If you’re considering starting a learnership, one of the first questions on your mind is likely, “How much will I get paid?” It’s a crucial question, and the answer isn’t always straightforward. Unlike a traditional salary, a learnership comes with a stipend—a regular payment designed to support you while you learn.
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This in-depth guide will demystify learnership stipends in South Africa. We’ll cover everything from the average amounts you can expect in different sectors to the legal regulations that protect you. By the end of this article, you’ll have a clear understanding of the financial aspect of learnerships and be able to make an informed decision about your future. learnership stipend
What Exactly is a Learnership Stipend?
First, let’s clarify the term. A stipend is not a salary. A salary is compensation for work performed, often based on an hourly rate or a fixed annual amount.
A learnership stipend, on the other hand, is a financial allowance paid to a learner to cover basic costs like transport, meals, and incidental expenses while they are in training. Its primary purpose is to enable you to focus on your studies and practical training without the burden of financial stress. Think of it as a support grant that makes gaining valuable skills and a qualification possible.
The Legal Framework: How learnership stipend are Regulated
In South Africa, learnerships are managed and regulated under the Skills Development Act and associated legislation. The most important document governing stipends is the Sectoral Determination 5: Learnerships.
This determination, set by the Department of Employment and Labour, provides a legal framework for the minimum stipend amounts that must be paid to learners. These amounts are not arbitrary; they are calculated to be fair and to encourage participation in these critical skills development programs.
Key takeaway: It is illegal for an employer or training provider to pay you less than the minimum stipulated amount for your learnership level.
Breaking Down the Minimum Stipend Amounts (2024)
The minimum stipend is determined by the National Qualifications Framework (NQF) level of the learnership qualification. The higher the NQF level, the higher the required minimum stipend.
The calculation is based on a percentage of the “qualified worker” rate within the specific sector. However, to give you a clear, practical idea, here are the general minimum guidelines. These figures are often cited as a standard benchmark across many sectors.
| NQF Level of Learnership | Minimum Monthly Stipend (Guideline) |
|---|---|
| NQF Level 1-4 (e.g., Matric-equivalent, entry-level) | R3,500 and above |
| NQF Level 5-7 (e.g., Higher Certificates, Diplomas) | R4,500 and above |
| NQF Level 7-8 (e.g., Degrees, Post-Grad) | R7,000 and above |
Please note: These are indicative minimums. The actual minimum for your specific learnership could be higher based on its Sectoral Determination.
Example of Stipend Calculations:
The legal text states the minimum is calculated as:
- First year: A percentage of the qualified wage (e.g., often starting at around 30-40% for a low-level learnership).
- Subsequent years: This percentage must increase each year of the learnership (e.g., to 50% in the second year, and 75% or more in the third year).
This progressive system rewards you as you gain more competence and move closer to becoming a “qualified worker.”
Factors That Influence Your Actual Stipend Amount
While the legal minimums exist, the stipend you are offered can vary significantly. Here’s why:
- The Industry or Sector: This is the biggest factor. Learnerships in high-paying, in-demand sectors typically offer much higher stipends.
- High-Paying Sectors: Banking & Finance, Information Technology (IT), Engineering, Insurance, and Management Consulting often offer stipends ranging from R5,000 to R10,000+ per month, even for entry-level roles.
- Medium-Paying Sectors: Business Administration, Wholesale & Retail, Hospitality, and Contact Centre operations often align closely with the national minimums, typically between R3,500 and R5,500.
- Public Sector & NGO Learnerships: Government learnerships (e.g., through SETAs like the PSETA) usually pay stipends according to the strict national guidelines, often starting around the R3,500 – R4,500 mark.
- The Employer: A large, multinational corporation will almost always offer a more competitive stipend than a small or medium-sized enterprise (SME). They have larger budgets for talent development and use attractive stipends to draw in the best candidates.
- The Location: A learnership based in a major metropolitan area like Johannesburg, Cape Town, or Durban may offer a slightly higher stipend to offset the generally higher cost of living and transport compared to a learnership in a smaller town.
- Your Entry-Level Qualifications: If you are entering a learnership with a Matric exemption or even a prior tertiary qualification, some employers may adjust your starting stipend to reflect this.
What Can You Realistically Expect to Be Paid? (Industry Examples)
Let’s put this into context with some real-world examples based on common learnership fields:
- Banking Learnership (e.g., ABSA, FNB, Standard Bank): These are highly sought after. Stipends are typically very competitive, often ranging from R6,000 to R8,000 per month for an NQF 5 learnership.
- IT Learnership (e.g., Software Development, Technical Support): Given the critical skills shortage, stipends in tech are excellent. It’s common to see offers between R7,000 and R12,000+ per month for a higher-level NQF 5 or 6 learnership.
- Retail Learnership (e.g., Woolworths, Shoprite, Dis-Chem): These are more volume-based programs. Stipends are often closer to the minimum, usually around R3,500 to R4,500 per month.
- Contact Centre / BPO Learnership: This growing sector offers learnerships with stipends typically in the range of R3,500 to R5,000.
- Engineering & Artisan Learnerships: These are critical for the economy. Stipends can be very good, especially as you progress, often starting around R5,000 and increasing significantly in the second and third years.
Stipend vs. Salary: What’s the Difference and Why It Matters
It’s vital to manage your expectations. A stipend is not meant to be a living wage that covers all your expenses like a full salary would.
| Feature | Stipend | Salary |
|---|---|---|
| Purpose | Support during training | Compensation for work |
| Taxation | Usually tax-free | Subject to income tax (PAYE) |
| UIF Contributions | Not applicable | Applicable |
| Basis of Payment | Based on NQF level & sector | Based on market rates, experience, and role |
| Increases | Governed by sectoral determination | Based on performance & company policy |
The Tax Advantage: This is a huge benefit. In most cases, learnership stipends are not taxable as they are not considered income. This means the amount you see is the amount you get in your bank account. Always confirm this with the employer, but the general rule is that bona fide learnership stipends are tax-exempt.
Your Rights and Responsibilities Regarding the learnership stipend
- You Have the Right to Be Paid: The stipend is a legal requirement. If you are registered on a learnership, you must be paid.
- You Have the Right to Be Paid on Time: The stipend should be paid monthly, on a predetermined date, just like a salary.
- You Have the Right to a Payslip: Even though it’s not taxed, you should receive a written breakdown of your stipend payment each month.
- Your Responsibility: The stipend is provided so you can focus on learning. Your responsibility is to attend all theoretical and practical sessions, complete your assignments, and work towards achieving your qualification.
Conclusion: It’s More Than Just the Money
While the question “How much is the stipend?” is important, it’s crucial to see the bigger picture. A learnership is an investment in your future. The real value isn’t just the monthly stipend; it’s the ** nationally recognized qualification** you earn, the practical work experience you gain, and the foot in the door at a reputable company.
A modest stipend for 12-18 months can lead to a permanent, well-paying job that would have been impossible to get without the skills and experience the learnership provided. When evaluating a learnership opportunity, consider the entire package: the brand of the company, the quality of the training, the potential for employment afterwards, and the long-term career value of the qualification.
Use the stipend to cover your essential costs, and focus on absorbing every bit of knowledge and experience you can. That is the true payoff.