• 45% of South African professionals feel underpaid for the role that they do
• 18% resorting to “other means” of additional income for the first time, including credit cards, pay-day loans, and additional work
• Call for employers to be positive and supportive toward “side hustles” – fast becoming a “necessary evil” that employers must accept

A third of professionals have stated that they are “actively seeking” additional work – as primary forms of employment fall short on pay, progression, and purpose.

According to research by global recruiter Robert Walters, 48% of  professional workers in South Africa do not feel that their pay is an accurate representation of the work they do. T

Megan Prosser, Senior Manager – Robert Walters South Africa:

“It’s not surprising that professionals are starting to feel that their pay isn’t stretching as far as it used to, given that the price of essential goods is rising across the world.

In some respects, employers feel that their hands are tied – it is not realistic for companies to try and compete with rates of inflation, especially in what is an unpredictable market.

“The crucial advice here for employers is to listen and play an active role in alleviating some of the external pressures on their employees.  If this can’t be done via a pay increase, then this can be achieved by encouraging resourcefulness in an economically strenuous time.

Cost-of-living

According to a survey of 2,000 South African professionals by Robert Walters, 45% said they now feel underpaid.

Top tips on how companies can support employees with the cost-of-living crisis, using non-financial incentives:

1. For office days, introduce flexible start & finish times, to help employees avoid the cost of peak travel, and to help them gain back extra time in their day
2. Flexi-hours, enhanced leave or one additional day’s paid leave per month when targets are hit, allow staff to develop their side hustles outside of work hours, relieving some pressure in multiple ways
3. Create a reward structure which ties into the Cost of Living – for example streaming subscriptions, food vouchers, or flight allowances
4. Introduce low-cost complimentary breakfasts in the workplace. Don’t underestimate the value of cereal, pastries and fruit baskets can bring to your employees’ days
5. Double down on progression routes and offer enhanced training programmes. If employees are not happy with pay, show them the clear route to earning more within the company/their primary employment