In South Africa’s tough job market, where unemployment is high and opportunities are limited, accepting a job offer is often a necessity.
But even when you’re relieved to have an offer, it’s important to remember that a job is about more than the salary on offer. It affects your financial wellbeing, health, family life, and long-term career prospects.
“When jobs are scarce, it’s natural to focus only on getting income to make ends meet,” says Lindiwe Sebesho, master reward specialist and executive committee member at SARA.
However, without a comprehensive understanding of the full value of what you are accepting, you may experience increased stress, risk of burnout, restricted career advancement, or potential financial challenges in the future.
Understanding the salary package
A higher salary does not necessarily result in increased take-home pay, as net income is determined after deductions such as taxes, retirement contributions, medical aid, risk premiums etc.
“It is therefore important to consider a potentially higher-paying position by requesting a sample payslip to accurately understand deductions and assess take-home pay.”
She further emphasises that an increased salary package cannot offset the negative impact of a challenging work environment, ineffective leadership, or excessive workloads.
“Someone earning R50 000 per month in a high-pressure, micromanaged environment may spend more on medical bills, therapy, or burnout recovery than someone earning R40 000 per month in a supportive, well-run team with good career growth prospects,” Sebesho explains.
Worthwhile benefits
A slightly lower salary can be more valuable if the employer offers strong benefits.
“Employer-funded medical aid, higher retirement contributions, performance-based bonuses, long-term incentives like shares, flexible work arrangements, learning and development support, generous leave, a healthy culture, supportive managers, and reasonable workloads all add value beyond the headline salary,” Sebesho says.
“As an example, a job that pays R3 000 less but offers hybrid work, a supportive manager, and a strong performance-based bonus structure may improve both your finances and your wellbeing.
“Therefore, it is key to always request a total reward statement and ask about the team’s culture, turnover, and leadership style.”
This enables you to get upfront clarity on employer contributions to medical aid and retirement, performance management, incentives, flexible benefits, growth opportunities, turnover, and wellbeing support.
Flexibility matters
Flexibility goes beyond working from home. Time flexibility, benefits flexibility, and career-stage flexibility could help reduce commuting and childcare costs, manage family responsibilities, improve long-term financial wellness, balance studies or caregiving, improve mental wellbeing, and prevent burnout.
“A parent, for example, may value flexible hours more than a high salary increase because it may offset aftercare costs and improve family time,” Sebesho explains. “It is key to ask whether the organisation offers hybrid work, flexible hours, or benefit options that suit your life stage.”
Hidden costs and workplace culture
Many costs of working don’t appear on a payslip. Commuting, parking, childcare, work attire, meals, technology, relocation, long hours, and the emotional strain of a difficult team or poor leadership all add up.
“A job with a difficult manager in an inflexible environment can result in stress-related health issues, additional travel costs, and other hidden costs you won’t see on a payslip,” Sebesho says.
“Culture and leadership are costs you must factor in. Engaging in open and honest conversations about team culture can help you gain a realistic understanding of what your day-to-day experience will entail.
“Whenever possible, request to spend time with the people you’ll be working with before accepting an offer. Observe how the team functions and interacts to get a sense of the working environment.”
Avoiding costly mistakes
Sebesho urges that before resigning, you should calculate the value of what you’re leaving behind and compare it with what is being offered in the new role.
“A job should let you make a meaningful contribution, improve your finances, and support your wellbeing,” she says. “The real value comes from a combination of net pay, benefits, performance-based incentives, flexibility, workload, career growth prospects, team culture, and leadership quality.”