For young job seekers in South Africa, the most appealing employment opportunities go beyond salary. There’s a clear generational shift: today’s talent is actively seeking employee benefits that support their career development, well-being, and work-life balance. As a result, employee benefits for young job seekers in South Africa have become a key differentiator for companies hoping to attract and retain early-career talent.
Here are six highly sought-after company benefits for attracting young talent:
1. Training and Development Opportunities
Gen Z job seekers want to build their careers through continuous learning and experiences.
RecruitMyMom's Working Women in South Africa report shows that training and development are among the top five most valued benefits for young female job seekers (age 18-24), ranking just after medical aid, pension/provident fund contributions, and bonuses.
Young professionals seek employers who provide mentorship and structured development rather than leaving growth to self-navigation and experience.
What to do? Consider offering incoming graduates access to a structured learning programme or learning platforms, empowering them to upskill independently and stay competitive in a changing job market.
Why it matters? Training benefits signal that a company is investing in its employees' future, which boosts retention and enables young talent to have varying experiences.
2. Flexible Work Arrangements
Despite common perceptions that younger employees prefer office-based work for exposure and networking, young workers prefer flexible work arrangements, their preference being for remote or hybrid work.
What to do? Respond to what the data shows, and consider implementing flexible work policies, such as flexible work hours and hybrid or remote work options.
Why it matters? Flexibility improves work-life balance, supports mental well-being, and makes employment more accessible to young talent who may otherwise not be able to afford to travel to the office.
3. Comprehensive Health and Wellness Benefits
For young professionals, wellness matters, especially mental wellbeing. Local studies show that medical aid is the most sought-after benefit among South Africa's young job seekers, with mental health support and wellness initiatives becoming increasingly valued.
What to do? South African employers have many options to consider when looking at wellness support in the workplace. Contributions to medical aid, subsidised gym memberships, counselling services, and employee assistance programmes count as some.
Why it matters? Gen Z expects employers to care for the whole person, and holistic benefits protect physical and mental health, improving productivity and morale. Supporting wellbeing also reduces absenteeism.
4. Practical Work Experience and Mentorship
For inexperienced graduates, the real benefit isn't just having a job - it's learning how to do it well. Structured internships, learnerships, mentorship, and on-the-job training help bridge the gap between theory and practice.
What to do? As an employer, consider tapping into organisations such as the Youth Employment Service (YES) that offer structured programmes providing early-career experience that helps increase long-term employability. These experiences are particularly powerful when paired with internal mentorship.
Why it matters? Offering mentorship and on-the-job experience opportunities signals that your company is invested in graduate success, not just output. It also helps build employee loyalty and support employee retention.
5. Financial Incentives
South African graduates entering the workforce are having it tough with rising living costs, student debt, and transport challenges. While a good basic salary is important, financial incentives like performance bonuses, transport or meal vouchers will add significant value.
Contributions to employee pension/provident funds are among the top four most desired benefits [link report download] for young talent.
What to do? Be transparent about the financial benefits and contributions you offer in your employee packages.
Why it matters? Financial incentives and contributions to pension/provident funds demonstrate care and empathy. This differentiates your brand in the graduate marketplace and ensures you are a sought-after employer.
6. ETI (Employment Tax Incentive) Participation
Hiring graduates through the ETI not only reduces the cost of employment for companies but also signals a commitment to youth development.
The ETI benefits employers who hire workers aged 18-29 by offering PAYE tax reductions, making graduate hiring more financially viable.
From a graduate's perspective, knowing that a company is participating in youth initiatives can increase brand credibility and appeal, especially among socially conscious Gen Zs.
What to do? If you have not already done so, educate yourself on ETI and other youth initiatives. Consider how this may benefit your company and young employees.
Why it matters? Initiatives like ETI reduce your cost per hire while aligning your brand with youth employment solutions, which is critical in a country where youth unemployment has reached 64.2%.
Young South Africans entering the workforce are clear about what they want: support, growth, and flexibility. Employers that invest in these areas don't just improve retention; they build teams that are engaged, skilled, and future-ready.
By aligning benefit structures with what today's young talent wants, South African companies can offer valuable employee benefits for job seekers and position themselves as employers of choice.
RAG supports companies in their pursuit to enhance their BBBEE scores through employment. RAG offers a wide variety of recruitment options and are specialists in young talent.