Learnerships, explained and implemented.
Learnerships are the highest-leverage B-BBEE Skills Development intervention available to South African employers — combining an NQF qualification, structured workplace experience, Section 12H tax allowances and scorecard points across four elements. Here's how they work, and how LearningWorks runs them end-to-end.
What is a learnership?
A qualification, not a course
Learnerships lead to a nationally recognised NQF-registered qualification — not just a certificate of attendance. Registered on the NQF and quality-assured by the relevant SETA.
70% workplace, 30% classroom
Structured workplace learning is the majority of the programme. Learners work alongside qualified practitioners under a signed learnership agreement.
Stipend + tax allowance
Learners receive a monthly stipend. Employers claim Section 12H tax allowances of R40,000–R80,000 per learner per year, plus SDL recovery through SETA grants.
18.1 vs 18.2 learnerships.
Every learnership candidate is classified against Section 18 of the Skills Development Act. The category determines the stipend, the tax allowance and the scorecard impact.
Already-employed learners
- Existing employees upskilling into a new qualification
- Continue to earn their normal salary — no separate stipend
- Employer claims full Section 12H tax allowance
- Contributes to Skills Development scorecard points
Previously unemployed learners
- Unemployed youth hosted on a 12-month fixed-term contract
- Receives monthly stipend for duration of programme
- Full Section 12H allowance + absorption targets on scorecard
- Also earns Enterprise Development and SED recognition
One programme. Four scorecard wins.
Skills Development
Up to 20+ points on the Generic Scorecard — the single highest-weighted element.
Management Control
Contributes to disability, youth and demographic targets on the MC scorecard.
Enterprise Development
Recognised where learners are placed into black-owned EMEs and QSEs in your supply chain.
Socio-Economic Development
Bursary and unemployed-learner components qualify as SED contributions.
The learnership lifecycle.
Design & SETA approval
Select the NQF qualification, register with the relevant SETA and secure discretionary grant funding.
Recruit & contract
Source learners, screen for fit, sign three-way learnership agreements and fixed-term employment contracts.
Deliver & mentor
Accredited theoretical training plus structured workplace experience with logbook evidence and mentoring.
Assess & absorb
Final integrated assessment, qualification award, and placement into permanent roles or ED-supplier pipelines.
Common questions about learnerships.
What is a learnership in South Africa?
A learnership is a structured, work-based learning programme that combines theoretical training with practical workplace experience, leading to a nationally recognised NQF-registered qualification. Learnerships are governed by the Skills Development Act and administered through the relevant SETA. They typically run for 12 months and cover a wide range of occupations from finance and IT to logistics and manufacturing.
How do learnerships work?
A host employer partners with an accredited training provider and a SETA. Learners sign a three-way learnership agreement and a fixed-term employment contract, receive a monthly stipend, spend around 30% of their time in classroom training and 70% in structured workplace experience, and are assessed on both knowledge and workplace competence before receiving their qualification.
Do learnerships pay a stipend?
Yes. Learners receive a monthly stipend for the duration of the programme. Minimum stipends are set by the Department of Higher Education and Training and vary by NQF level and whether the learner is unemployed (18.2 candidate) or already employed (18.1 candidate). Stipends are tax-deductible for the employer and, together with SETA grants, offset most of the programme cost.
How do I apply for a learnership?
Learnerships are recruited by employers, training providers or SETAs — not applied for through a central portal. Watch the career pages of large employers, the websites of the 21 SETAs, and accredited training providers such as LearningWorks. You will typically need a valid South African ID, your highest qualification, and to meet minimum entry requirements (usually Matric for NQF 4 and above).
What is the difference between a learnership, an internship and an apprenticeship?
A learnership leads to a full NQF-registered qualification and combines theory with workplace experience. An internship is workplace experience only, usually for someone who already holds a qualification. An apprenticeship is a longer trade-focused programme leading to a qualified artisan status under a listed trade.
How do learnerships benefit employers?
Learnerships score across FOUR B-BBEE scorecard elements simultaneously — Skills Development, Management Control (via disability and youth targets), Enterprise Development and Socio-Economic Development. Employers also claim Section 12H tax allowances (R40,000–R60,000 per learner per year), recover SDL through SETA discretionary and mandatory grants, and build a pipeline of trained, absorbable talent.
What is Section 12H of the Income Tax Act?
Section 12H allows employers to deduct a learnership allowance from taxable income — R40,000 per year for an able-bodied learner at NQF 1–6 (R60,000 on completion) and R60,000/R80,000 for learners with disabilities. The allowance is claimed in the year the learnership is entered into and again in the year of completion.
Which SETA do I use for a learnership?
The SETA is determined by your company's primary economic activity — Services SETA (SSETA), MICT SETA, MERSETA, BANKSETA, ETDP SETA and 16 others. Your SDL contributions flow to that SETA, and it accredits the qualifications and issues discretionary grants for learnerships in its scope.
Can unemployed people do learnerships?
Yes — these are called 18.2 learnerships. The learner is employed by the host on a fixed-term contract for the duration of the programme, receives a stipend, and gains both a qualification and workplace experience. Absorption rates into permanent employment after an 18.2 learnership vary by employer and typically range from 40–80% for well-run programmes.
How long is a learnership?
Standard learnerships run for 12 months, though some higher-level (NQF 5–7) programmes extend to 18 or 24 months. Learners must complete the required credits, workplace logbook and final integrated assessment before being awarded the qualification.