A learnership is a structured work-based learning programme that leads to a nationally recognised qualification directly related to a specific occupation, such as an accountant, construction worker, healthcare worker, IT technician, or motor mechanic.
Participating in a learnership programme combines classroom-based learning with practical work experience, which is obtained while being employed in a company, government department, or by small business.
Who Can Participate in a Learnership?
Learnerships are available to young people who have recently completed their schooling, college, or other training institutions, as well as to those who have been unemployed for a period.
Participants must be at least 16 years old and younger than 35 years old. The Department of Labour has set the following targets for learners entering learnerships:
- 85% should be Black
- 54% should be women
- 4% should be people with disabilities
Are Learnerships Paid?
A beneficial aspect of a learnership is that the participant is paid while they complete their work. They receive a stipend from the employer they are working for.
It's important to note that this allowance is not a salary but is meant to cover expenses such as travel and meals incurred during the learnership.
How A Learnership Stipend Is Calculate
Several factors influence the calculation of a learner's allowance, including the type of learnership and the level of qualification involved. The Minister of Labour determines the minimum allowance that employers must pay to unemployed learners. These allowances and conditions are agreed upon before the start of the learnership.
Table A provides a detailed breakdown of allowances based on the National Qualifications Framework (NQF) levels. For instance, a Grade 12 certificate corresponds to NQF level 4, while a Bachelor’s Degree is at NQF level 6. This table ensures that allowances are aligned with the qualification levels of the learners.
|
Exit level of learnership |
Credit already earned by learner |
Percentage of wage to be paid as allowance |
Minimum allowance per week |
Annual Increase |
|
NQF 1 or 2 |
0 – 120 |
35% |
R204.47 |
Previous years minimum allowances per week + CPI (Excluding Owner’s Equivalent Rent) |
|
121 – 240 |
69% |
R408.92 |
||
|
NQF 3 |
0 – 120 |
17% |
R204.47 |
|
|
121 – 240 |
40% |
R385.10 |
||
|
241 – 360 |
53% |
R630.45 |
||
|
NQF 4 |
0 – 120 |
13% |
R204.47 |
|
|
121 – 240 |
25% |
R408.92 |
||
|
241 – 360 |
53% |
R630.45 |
||
|
361 – 480 |
56% |
R920.09 |
||
|
NQF 5 to 8 |
0 – 120 |
8% |
R204.47 |
|
|
120 – 240 |
18% |
R442.99 |
||
|
240 – 360 |
27% |
R662.81 |
||
|
361 – 480 |
38% |
R933.74 |
||
|
481 – 600 |
49% |
R1192.70 |
The calculation of the learner’s allowance also takes into account the number of hours worked. Typically, a learner is assumed to work 45 hours a week, nine hours a day, or seven and a half hours a day if working more than five days a week. This standardisation helps in determining a fair allowance.
To determine the monthly remuneration, a learner’s weekly remuneration or allowance is multiplied by four and one-third. This method ensures a consistent and fair monthly allowance for learners participating in the programme.
In cases where a learner’s allowance fluctuates significantly, the payment is calculated based on the average allowance over the previous 13 weeks or the entire period of employment if it is shorter. This approach helps in maintaining a fair and stable allowance for the learners.
