inspection-ready, always
We ready your business for DOL inspections — contracts, mandatory posters, attendance registers, leave records, UIF and SDL registration, and OHSA compliance.
deadlines met, penalties avoided
EEA2, EEA4 and EEA9 reports, Employment Equity Plans, and Workplace Skills Plans with Annual Training Reports submitted to your SETA by 30 April — all correct and on time.
all obligations managed
BEE verification preparation, POPIA data protection, SACE registration for schools, and legislative monitoring that turns regulatory changes into practical updates before they become problems.
Department of Labour inspection readiness — documentation audits and corrective action plans
SARS, UIF, SDL and Compensation Fund registrations kept in good standing
Mandatory posters, attendance registers, leave records and compliant employment contracts
EEA2, EEA4 and EEA9 reports prepared and submitted
Five-year Employment Equity Plans with numerical goals and timelines
Pay equity analysis — equal pay for work of equal value
WSP and ATR compiled and submitted to your SETA by 30 April
SETA grant applications — mandatory (20% levy refund) and discretionary
OHS risk assessments and workplace hazard control measures
OHS committees (20+ employees), incident reporting and OHS file upkeep
Educator SACE registration verified, renewed and misconduct reported
Provincial school registration, renewals, grade expansions and Umalusi accreditation
POPIA audits, Information Officer appointment, privacy policies and breach protocols
BEE verification preparation, evidence packs and scorecard optimisation
Bargaining council coverage, minimum wage compliance and levy payments
Compliance calendars and legislative monitoring across every regulator
Zero missed deadlines, every submission on time
No Department of Labour or Employment Equity penalties
Maximum BEE points from compliance activities
SETA grants claimed and received
SACE, provincial registration and Umalusi accreditation valid (schools)
Inspection-ready documentation and POPIA-compliant data handling
Designated employers (50+ employees) needing EE and skills development compliance
Companies missing deadlines, facing penalties, or holding Department of Labour notices
Organisations preparing for Department of Labour inspections
Businesses wanting to maximise BEE points through compliance
Independent schools needing SACE, provincial registration and Umalusi support
Companies without dedicated compliance officers or HR teams
Non-compliance costs more than compliance — Department of Labour fines, Employment Equity penalties, SACE deregistration, BEE downgrades and reputational damage.
Deadlines don't wait, and extensions are rare — EEA2 and EEA4 reports fall due annually, WSPs and ATRs by 30 April, BEE certificates expire, and SACE registrations lapse.
You're being monitored whether you know it or not — the Department of Labour inspects without notice, SETAs audit training claims, and BEE agencies check compliance. Ignorance is no defence.
Schools carry extra obligations — provincial registration, SACE educator registration and Umalusi accreditation for NSC schools, on top of labour law, health and safety, and financial reporting.
Legal expertise built in — our owner is an admitted attorney who can defend non-compliance allegations if they arise.
One team, every regulator — Department of Labour, SETAs, SACE, Umalusi, provincial education departments and BEE verification agencies, with your calendar and submissions handled end to end.
reporting and plan obligations.
Designated employers (50+ employees) must submit annual EE reports and maintain 5-year Employment Equity Plans. The 2025 amendments raise fines for non-submission to 10% of annual turnover.
WSPs, ATRs and SETA levies.
Employers paying the Skills Development Levy must submit Workplace Skills Plans and Annual Training Reports to their SETA by 30 April. Correct submission unlocks mandatory grants and BEE skills points.
data protection obligations.
The Protection of Personal Information Act requires lawful processing of employee and customer data, breach reporting, and proper consent mechanisms. Non-compliance carries fines up to R10 million.
baseline employment standards.
The Basic Conditions of Employment Act and Labour Relations Act set the floor for every employment relationship — working hours, leave, contracts, dismissals and dispute resolution.
What business owners and HR managers ask about staying compliant in South Africa.
Book a free consultation and find out exactly where your business stands — no commitment, no pressure.