Learnerships and internships are intended as pathways to skills development, economic inclusion and long-term employment, particularly for young people and persons with disabilities. Yet, for many learners and interns in South Africa, the reality is far more sobering. Despite government efforts to legislate and support work-based learning programmes, the financial stipends attached to these roles often fall drastically short of what’s required to live with dignity.
Legislated minimums: a floor too low
The only official protection that learners have comes from Sectoral Determination No. 5, which outlines minimum weekly allowances for registered learnerships based on NQF levels and credit achievements. While technically compliant with South African labour law, these amounts are alarmingly low, often amounting to under R3000 a month.
So, although the Sectoral Determination sets a baseline stipend, it’s just that: a baseline. In reality, R3000 often barely covers a learner’s transport costs to get to work and training, let alone other expenses such as food, accommodation and basic hygiene.
Worse still, interns have no legislated minimum stipend at all. They fall into a grey area where employers can offer token amounts (or sometimes nothing at all) without breaching labour laws.
Though some employers are going beyond the bare minimum, offering stipends between R3500 and R4000 per month, this figure remains deeply inadequate, especially when measured against South Africa’s actual cost of living.
The cost of living: an inescapable reality
According to the latest Household Affordability Index published by the Pietermaritzburg Economic Justice and Dignity Group, the average cost of a basic basket of food for a low-income family was around R5300 per month as of mid-2025. This doesn’t include transport, rent, data, clothing, healthcare or other essentials. The National Minimum Wage (as of 2025, roughly R4500 per month for full-time work) is already considered insufficient by many, and yet stipends for learners and interns still fall below even that line.
In an ideal world, a learner’s stipend would be used solely to cover the costs associated with their training and development, but South Africa’s stark social reality sees many learners and interns being the sole breadwinners in their families, using their modest stipends to support children, siblings and aging parents. What was designed to be a stepping stone to employment has become a lifeline stretched to its breaking point.
Breaking the cycle
For learnerships and internships to achieve their intended impact, employers need to go beyond compliance and start thinking both strategically as well as compassionately.
- Fair stipends: A meaningful investment begins with stipends that reflect the real cost of living. This means offering monthly allowances that cover basic needs – ideally R5,000 to R6,000 or more, depending on location and industry. When learners are financially secure, they are better able to engage, develop and succeed. They are also far less likely to drop out, as financial stability enables them to fully focus on their training without the constant pressure of meeting basic survival needs.
- Long-term thinking: Learnerships should not be treated as once-off corporate checkboxes for B-BBEE compliance. Companies should invest in intentional development pathways with mentorship, upskilling and structured workplace exposure that prepares learners for real roles within the organisation.
- Post-learnership absorption: The true test of success is what happens after the learnership. By aligning projects with organisational goals and talent gaps, companies can create pipelines that lead to permanent employment, offering learners not just training, but the hope of a steady income and a future.
A call to employers
While the legislated minimum stipends are clearly inadequate, many would argue that government support should fill the gaps. But in our imperfect society, where inequality still blocks access to further education and employment, companies have an opportunity to step in where policy falls short. Paying a more realistic stipend isn’t charity – it’s an investment in reliable attendance, learner morale and ultimately, the quality of outcomes.
This isn’t a moral plea; it’s strategic. Companies that truly want to support transformation and build an inclusive economy can’t do it by ticking compliance boxes alone. They need to see learners not as cost centres, but as future talent pipelines.
For those feeling disillusioned by B-BBEE or burdened by politics: this isn’t about politics. It’s about pragmatism and shared responsibility. South Africa doesn’t need perfect solutions. It needs practical ones, and paying above the minimum is a powerful start.
