Job security in South Africa: Why employers need to act now
South African workers are among the more engaged globally, but growing uncertainty around job security, skills, and career growth is putting pressure on employers to respond with greater clarity and investment.
According to ADP Research’s People at Work 2026 study, only 28% of workers in South Africa strongly agree that their job is safe from being eliminated.
While this is above the global average of 22%, it still means that more than seven in ten workers do not feel fully secure in their roles.
This uncertainty matters because job security is closely linked to business performance.
Globally, workers who feel secure in their jobs are six times more likely to be fully engaged, 6.3 times more likely to be highly motivated and committed, and 3.3 times more likely to say they are highly productive.
They are also twice as likely to say they have no intention of leaving.
South Africa remains a standout market for engagement, with 27% of workers fully engaged in 2025 — the second-highest result globally, although down from 31% in 2024.
ADP Research notes that high unemployment, inflation, social unrest, and ongoing adjustment to hybrid and remote work have contributed to uncertainty, while many employers are still refining employee support, recognition, career-growth, and mental-health initiatives.
Skills development is emerging as one of the clearest ways to rebuild confidence.
ADP found that workers who believe they have the skills needed to advance are five times more likely to feel secure, while those who believe their employer invests in their development are 5.3 times more likely to feel secure.
There are also signs of pressure beneath the surface. In South Africa, 30% of workers report doing 6 to 15 unpaid hours per week, while 17% say they work 16 or more unpaid hours weekly.
For employers, the message is clear: job security is not only about avoiding retrenchments.
It is about transparent communication, meaningful skills investment, fair workloads, and giving employees a visible path forward.
In a market where talent confidence is fragile, companies that provide reassurance and opportunity will be better positioned to retain productive, engaged, and loyal teams.
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