Straight answers to the questions employers ask.

If you're a designated employer — broadly, a business with 50 or more employees — then yes, the Employment Equity Act requires you to have a plan, a committee and annual reporting. We'll confirm whether you qualify and put everything in place if you do.

The amended Act introduces sector-specific numerical targets that designated employers are measured against. If you're designated, they affect how you plan and report. We translate the targets into a practical plan for your business.

Designated employers report to the Department of Employment & Labour once a year, ahead of the reporting deadline. We prepare your reports and submit them on time, so you never miss the window.

Yes. CCMA and Bargaining Council representation is included in our Labour Law retainer, and where a matter goes to the Labour Court we instruct our panel of labour lawyers. Our track record: 0 cases lost at the CCMA.

Redundancy describes a role that's no longer needed; retrenchment is the legal process of ending employment for operational reasons, which has strict procedural requirements. Getting the process right is what protects you — and it's exactly what we manage.

A hearing can proceed in the employee's absence if it's handled correctly and fairly. We chair these hearings, or guide you through them, so the outcome stands up if it's ever challenged.

The Workplace Skills Plan sets out your planned training and the Annual Training Report records what you did. They're submitted to your SETA each year — the deadline for ATR and WSP submission is 30 April. We prepare and submit both, and unlock the grants attached to them.

Often, yes — through SETA mandatory and discretionary grants and the Section 12(H) tax allowance for qualifying learnerships. We help you plan training so it qualifies, then claim what you're owed.

A Skills Development Facilitator manages your training compliance and SETA submissions. You can appoint one internally, or we can act as your independent SDF. Either way, we make sure the role is filled correctly.

Section 12H of the Income Tax Act provides tax incentives to employers in registered learnership agreements. Any employer registered with SARS with a valid learnership registered with the relevant SETA may qualify — provided the learnership meets the legislative requirements and the documentation is kept to support the claim.

A funding opportunity offered by SETAs to support skills-development initiatives such as learnerships, internships, bursaries, apprenticeships and skills programmes. Funding is awarded based on SETA priorities and available budgets.

Each SETA publishes its own funding windows through the year, so opening and closing dates vary. Monitor SETA communications regularly, or work with a skills-development specialist so you don't miss an opportunity.

Yes — though in day-to-day practice you deal with HR Consult as a conventional HR and compliance firm. For group and compliance purposes HR Consult is a division of BEE Analyst, but you work directly with the HR Consult team, with a clear path to BEE Analyst's B-BBEE expertise whenever you need it.