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Basic Guide to Employment Equity Pay Gaps

Basic Guide to Employment Equity Pay Gaps

Employers must hand in statements that show what pay workers in different job categories and levels get. If the gaps between workers’ pay is unfair, employers must reduce the gaps.

Application

The Employment Equity Act applies to all employers, workers and job applicants, but not members of the –

  • National Defence Force;
  • National Intelligence Agency; and
  • South African Secret Service.

The provisions for affirmative action apply to –

  • employers with 50 or more workers, or whose annual income is more than the amount specified in Schedule 4 of the Act;
  • municipalities;
  • organs of State;
  • employers ordered to comply by a bargaining council agreement;
  • any employers who volunteer to comply.

See (Ref)

Applies to all employers and workers and protects workers and job seekers from unfair discrimination, and also provides a framework for implementing affirmative action.

Pay Gaps

Employers must send statements to the Employment Conditions Commission that show the pay and benefits workers in different job categories and levels get. If pay gaps between different workers are unfair, employers must reduce the gaps.

Based on Legislation in Section 27of the Employment Equity Act

Reducing Pay Gaps

Employers can reduce pay gaps through –

  • collective bargaining;
  • obeying sectoral determinations;
  • following the rules of the Employment Conditions Commission; and
  • actions in the Skills Development Act.

Based on Legislation in Section 27of the Employment Equity Act


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Originally appeared on labour.gov.za on 14-11-2007. The views expressed herein are those of the author and do not necessarily reflect those of estome. estome accepts no responsibility for the accuracy, completeness or fairness of the article, nor does the information contained herein constitute advice, legal or otherwise.

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