What Are SETA Accredited Learnerships?



Thousands of individuals want to upskill themselves every year. Learnerships are an intriguing option aimed at individuals who want to gain practical experience and theoretical knowledge. 



Learnerships are work-based learning that allows participants to acquire practical skills and experience in a real work environment. The theoretical aspect is provided by an education and training provider, creating an integrated learning programme.

SETA is an acronym which stands for Sector Education and Training Authority. SETA play a crucial role in overseeing skills enhancement within specific sectors of the economy.

They provide participants with a comprehensive learning experience, combining practical (70%) and theoretical (30%) components. This approach ensures that learners gain hands-on experience in their chosen occupation or field of work.

SETA-accredited learnerships are structured programmes that combine practical and theoretical learning, leading to nationally recognised qualifications. They play a crucial role in skills development, providing benefits to both learners and employers.

The duration of learnerships is typically one year which leads to a nationally recognised qualification registered on the National Qualifications Framework (NQF). SETA-accredited learnerships are characterised by partnerships involving employers (both large and small), learners, the relevant SETA, and potentially an accredited training provider.

An accredited learnership is made formal through a standard contract obtained via SETA, governing the learnership process.

Participants commit to a legally binding learnership agreement, outlining the roles, responsibilities, and rights of the employer, learner, and training provider throughout the learnership's duration.

SETAs oversee these programmes, ensuring alignment with sector-specific skills development needs. They manage the registration of learnerships and develop NQF-aligned programs.

Implementing a learnership involves crucial steps for training providers, including choosing a learnership, securing accreditation with a SETA, identifying suitable employers, agreeing on recruitment processes, recruiting learners, and formalising the learnership agreement.

The costs associated with learnerships are generally funded by the relevant SETA, with potential allowances for unemployed learners covering expenses like travel and meals. Employers offering learnerships benefit by increasing the skills of their workforce, potentially leading to improved performance, independence, and motivation.

Financial incentives, such as cash grants and tax incentives, further encourage employers to participate in this meaningful skill development initiative.

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You might have heard the phrase “Never stop learning, because life never stops teaching”. Companies can learn from learners and the learner can learn from the company.




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