By Thinus Oelofse & Nati Levit
South Africa stands at a pivotal juncture in its skills development landscape. The expiry of legacy qualifications and the full transition to the Quality Council for Trades and Occupations (QCTO) occupational certificates represent not just a procedural shift, but a profound transformation with far-reaching implications for individuals, businesses, and the nation’s economic future.
While the move towards QCTO qualifications promises more modern and relevant skill sets, the current implementation presents a complex web of challenges that demand immediate and coordinated attention from all stakeholders. The very essence of what constitutes a “qualification” is being redefined. Unlike the familiar, structured one-year learnerships, the new occupational certificates vary significantly in duration from a few months to several years. While this flexibility reflects real-world learning needs, it also introduces uncertainty, particularly in relation to frameworks such as Broad-Based Black Economic Empowerment (B-BBEE) and the SARS Section 12H tax incentive, which were developed around older models of structured learning.
Despite widespread belief that legacy qualifications would lapse in June 2023, the DHET and QCTO have since gazetted extensions now staggered between December 2025 and June 2026, depending on the qualification type. These updates, reflected in several Government Gazette notices from 2024 through 2025, demonstrate a phased transition rather than an abrupt cut-off.
However, the practical rollout of this shift remains problematic.
There is an urgent need for alignment and policy clarity across key government departments: the Department of Higher Education and Training (DHET), QCTO, the Department of Trade, Industry and Competition (DTIC), and SARS. In the absence of harmonised guidance, many businesses and training providers remain unsure how to implement the new qualifications within existing compliance frameworks putting funding, scoring and delivery pipelines at risk.
The challenges are further compounded by systemic capacity issues at QCTO. As acknowledged in the QCTO’s 2025–2026 Strategic Plan, the council is under pressure from staffing shortages, accreditation backlogs, and a flood of applications. These delays significantly hinder the ability of providers to offer new occupational programmes timeously and by extension, delay access to critical skills for the workforce.
One of the most pressing operational issues is the External Integrated Summative Assessment (EISA). While robust assessments are necessary to uphold quality, the current model a once-off, high-stakes pass/fail exam, poses accessibility challenges. With limited EISA centres nationwide, many learners, especially in rural areas, face logistical and financial barriers to sitting for assessments. The lack of preparatory support such as mock exams adds further concern around fairness and learner confidence. Cost remains a critical barrier, particularly where exam fees are borne by the learner or absorbed by stretched training budgets.
In light of these challenges, it is clear that a measured, inclusive transition is essential. A blanket phase-out of legacy qualifications without robust infrastructure or education campaigns risks creating gaps in service delivery and missed targets for both youth employment and business compliance. A more phased approach would allow time to expand EISA capacity, streamline accreditation, and educate employers and learners about the value and mechanics of the new system.
The current climate of uncertainty has led to widespread concern among providers and employers. What’s needed now is proactive, transparent engagement between government, training providers, and industry. This includes developing guidelines for tax and B-BBEE alignment, expanding EISA infrastructure, and ensuring that new qualifications are both implementable and fundable.
For now, legacy qualifications still play a critical role in meeting employer needs and compliance objectives. However, the long-term potential of QCTO programmes is significant. Many of these newer qualifications are shorter, more focused, and better aligned to real workplace demands offering an agile tool for closing the country’s widening skills gap.
As we navigate this next phase of South Africa’s skills revolution, collaboration is key. Government must prioritise policy alignment and capacity building. Training providers must uphold quality and adapt to new accreditation requirements. And businesses must choose partners who can guide them through this transition.
The future of South Africa’s workforce depends on our ability to turn a fragmented system into one that is modern, responsive, and inclusive. If we get this right, we won’t just change the way people are trained we’ll change the way South Africa works.
