A learnership combines structured learning with real workplace experience, ending in a registered qualification. For employers, done right, it builds a skills pipeline and delivers funding and B-BBEE value.
How a learnership is structured
Learners sign a learnership agreement and an employment contract for the term. Learning alternates between theory (with an accredited provider) and structured workplace experience, assessed and moderated to a registered qualification.
The financial upside
- SETA grants can co-fund learnerships.
- Learnership tax allowances (SARS) reward registered learnership agreements.
- B-BBEE skills-development points reward spend on black learners, especially the unemployed.
Running one well
Pick an accredited provider with a strong rating, assign workplace mentors, track attendance and PoE progress, and plan for absorption or exit at the end. Poorly run learnerships waste money and goodwill.
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Frequently Asked Questions
Must learners be employed first?
Learnerships cater for both employed (18.1) and unemployed (18.2) learners. Unemployed-learner programmes carry the strongest B-BBEE and funding incentives.
How do I find a good provider?
Compare accredited providers by their ratings on Skivo and verify their practitioners on Famasa before committing.