Information security training
- Owner
- Priya · People team
- Due
- 30 September
- Assigned
Requirement assigned to Product team
- Evidence
Training completion evidence received
- Follow-up
Follow-up required for two outstanding completions
Compliance & employee relations · October PeopleKeep the work
Keep the work
off the worry list.
Track requirements, certifications, employee relations cases and audit evidence. Make deadlines and responsibilities visible, with the access appropriate to sensitive people work.
A requirement, an owner and a record of what happened.Requirement record
Requirements & evidence
Example workspaceThe follow-through file.
Interactive example · Illustrative people and data
- SA + US
- statutory suites: EE, B-BBEE, SETA and CCMA; I-9, ACA and EEO-1
- EEA2 + EEA4
- built from the employee record, as at any date
- 3
- confidentiality levels on employee relations cases
- Hash-chained
- audit log you can verify for tampering
Who it’s for
The deadline is fixed. The evidence is everywhere.
Compliance work goes wrong when it lives in inboxes and spreadsheets. These are the moments we hear about most.
An HR manager with an EE report due
The workforce profile is spread across payroll, HR and a spreadsheet.
The need
“Half our people have no occupational level, and I don’t trust the race data.”
How October helps
October builds the EEA2 workforce profile and EEA4 income differentials from the employee record as at any date. Unclassified employees are flagged, and every figure opens to the people behind it.
A group with South African and US entities
One HR team, two sets of statutory forms.
The need
“Our WSP is due in April and an I-9 reverification slipped last quarter.”
How October helps
The South African suite covers EE, B-BBEE, SETA registration, learnerships, WSP/ATR and CCMA cases. The US suite covers I-9 with reverification, ACA tracking and EEO-1, all from the same record.
An ER lead with a sensitive case
A complaint about a senior manager, with witnesses on the same team.
The need
“I can’t have the manager, or anyone near them, seeing this case.”
How October helps
Set a case to restricted or highly restricted, recuse the subject, complainant or witnesses, and stop manager notifications. Deadlines for responses, hearings, decisions and appeals are tracked.
Employees who fear speaking up
Things come out in exit interviews that were never reported.
The need
“If I report this, everyone will know it was me.”
How October helps
Speak Up takes reports with the reporter’s identity hidden from case handlers. A secure link lets them follow progress and reply. Serious reports can become an ER case in one step.
Why compliance hurts
Quiet all year. Then very loud.
TodayStatutory reports are rebuilt from spreadsheets each year, and nobody is sure the numbers are right.
With OctoberEE reports come from the live employee record, with unclassified people flagged and every figure traceable.
TodayExpired certificates are found during an audit or an incident.
With OctoberExpiries create incidents that escalate from the employee to their manager, HR and admins on a schedule you set.
TodayER cases live in email threads that the wrong people can forward.
With OctoberCases have confidentiality levels, recusals, deadlines and a timeline of every action.
TodayConcerns go unreported because people don’t trust the channel.
With OctoberSpeak Up hides the reporter’s identity and lets them follow the response through a secure link.
Inside compliance and ER
Every obligation has an owner. Every action leaves a record.
Track what you must do, prove what you did and handle sensitive matters with the right people only.
Requirements
Know what is at risk before an auditor does.
Frameworks hold the requirements that apply to you, with priorities, recurrence and the evidence each one needs. Start from POPIA, the BCEA, the Employment Equity Act or the OHS Act, or add your own. Missed certifications, training and policy acknowledgements escalate automatically.
- Regulatory, industry, professional and internal frameworks
- Escalation from employee to manager, HR and admin
- Auto-resolves when the evidence arrives
91%Requirements met
7Open incidents
12Expiring in 30 days
POPIARegulatoryOn track
OHS ActRegulatory3 at risk
Forklift operator licenceInternal2 expired
Certification expired · Bongani T.
Day 0EmployeeDay 7+ ManagerDay 14+ HR managerDay 30+ Administrator
Resolves automatically when a new certificate is uploaded.
South Africa
B-BBEE, SETA and skills in one place.
Track your B-BBEE scorecard across the five pillars, with action items, owners and committee meetings. Register with your SETA, manage learnerships and prepare the WSP/ATR for the 30 April deadline. CCMA cases sit alongside.
- Scorecards, action items and committee meetings
- SETA registration, learnerships and WSP/ATR
- CCMA referrals, conciliation and arbitration
Level 4 · verifiedCertificate expires 14 Mar
Ownership72%
Management control58%
Skills development64%
Enterprise & supplier dev.81%
Socio-economic dev.100%
Fund two more learnershipsSkills development · Nadia S.
Due soon
WSP/ATR · MerSETASkills year 2026/27 · 24 planned interventions
Due 30 Apr
Employee relations
Sensitive cases, handled by the right people.
Log disciplinary matters, grievances, harassment and discrimination cases with severity and confidentiality. Track deadlines, documents, notes and outcomes from verbal warning to termination, with appeals. Union tools cover bargaining units, members and CBA grievances.
- Standard, restricted and highly restricted cases
- Recusal of subjects, complainants and witnesses
- AI help writing objective case notes
High severityUnder investigationManager not notified
Investigation complete14 OctEmployee responseDue in 2 days
Case opened from a Speak Up report
Ayesha K. (ER lead) · 2 OctConfidentiality set to highly restricted
Reason recorded · 2 OctTwo witness statements added
Documents · 6 OctHearing to be scheduled
Next step
Recused
The subject’s line manager is a witness, so she can’t see this case.
Speak Up
A channel people will actually use.
Employees report harassment, safety, ethics, retaliation and other concerns. Their identity is hidden from case handlers, a secure link lets them check status and reply, and handlers can escalate a report to an ER case without retyping it.
- Identity hidden from case handlers
- Two-way messages through a secure link
- Escalate to an ER case in one step
Secure link · valid for 90 days
NewUnder reviewAwaiting responseClosed
Your identity is not shown to the people handling this report.
Case handler
Thank you for raising this. Can you tell us roughly when the comments started, and whether anyone else was present?
You
Since the team move in August. Two colleagues heard it in the stand-up on 18 September.
HarassmentHigh priority
EE reporting season
Three weeks to the deadline. One record to report from.
An illustrative 600-person manufacturer preparing its Employment Equity report.
- Week 1, MonHR manager
Opens EE reports as at 30 September. 23 employees are unclassified: no occupational level on their job title.
- Week 1, TueHR manager
Sets occupational levels in job title settings. Every employee in those roles picks up the level, and the unclassified count drops to zero.
- Week 2EE committee
Reviews the gap analysis against the active EE plan. Senior management is two African women and one Coloured man short of target.
- Week 2HR manager
Checks EEA4 income differentials and opens the figures that look wrong to see exactly who is counted.
- Week 3HR manager
Exports EEA2 and EEA4 to Excel for submission and adds the shortfalls as actions in next year’s EE plan.
612Total employees
78%Black representation
0Unclassified
Level and groupTargetNowGapAfrican FemaleSenior Management642Coloured MaleSenior Management321African FemaleProfessionally Qualified22193Indian FemaleSkilled Technical99Met
23 employees classified this weekOccupational level from job title settings
Done
Ready for the audit. Every day, not just that one.
How it works
Start with the obligation that worries you most.
- 1
Choose your frameworks
Turn on the statutory suites and frameworks that apply to you, then add internal policies and certifications.
- 2
Fill in the record
Make sure race, gender, disability and occupational level are set. October shows who is missing what.
- 3
Assign and track
Give each action an owner and a date, set escalation rules and open Speak Up to employees.
Built for sensitive work
The right access. A record you can prove.
Confidentiality levels
Cases can be standard, restricted or highly restricted. Changing the level needs a reason, and the change is logged.
Recusal
Anyone who is a subject, complainant or witness can be removed from a case they shouldn’t see.
Hidden reporters
Speak Up keeps the reporter’s identity from the people handling the report.
Tamper-evident audit
Every action is logged in a hash chain that can be verified, with an access report showing who can see what.
Works with
Compliance that draws on the rest of October.
Learning
Mandatory training, CPD and SETA skills reporting come from the same data.
ExploreCore HR
Cases, certifications and EE classifications attach to the employee file.
ExploreSurveys & engagement
Speak Up trends sit beside what people say in anonymous surveys.
ExploreOffboarding
Exit themes show the concerns people raise on the way out.
ExploreInside compliance & employee relationsMade for the work
Made for the work
behind the moment.
Explore the workflows, tools and practical details that support compliance & er throughout the working day.
01 / Risk dashboards
See your compliance health instantly.
Traffic-light dashboards show status across every policy, framework and requirement at a glance. Certifications and their expiries, risk indicators and upcoming deadlines tell you what's on track, what's at risk and what needs attention now.
- Compliance and risk score dashboard
- Certifications and expiries
- Risk indicators and alerts
- Frameworks per jurisdiction
02 / South African compliance
B-BBEE, Employment Equity and beyond.
A unified suite for South African regulation: B-BBEE dashboards, scorecards, action items and committee meetings; SETA registration, learnerships and WSP/ATR submissions; Employment Equity reports, plans, gap analysis and certificates; and CCMA case management.
- B-BBEE scorecards and action items
- SETA, learnerships and WSP/ATR
- EE reports, plans and gap analysis
- CCMA cases
03 / US compliance
I-9, ACA and EEO-1, handled.
Employment eligibility verification with I-9 forms, Affordable Care Act eligibility and filing, and EEO-1 Component 1 and 2 reporting, all from the same employee record.
- I-9 forms and verification
- ACA compliance tracking
- EEO-1 reporting
04 / Employee relations cases
End-to-end case tracking.
Log, assign and track grievances, disciplinary matters, investigations and disputes from first report to resolution. AI helps write objective case documentation, every action sits on a confidential timeline, and union and CBA tools manage bargaining units, members and formal grievances.
- Cases with severity and confidentiality levels
- AI-assisted case documentation
- Bargaining units, members and grievances
- Case analytics and SLAs
05 / Anonymous Speak Up
Safe reporting, real trust.
A confidential channel to raise concerns without fear. Identity is hidden from HR throughout, reporters get a secure link to follow the response, and administrators see aggregate trends. Issues surface before they escalate.
- Anonymous submission
- Secure follow-up link
- Optional private notifications
- Speak Up dashboard
06 / Audit trail
Union-grade evidence.
Searchable logs of every action, an access report showing who can see what, and chain-integrity verification that data has not been tampered with. Retention and alerting rules are yours to set.
- Audit dashboard and logs
- Access report
- Chain integrity
- Audit settings and retention
Risk flags
Compliance risks and ER trends surfaced before they become crises.
Policy drafting
Generate and update policies linked to training and acknowledgements.
The full pictureThere’s more
There’s more
inside.
Explore the detail behind compliance & er.
Risk & compliance+
- Dashboard
- Certifications
- Risk indicators
- Frameworks
BEE / SETA (South Africa)+
- BEE dashboard
- BEE scorecards
- BEE action items
- BEE meetings
- SETA registration
- Learnerships
- WSP/ATR
- EE reports
- EE plans
- EE gap analysis
- EE certificates
- External beneficiaries
- CCMA cases
US compliance+
- US compliance dashboard
- I-9 forms
- ACA compliance
- EEO-1 reports
Employee relations+
- ER cases
- ER analytics
- ER settings
- Submit anonymously
- My submissions
- Speak Up dashboard
- Bargaining units
- Grievances
- Union members
Audit trail+
- Audit dashboard
- Audit logs
- Access report
- Chain integrity
- Audit settings
Next, explore workforce planningWhat happens next?
Explore planning & compliance What happens next?
Explore it first.
Questions,
answered.
Is Speak Up genuinely anonymous?
Yes. Submissions are anonymous by design. Reporters can track status and follow-up on their submission without revealing identity, and administrators see aggregate trends.
Which South African submissions does it prepare?
B-BBEE scorecards, Employment Equity reports and plans, Workplace Skills Plans and Annual Training Reports, learnership records and CCMA case files.
Can we add our own frameworks?
Yes. Frameworks define the regulatory requirements that apply to your organisation, and the risk dashboard tracks status against each.
Start with your organisation
See Compliance & ER in your working day.
We’ll walk through the real product with your team and show how it connects to the rest of October People.