Yusuf Simons, Acting Deputy Director-General for immigration services at the Department, said employers who did not apply during the first phase in October 2023, have been eagerly awaiting the opening of the second round and is ready to submit their expression of interest after waiting almost 2 years.
On 31 July 2026, during the first of a series of webinars by the Department to explain TES, Simons reiterated that the scheme is designed to support South Africa in positioning itself as a premier investment destination by facilitating the entry of essential skills required for economic growth.
During the webinar officials provided prospective corporate employers, investors and qualifying businesses with clear information on the purpose of the TES, the eligibility pathways, the selection criteria and the process for submitting an expression of interest.
The closing date is on 4 September 2026, with outcomes expected within 30 working days after the closing date.
The second phase follows the success of the first phase which approved 71 companies to join the scheme.
Benefits: From Shorter Processing Times to Reduced Administrative Burden
The overwhelming interest reflects the tangible benefits achieved during the first phase, where work visa applications for Trusted Employers were reduced from processing periods of up to 6 months or longer, to as little as 5 to 10 business days.
Simons said the expansion of South Africa’s Electronic Travel Authorisation (ETA) platform, using cutting-edge machine learning technology to digitalise and automate visa processes, to eventually include all visa categories, will supercharge the system even more. He mentioned consistently issuing Critical Skills and General Work visas in less than 5 days in the foreseeable future.
Reduced documents required when TES members apply for General Work Visas, Critical Skills Work Visas and Intra-Company Visas, removes red tape associated with delays which are detrimental to business operations. The streamlined immigration process is of particular strategic value when recruiting senior executives, technical personnel, corporate employees, and investors.
The expedited service extends beyond main applicants, with family members also benefiting from streamlined processing. Permanent residence applications submitted through the scheme are expected to be processed within a predictable eight-month timeframe.
Importantly, TES is not for the recruitment of unskilled or low-wage labour.
Faster, Digital and More Predictable
The second phase introduces a fully digital application and adjudication system for the expressions of interest applications, replacing paper-based processes that historically contributed to delays.
During the recent Xpatweb Global Mobility Conference, Minister Schreiber also emphasised the benefits of the digital process in his keynote address.
Following the conference, Marisa Jacobs, Managing Director of Xpatweb, said the TES has been one of the most significant rollouts by the Department of Home Affairs, enabling businesses, from both a document and a time perspective.
“It also sends a strong signal that South Africa is ready to welcome businesses by enhancing digital efficiency and providing more predictable pathways for much-needed critical skills to enter the economy.”
Multiple Pathways Available
The TES Phase II will now include companies involved in strategic infrastructure projects, businesses establishing regional and global headquarters in South Africa, and qualifying international firms entering the South African market or domestic institutions establishing Synthetic Financial Centre-compliant entities.
Simons highlighted that employers must select only one of the three eligibility pathways, warning that selecting multiple pathways will result in immediate disqualification.
The scorecards used during adjudication provides predictability and are clear on eligibility, criteria and the points that will be awarded for factors such as investment, local employment, skills development and economic sector. Companies must obtain 80 out of 100 points to qualify.
The Department of Trade, Industry and Competition (DTIC) has also introduced a Joint Operational Team (JOT) confirmation form for businesses applying under priority economic sectors as identified by DTIC. Employers are encouraged to obtain these documents as early as possible before submitting their applications.
Simons, who also chairs the inter-departmental committee comprising Home Affairs, the DTIC and the Department of Employment and Labour, said authorities would adopt a practical approach when assessing applications.
Where applications contain minor omissions or require clarification, employers will generally be given an opportunity to provide additional information rather than being rejected outright.
“It is in the interest of the country and in the interests of Home Affairs that we get more employers on board,” he said.
Compliance Remains Critical
Maintaining TES status comes with specific obligations on employers. This relates to amongst other, proper record-keeping relating to comprehensive internal records of recruitment searches and qualification verifications, and mandatory submission of regular workforce reports to DHA.
Home Affairs will conduct periodic inspections and immigration audits to ensure employers’ compliance.
The department has warned that failure to comply could result in immediate revocation of Trusted Employer status, substantial fines imposed on both companies and directors, and a prohibition on employing foreign nationals for up to three years.
Ensure a Correct Submission from the Outset
As prospective TES companies can only choose one pathway, it is important to choose correctly, submit all documents the first time and for the submission to be prepared in a way that DHA understands, says Xpatweb.
Interested companies who are uncertain about their eligibility or under which pathway to apply, should engage specialist advice.
Simons said the TES is designed to enable business growth rather than regulate employment decisions.
“The aim of the Trusted Employer Scheme is not to dictate to business who they should employ, what they should pay a person or what qualifications that person should have, but to create a platform for business to bring skills on board, grow their business and create more jobs. We are an enabler; we are not a regulator,” he said.
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