South Africa’s new Employment Equity Regulations have officially been signed into law, bringing several important updates for designated employers. One of the most notable changes is the increase in the employment target for persons with disabilities from 2% to 3% across all sectors.

This shift, while seemingly small, represents a stronger national commitment to inclusion and accessibility in the workplace.

Why the target has been raised

The Department of Employment and Labour has acknowledged that persons with disabilities remain underrepresented in most organisations. The new 3% target is designed to push businesses to adopt more proactive measures, not only in recruitment but also in creating environments that support long-term participation.

The updated regulations also reinforce the role of employers in identifying and removing barriers that prevent full participation. This includes reviewing workplace policies, improving physical accessibility, and ensuring that reasonable accommodation becomes standard practice.

What this means for designated employers

The Employment Equity Regulations (2025) now require all designated employers to:

• Review and update employment equity plans to reflect the new 3% target.
• Develop targeted recruitment and retention initiatives for persons with disabilities.
• Address workplace barriers through inclusive policy design and accessibility improvements.
• Report annually on progress in achieving numerical targets.

Employers that fail to comply with these requirements risk facing stricter enforcement measures, including difficulties in obtaining compliance certificates required for state tenders and other business opportunities.

The challenge and opportunity ahead

While some employers have found it difficult to meet the previous 2% benchmark, the new regulations also present an opportunity to reimagine inclusion strategies. Organisations that make disability inclusion part of their core strategy often benefit from stronger employee engagement, better innovation, and improved corporate reputation.

It’s not just about compliance, it’s about creating workplaces where every person has the chance to contribute meaningfully.

In summary

The move from 2% to 3% is more than a regulatory update. It’s a call to action for businesses to strengthen their commitment to inclusion and equality in the workplace.

At Tran-Source, we help businesses align their employment equity and B-BBEE strategies to meet regulatory standards while driving real transformation.

📩 For guidance on how to align your employment equity plan with the new regulations, contact us at info@transource.co.za.