Daleburne Consulting offers the following service to help you comply with the legislative requirements:

SARS as well as the Department of Labour have many requests that Companies are meant to follow.  Are you aware of the Legal Requirements expected of you as a Company owner?  Daleburne Consulting is able to assist you with these

  • Compulsory – Yearly and bi-yearly IRP5’s and IT3’slegislation
  • Cost per employee for the full process of the IRP5 submissions with SARS.
  • Yearly IRP5 submission will include a printed IRP5 per employee.
  • Processing of E-filing on a monthly basis.
  • SETA Specified Reports
  • Registering with the correct SETAS
  • Employment Equity
  • Workmans Compensation
  • UIF Declarations/registrations/Claims assist
  • Bargaining Counsels
  • Trade Unions
  • Garnishee Orders
  • ITA88
  • Assisting with the registrations of PAYE, UIF, Skills Levy, Occupational Injuries and Diseases (previously Workman’s Compensation).

Skills Development Levy / SETA Requirements:

Ensuring the Company is registered and affiliated to the correct SETA.  Ensuring every step is taken to be eligible for the rebate offered.

Assisting With The Completion Of The OID Annual Fee:

Information is drawn from the payroll system, calculations are done and the information is transferred onto the assessment form and submitted online to the Compensation Commissioner.  Once the Compensation Commissioner has done the assessment as per the information supplied, an invoice from Compensation Commissioner will be sent to the Company with the OID amount to be paid over for that year.

Employment Equity Reports:

We complete and  submit the EEA2 & EEA4 forms on your behalf.

All designated employers with 50 or more employees.

Employers with fewer than 50 employees who are designated in terms of the turnover threshold applicable to designated employers (Schedule 4 of the Employment Equity Amendment Act No. 47 of 2013).

Employers who have become newly designated on or after the first working day of April, but before the first working day of October, must only submit their first report on the first working day of October in the following year.

Employers who voluntarily wish to comply in terms of Section 14 of the EE Act.

All designated employers must report annually irrespective of their size.

Legislated Acts:

Supplying Companies with the Legislated Acts, as well as suggested Acts.