Staff Writer | April 16, 2025
The Ministry of Employment and Labor has led the targets for the new bee sector for South African businesses in the official gazette.
Target has formed part of the newly published employment equity regulations, gazing in 2025 and repeals previous laws.
The regulations have set specific race- and gender-based numerical targets for businesses in 18 South African industries to be achieved over the next five years.
It forms part of the government's broad black economic empowerment and positive action goals, thereby ensuring that businesses reflect the country's racial and gender demographics.
South Africa has been fully in effect for decades with Bee and AA law, but transformation has not been fast enough for government preferences.
Many top positions still do not reflect the country's black majority, and the states now want to force businesses.
According to the department, the target has been implemented and ensures there is “an impartial representation of properly qualified people from designated groups at all occupational levels in the workforce.”
In particular, the goal applies only to “specified employers.” This is someone who employs over 50 people.
These employers are expected to set these targets as part of their employment equity plans and reporting.
Designated employers must prepare and implement EE plans for the period From September 1, 2025 to August 31, 2030.
The department noted that the five-year goal is not intended to add up to 100% to exclude foreigners in the profile of white men without disabilities and labor forces.
For example, five years later, companies in the accommodation and foodservice sector must have 56.7% of top management from “designated groups.”
In the same industry, 78.3% of senior management positions should reflect these groups.
84.7% of professional and middle managers and 95.9% of skilled technical employees should also reflect individuals from designated groups.
The designated group refers to black people (Africa, Color, India), women, and people with disabilities.
Failure to follow regulations can be seen as businesses are referred to labor courts and faced with fines.
However, the department noted that if designated employers demonstrated that there is a reasonable basis for not complying with the target, they would not ingest penalties or form of disadvantage.
These “legitimate and reasonable grounds” for not complying with the target are:
There are insufficient opportunities for recruitment.
There are insufficient promotion opportunities.
Inadequate target individuals from designated groups with relevant qualifications, previous learning, experience, or ability to acquire such acquiring within reasonable time.
Impact of a CCMA Award or court order.
Relocating business;
Merger or acquisition. and
The impact of economic situation on business.
“Disclaimer – the views and opinions expressed in this article are the views of the author and are not necessarily those of the Bee Room.”
