING
The Designated Employer commits to submit the EEA2 reporting form (workforce profile and progress) and the EEA4 reporting form (income differentials) annually by 15 January following the end of the reporting period (1 September to 31 August), in accordance with the 2025 EE Regulations. Late or non-submission jeopardises the EE Certificate of Compliance required under section 53 of the EEA for bidding on state contracts.
14.
CONSULTATION (SECTION 16 EEA)
In accordance with section 16 of the EEA, this EE Plan was prepared and adopted in consultation with the following parties:
Recognised trade unions: SACCAWU (Southern African Clothing and Textile Workers Union — 28% membership) and FAWU (Food and Allied Workers Union — 15% membership). Workplace forum elected representatives: 7 members representing each occupational level. Consultation meetings held quarterly with formal minutes circulated.
Recognised trade unions: SACCAWU (Southern African Clothing and Textile Workers Union — 28% membership) and FAWU (Food and Allied Workers Union — 15% membership). Workplace forum elected representatives: 7 members representing each occupational level. Consultation meetings held quarterly with formal minutes circulated.
15.
EMPLOYMENT EQUITY COMMITTEE
An Employment Equity Committee is established, comprising representatives of management and elected employee representatives across all occupational levels and demographic groups. The Committee meets at least quarterly to review progress against the EE Plan, consider barrier-related concerns, and recommend amendments where necessary. Committee minutes are circulated to the Senior Manager and form part of the EE record.
16.
EE CERTIFICATE OF COMPLIANCE (EECC)
The Designated Employer commits to apply for an annual EE Certificate of Compliance (EECC) under section 53 of the EEA. The EECC is required to qualify for state contracts and is issued by the Department of Employment and Labour subject to: (a) timely submission of the EEA2 and EEA4 reports; (b) substantial compliance with the applicable sectoral numerical targets; (c) no findings of contravention in the preceding 12 months. The EE Senior Manager monitors EECC readiness on a quarterly basis.
17.
ADOPTION AND REVIEW
This EE Plan is adopted by the Designated Employer with effect from 1 September 2025 and shall remain in force until 31 August 2030, with annual reviews against the EEA2 / EEA4 reporting cycle. The Plan may be amended in consultation with the consulting parties where necessary to address changes in legislation, sectoral targets, or workforce profile.
EE SENIOR MANAGER
Thandi Nkosi
Chief Transformation Officer
Meridian Group (Pty) Ltd
Date: ____________________
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What Is an Employment Equity Plan (EEA13)?
An Employment Equity (EE) Plan in the EEA13 format is the written 5-year roadmap by which a designated employer commits to achieving equitable representation of suitably qualified people from designated groups (Black African, Coloured, Indian, women and people with disabilities) across all occupational levels. The Plan is mandatory under section 20 of the Employment Equity Act 55 of 1998 (EEA) for every designated employer — defined since 1 January 2025 as any employer with 50 or more employees, or any organ of state regardless of headcount.
The 2025 EE Regulations published on 15 April 2025 specify the EEA13 format and require that the Plan must include: (1) workforce profile analysis (recorded on EEA12); (2) numerical goals for designated groups within the top four occupational levels; (3) timetable for achieving the numerical goals (5-year + annual); (4) strategies to achieve the goals; (5) procedures to monitor and evaluate implementation; (6) internal dispute resolution procedure; (7) the senior manager and other persons responsible; (8) affirmative action measures (including barrier removal, reasonable accommodation, and equitable representation); and (9) any other measure consistent with the EEA. The prescribed plan period is 1 September 2025 to 31 August 2030, aligned with the 5-year sectoral target horizon set by the Minister of Employment and Labour.
The first reporting cycle under the 2025 EE Regulations runs from 1 September 2025 to 15 January 2026, with the EEA2 (workforce profile and progress) and EEA4 (income differentials) submissions due by 15 January 2026. Failure to submit on time withholds the EE Certificate of Compliance (EECC) — which is mandatory under section 53 of the EEA for any employer bidding for state contracts. Inspections by the Department of Employment and Labour EE Inspectorate test both the content of the Plan and the implementation evidence; a defective Plan is the most common finding leading to a recommendation for prosecution.
What's Covered in This Template
Eight sections covering every EEA13 mandatory element plus expert-tier affirmative action measures.
Designated Employer Details
Name, registration, PAYE reference, sector (drives sectoral targets), employer size (50-149 / 150-499 / 500+ / organ of state), EE Senior Manager and CEE contact.
EAP Basis Election
National EAP vs Provincial EAP — locked for the 5-year plan and subsequent EEA2 reporting.
Current Workforce Profile
Headcount snapshot by occupational level, race, gender and disability — basis for numerical goals.
Identified Barriers (EEA12)
Employment barriers identified through the EEA12 workplace analysis — each linked to an AA measure.
Numerical Goals — Top 4 Levels
Year-by-year goals for Top Management, Senior Management, Professionally Qualified and Skilled Technical bands, plus 3% disability target.
Recruitment / Retention / Training Strategies
High-level strategies to deliver the numerical goals.
Barrier Removal Measures (Expert)
Unconscious-bias training, anonymised CV screening, external EE audit, diverse interview panels.
Reasonable Accommodation (Expert)
Dedicated budget for workplace adjustments, assistive technology, sign-language interpretation, accessibility audits.
Bursary + Women + Disability Programmes (Expert)
Three flagship pipeline programmes addressing the most chronic under-representation areas.
Monitoring + EEA2 / EEA4 Reporting (Expert)
Quarterly monitoring, named responsible persons, 15 January reporting deadline.
Consultation + EE Committee (Expert)
Section 16 EEA consultation with trade unions / workplace forum, EE Committee constitution.
EE Certificate of Compliance Strategy (Expert)
EECC application strategy — required for state contract bidding under section 53 EEA.
How to Create an Employment Equity Plan (EEA13)
Five steps from workforce analysis to a Section 53-compliant 5-year EE Plan.
- 1
Complete the EEA12 Workplace Analysis First
Section 19 EEA requires the workplace analysis to be completed before the Plan. Identify barriers, profile the workforce, capture demographic data.
- 2
Elect National or Provincial EAP
Multi-province employers typically use National EAP. Single-province / region-concentrated employers use Provincial EAP. Locked for the full 5-year cycle.
- 3
Set Numerical Goals Aligned to Sectoral Targets
Match or exceed the sectoral target gazetted in April 2025 for your sector. Set annual progress targets, not just the 2030 endpoint. Include the 3% disability target across all levels.
- 4
Link AA Measures to Identified Barriers
Every barrier in the EEA12 analysis must have at least one corresponding measure in the Plan. Vague commitments fail the EE Inspectorate audit.
- 5
Consult, Adopt and Communicate
Section 16 EEA requires consultation with trade unions / workplace forum representatives. Adopt formally, communicate to every employee, file with the DEL, and prepare for the 15 January 2026 EEA2 reporting deadline.
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Legal Considerations
EE Plans are subject to DEL inspection and EE Certificate of Compliance gating — content quality matters.
This template is for informational purposes only and does not constitute legal advice. Consult a qualified South African attorney or registered EE practitioner for advice specific to your situation.
Reviewed for South African law
2025 EE Regulations and Sectoral Targets
The General Administrative Employment Equity Regulations 2025 (published 15 April 2025) prescribe the EEA13 plan format and require designated employers to adopt a 5-year plan covering 1 September 2025 to 31 August 2030. The Minister has gazetted 18 sectoral targets, each setting 5-year goals for designated groups at the top four occupational levels and a 3% target for persons with disabilities across all levels (raised from 2%). The numerical goals in the EE Plan must be aligned with the sectoral targets — a Plan that proposes lower goals than the sectoral target is non-compliant.
Designated Employer Definition (2025 Revision)
The revised section 1 definition of "designated employer" excludes employers with fewer than 50 employees, regardless of turnover. The change took effect with the Employment Equity Amendment Act 4 of 2022 (commencement 1 January 2025). This eases the EE compliance burden on small employers but increases the focus on medium and large employers (50+). Organs of state remain designated regardless of headcount.
EE Certificate of Compliance — State-Contract Gateway
Section 53 of the EEA requires every state-contracting employer to hold an EE Certificate of Compliance (EECC). The EECC is conditional on: (a) timely submission of EEA2 and EEA4 reports by 15 January annually; (b) substantial compliance with the applicable sectoral targets; and (c) no findings of contravention in the preceding 12 months. A Plan that is poorly drafted or not implemented places the EECC at risk and effectively excludes the employer from billions of rand of state-contract opportunities. Inspections by the EE Inspectorate are intensifying through 2026 as the new regime beds in.
Frequently Asked Questions
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