Not getting the most from your Skills Development?

Many South African businesses try to maintain their Skills Development themselves and some even do a reasonable job. But, to maximise your grants and link your skills development to your internal training requirements, improved efficiency and even your BBEEE score, why not give HRTorQue Outsourcing a call.

Claim up to 69.5% of your Skills Development Levy back.

Our consultants have many years of experience with Skills Development legislative requirements. If you need any help with your skills development planning and/or submissions, whether it is to submit a single report or create a detailed plan, please feel free to contact us for a free initial consultation.

What is the Skills Development Levy?

The Skills Development Levy (SDL) is a levy imposed to encourage learning and development in South Africa and is determined by an employer’s salary bill. The funds are to be used to develop and improve skills of employees.

Who must pay the Skills Development Levy (SDL)?

Payment towards the levy grant scheme is legislated in terms of the Skills Development Levies Act, 1999. Under this act every employer in South Africa who:

  • is registered with SARS (South African Revenue Services) for PAYE; and
  • has an annual payroll in excess of R500,000 or more than 50 employees

must register with SARS to pay the Skills Development Levy.

How much is the Skills Development Levy (SDL)?

1% of the total amount of remuneration (less any specific exclusions) paid to employees.

What is a workplace skills plan?

A Workplace Skills Plan is a strategic document that articulates how the employer is going to address the training and development needs in the workplace. This process should be an all-inclusive one. The employer should consult with all employees or representatives, irrespective of their levels or rank in the company.

What is an annual training report?

The annual training report consists of evidence to show the SETA that training was done or is in the process of being done in line with the Workplace Skills Plan. This report will allow the SETA to compensate you for money spent when implementing the Workplace Skills Plan for the training that you have funded for your staff.

What is a SETA?

A Sector Education and Training Authority (SETA) is a body set up under the Skills Development Act to develop a sector skills plan within the framework of the national skills development strategy (NSDS).

When do the workplace skills plan and annual training report need to be filed?

By 30 April each year.

What grants are available from a SETA?

Mandatory Grant – provided a suitable Workplace Skills Plan and Annual Training Report are submitted to the appropriate SETA (and you have met all the appropriate requirements) you are entitled to a mandatory grant of 20% of the Skills Development Levies you have paid for the relevant period.

Discretionary Grant – you may apply for a discretionary grant if you have put in place a PIVOTAL Programme.

What is a PIVOTAL Programme?

Professional, vocational, technical and academic learning programmes that result in qualifications or part qualifications registered on the National Qualifications Framework (NQF) that address critical and scarce skills needs.

  • Professional learning programmes shall mean programmes that lead to designations that are registered by professional bodies.
  • Vocational learning programmes shall mean rated and artisanal programmes that lead to a trade and/or the National Certificate Vocational (NCV).
  • Technical learning programmes shall mean programmes that are occupationally-directed and registered by the SETA; such programmes include apprenticeships, learnerships and skills programmes.
  • Academic learning programmes shall mean programmes that lead to academic qualifications such as certificates, Higher Certificates, Diplomas and Degrees.

Contact us for a free initial consultation.

Outsourced Skills Development

Skills Development Services

  • Completing and submitting Workplace Skills Plans and Annual Training Reports.
  • Assistance in applying for discretionary grants.
  • Assistance with skills audits.
  • Advising on training interventions.
  • Monthly follow ups and capturing of all training interventions, ensuring continued compliance.
  • Review of workplace skills plan in terms of actual training completed.