Equal Employment Opportunity Request Template for South Africa

An Equal Employment Opportunity Request is a formal application made to ensure fair treatment in the workplace under South African labor laws. These requests help employees or job seekers challenge unfair discrimination based on race, gender, disability, age, or other protected characteristics outlined in the Employment Equity Act.

When someone files this request, it triggers a review process that examines workplace practices, hiring decisions, or promotion policies. The Commission for Employment Equity oversees these cases, working to promote equal opportunities and address historical workplace inequalities in line with the Constitution's equality principles.

File an Equal Employment Opportunity Request when you experience workplace discrimination or unfair treatment in South Africa. Common situations include being passed over for promotion despite qualifications, receiving unequal pay for equal work, facing harassment, or being excluded from opportunities based on protected characteristics like race, gender, or disability.

Submit your request promptly after the discriminatory incident occurs - typically within 6 months. This timing helps preserve evidence and witness accounts while meeting legal deadlines. The request initiates a formal investigation process, protecting your rights under the Employment Equity Act and helping create a more equitable workplace.

• Discrimination Complaint: Filed when facing unfair treatment based on protected characteristics like race, gender, or disability in hiring, promotions, or workplace conditions
• Reasonable Accommodation Request: Used to request workplace modifications for disability, religious practices, or other protected needs
• Pay Equity Investigation: Addresses wage discrimination and unequal compensation for similar work
• Harassment Grievance: Deals with workplace harassment, bullying, or hostile environment claims
• Systemic Discrimination Report: Challenges broader organizational policies or practices that create barriers for protected groups

• Employees: File Equal Employment Opportunity Requests when experiencing workplace discrimination or unfair treatment
• HR Managers: Receive and process requests, coordinate investigations, and implement corrective actions
• Employment Equity Officers: Oversee compliance, investigate claims, and ensure proper handling of requests
• Labour Unions: Assist members in filing requests and advocate for fair treatment
• Commission for Employment Equity: Reviews cases, enforces compliance, and monitors workplace equality standards
• Legal Representatives: Provide guidance and representation during the request process

• Document Incidents: Record dates, times, and details of discriminatory events, including names of witnesses
• Gather Evidence: Collect emails, performance reviews, photos, or other documentation supporting your case
• Personal Details: Prepare your employment history, position details, and contact information
• Timeline: Create a chronological sequence of events leading to the request
• Protected Ground: Identify which protected characteristic(s) form the basis of discrimination
• Desired Outcome: Clearly state what resolution you seek, such as policy changes or corrective actions

• Personal Information: Full name, ID number, contact details, and employment position
• Employer Details: Company name, registration number, and workplace location
• Discrimination Grounds: Specific protected characteristic(s) under the Employment Equity Act
• Incident Description: Detailed account of discriminatory events with dates and locations
• Supporting Evidence: List of attached documents, witness statements, or relevant records
• Remedy Sought: Clear statement of requested resolution or corrective action
• Declaration: Signed statement confirming the information's truthfulness

An Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy. While both documents promote workplace fairness, they serve distinct purposes and are used at different stages of addressing discrimination.

• Purpose and Timing: A Request is reactive, filed after discrimination occurs, while a Policy is proactive, setting rules to prevent discrimination
• Legal Status: Requests initiate formal investigations and can lead to legal proceedings, whereas Policies establish internal company guidelines and standards
• Document Owner: Requests are filed by employees or job seekers experiencing discrimination, while Policies are created and maintained by employers
• Scope of Content: Requests detail specific incidents and evidence of discrimination, but Policies outline broad principles and procedures for maintaining workplace equality