The Department of Employment and Labour has called on employers, trade unions, employees and other stakeholders to provide feedback on the Draft Reviewed Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity (EE) Plans.
The draft code was published for public comment on 24 July 2026, with interested parties given 60 days to submit their written comments.
According to the department, the revised code is designed to guide designated employers in preparing, implementing and monitoring employment equity plans in accordance with the Employment Equity Act (EEA), No. 55 of 1998, as amended, and its accompanying regulations.
What The Revised Employment Equity Code Covers
The updated code provides guidance on several key aspects of employment equity planning. These include the objectives and purpose of employment equity plans, the legal framework governing them, the structure of employment equity plans, the preparation process, implementation and monitoring, as well as reporting requirements.
The Department of Employment and Labour explained that “The Code provides guidelines to designated employers, those who employ 50 or more employees, and their employees on good practice for the preparation, implementation and monitoring of an employment equity plan as required by the Employment Equity Act, No. 55 of 1998 (EEA), as amended, and its Regulations.”
The department added that the guidelines are intended to help employers and employees apply employment equity requirements appropriately within their respective workplace environments.
Who The Revised Code Applies To
The revised code applies to all designated employers that are required to prepare, implement and monitor employment equity plans in consultation with representative trade unions, employees or employee representatives, as required by the Employment Equity Act and its regulations.
According to the department, the code is issued under Section 54 of the Employment Equity Act and should be read together with other codes issued under the Act, as well as relevant labour legislation, the Constitution of South Africa and the Broad-Based Black Economic Empowerment Act.
Public Participation Process
The Department of Employment and Labour has encouraged all interested stakeholders to participate in the consultation process by submitting written comments during the 60-day public comment period.
Members of the public can send their submissions via email to Christina.Lehlokoa@labour.gov.za or Tsholofelo.Ndlovu@labour.gov.za before the consultation period closes.
