There is uncertainty regarding the transition from CETA legacy qualifications to the QCTO occupational qualifications. This uncertainty is being experienced across the training spectrum by employers, skills development service providers and learners. During this time employers must continue to meet their legal Skills Development obligations while adapting to how training is planned and implemented.
The construction sector is one of the most affected by this shift to QCTO because it relies on workplace learning, trades, site exposure and compliance audits. While the system of training is changing, employer responsibilities remain the same, active and enforceable.
What has changed for employers
The major change impacts future training and what may be implemented going forward. From 1 July 2026, new learners will not be able to enrol on legacy SETA unit standards or qualifications.
All new training must be:
QCTO registered occupational qualifications
QCTO part‑qualifications
QCTO skills programmes
This means that training will now be occupational based and no longer unit standard based. Employers will be required to support practical workplace exposure and provide some mentorship, thus playing a more active role than before.
If companies have learners who were enrolled before the cut off date, they may complete their training during the official teach out period until 30 June 2027.
What employers must continue to do
During the transition employers must still pay the Skills Development Levy (SDL) and submit their Workplace Skills Plan (WSP) and Annual Training Report (ATR) to CETA, in order to remain compliant and eligible for grants. Mandatory and discretionary grants are still administered by CETA and not QCTO. It is important to note that CETA will remain the funding and skills planning authority, while QCTO is now the quality authority for occupational qualifications.
Employers should continue to claim B-BBEE points and grant benefits. They should continue with their Skills Development spend under training but must now ensure that they clearly separate the legacy learners who are exiting the system, from the QCTO learners who are entering the system. This can be achieved by keeping accurate records such as registrations, workplace contracts, attendance registers, site logs and any other documentation that would serve as evidence during a B-BBEE audit.
An audit of current and planned training initiatives would have to be undertaken by employers to identify which programmes would need to be replaced with QCTO aligned programmes. Employers would need to source Skills Development Providers that are QCTO accredited as CETA accreditation alone would no longer be sufficient.
Conclusion
The transition from CETA to QCTO is not a pause in responsibility, but it is a period where employer leadership matters more than before. Employers who are active, adaptive and plan accordingly will experience less disruption than those who wait for the inevitable.
Mandisa Khumalo | Learning and Development Manager
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There is uncertainty regarding the transition from CETA legacy qualifications to the QCTO occupational qualifications. This uncertainty is being experienced across the training spectrum by employers, skills development service providers and learners. During this time employers must continue to meet their legal Skills Development obligations while adapting to how training is planned and implemented.