We at BBBEE Empowerment Advisory are professional Skills Development Facilitators to assist with:

Mandatory grants funding

Mandatory grants are paid by the SETA to companies who are eligible to receive funding.  They are calculated at 20% of an employer’s 1% skills levy. 

In order to qualify to receive the mandatory grant, the levy-paying employer has to meet the following criteria:

  • Be an up to day levy payer. The Skills Development levy is imposed to encourage learning and development in South African and is determined by the employers’ salary bill.  The levy is 1% of the salary bill.  Companies with a wage bill of less than R500 000 do not have to pay this levy.
  • Appoint a skills development facilitator
  • The WSP and ATR are submitted by the required deadline
  • The WSP for the previous reporting period has been submitted and implemented according to the prescriptions for implementation by the particular SETA
Discretionary Grants

Discretionary grants are paid out at the discretion of SETA management for skills development projects linked to scarce and critical skills (sector priority occupations). Discretionary grant funding is focused on Professional, Vocational, Technical and Academic Learning (PIVOTAL) programmes. However, grants can be paid out to both PIVOTAL and Non-PIVOTAL programmes according to the SETAs policy.

  • 20% of your annual Skills Development levy paid back to your company
  • 49.5% of your annual Skills Development levy can be claimed for Discretionary Grants (Learnerships, Skills Programmes, Apprenticeships, Workplace Experience Placements, Internship and Bursaries)
  • Tax rebates on registered learnership programmes
  • Receive B-BBEE points under the Skills Development element (an approved WSP/ATR is a pre-requisite to achieve points under this element on the B-BBEE scorecard)
Employment Equity

Are you compliant with the Employment Equity Act?

  • Have you correctly constituted your Employment Equity Committee?
  • Have you held regular Employment Equity Committee meetings?
  • Have you submitted your Employment Equity Report and Income Differential Statement on an annual basis?
  • Have you conducted an Employment Equity Analysis and developed an Employment Equity Plan, which are implemented and monitored carefully through the Employment Equity Committee?

Who must comply?

  • An employer who employs 50 or more employees, or an employer who employs fewer than 50 employees but has a total annual turnover applicable to designated employers as per Schedule 4 of the EE Act (see below)

What if you don’t comply:

Fines may be imposed for the contravention of certain provisions of the Employment Equity Act and failure to comply, starting with the greater of R1 500 000 or 2% of the employer’s turnover.


• Employment Equity Awareness Sessions
• Conducting an Employment Equity Analysis of the current employee profile
• Determine and identify under-representation of specific groups
• Develop an Employment Equity Plan
• Policies and Procedures

BBBEE Strategy Plan & Gap Analysis


  • To determine your status based on the current financial year
  • To create a roadmap to improve your current level or become B-BBEE compliant
  • To provide facts about how much you should spend, not just assuming it is too expensive
  • To accompany a non-compliant certificate to your customers / clients, to show intent how you will improve your status over the following years
  • To make informed decisions during the year that will have an impact on your B-BBEE status

In South Africa it is not only price and service that place you above your competitors, but price, service and your B-BBEE compliance level.

The B-BBEE Strategy Plan and B-BBEE GAP analysis are based on the current financial year.  Targets are then set that must be reached / implemented before financial year end.


Through a consultative process we will help you gain a better understanding of what can be implemented to better your B-BBEE Score.

During a briefing meeting, our consultant will discuss the different elements of the respective scorecard for your business and request estimate year-end figures. Based on these estimates, targets are calculated on each element also considering the initiatives already implemented as part of the GAP Analysis.

A roadmap and achievable plan are set to reach the desired level by the end of the financial year.