Pay Solutions Cape Town Clients may enjoy this breakfast with the Deputy Minister on the 13th October 2016 to discuss Employment Equity.

Invitation by Deputy Minister of Labour to a breakfast session with employers, 13 Oct 2016

Disclaimer: The information published in this article or newsletter is of general nature and should not be used without obtaining specific advice as to its application in your business or under your specific circumstances. Pay Solutions will accept no liability if the information is used without first obtaining specific advice from one of our consultants.


Employment Equity Plan

Employment Equity Plan & Submission

Employment Equity Plan

Join Pay Solutions at the Employment Equity 2016 Roadshow in Durban on the 30th August 2016.

Is your company a designated Employer, if so is your company ready to submit to the Department of Labour?

Does your company have more than 50 Employees?

Does your company have an Employment Equity Plan?

Does your company monitor Employment Equity?

Does your company have goals and targets set for Employment Equity?

Does your company have an Employment Equity Committee?

Did your company submit Employment Equity Reports last year?

Employment Equity Roadshows

Employment Equity RoadshowsDepartment of Labour to start national Employment Equity roadshows with stakeholders to strengthen EE implementation and compliance mechanisms

10 August 2016

The Department of Labour’s Employment Equity (EE) Directorate is set to kick-start the annual national Employment Equity roadshows to strengthen Employment Equity implementation and compliance mechanisms on Monday (15 August 2016) at the Hotel Promenade in Mbombela (Nelspruit), Mpumalanga Province.

The aim of the workshops nationally is to create awareness on compliance with the Employment Equity Act.

The EE roadshows will be held under the theme: “Transformation – makes business sense”. The objectives of the stakeholder workshops is:

Equal Pay for Work of Equal Value

Part 3 – We continue on the topic of  Equal Pay for Work of Equal Value – Its time to close the Gap!

Equal Pay for Work of Equal Value

Equal Pay for Work of Equal Value


6.1. Discrimination in pay /remuneration based on the sex of employees is an international phenomenon found to a greater or lesser degree in all countries. The ILO has suggested that due to –

6.1.1. stereotypes with regard to women’s work; 6.1.2. traditional job evaluation methods that were designed on the basis of male dominated jobs; and

Equal Pay for Work of Equal Value

Part 2 – We continue on the topic of  Equal Pay for Work of Equal Value

Equal Pay for Work of Equal Value


5.1. Article 3 of the ILO Equal Remuneration Convention 1951 (No. 100) requires that “measures shall be taken to promote objective appraisal of jobs on the basis of the work to be performed”

While the Convention only applies to equal pay /remuneration for work of equal value between men and women, the need to conduct an objective appraisal of jobs is a necessary element of applying the principle in all contexts, in particular, to eliminate residual structural inequalities related to legislated and practised racial discrimination that applied in the labour market in South Africa.

Equal Pay for Work of Equal Value

Part 1 – As we prepare for Employment Equity submissions 2015-2016 Pay Solutions discuss “Equal pay for work of equal value” and what this exactly means for the Employer and Employee.

Equal Pay for Work of Equal Value

The amendments to South African labour legislation namely, the The Employment Equity Amendment Act, 47 of 2013 [EEA] and the Employment Equity Regulations, 2014 [EER] came into effect on 01 August 2014.

Following thereon, the Minister of Labour, in terms of Section 54(1) of the Employment Equity Act, 1998 (Act No 55 of 1998 as amended), and on the advice of the Commission for Employment Equity, published a draft Code of Good Practice on Equal Pay for Work of Equal Value (‘the Code’) for public comment.