The YES programme is often confused with learnerships, internships and apprenticeships. However, the YES 12-month quality work experience is not one of the “-ships” and has a very different function in the B-BBEE landscape. Joining the YES programme gives corporate partners the unique opportunity to gain up to two levels up on their B-BBEE scorecard. However, mislabelling the YES programme as one of the “-ships” could jeopardise your B-BBEE level up. In this blog, we delve into the different functions and roles that each of these play, and explain how the YES programme differs from learnerships, internships, and apprenticeships.
The Broad-Based Black Economic Empowerment (B-BBEE) legislation details various ways in which businesses can champion transformation within their business and in South Africa more broadly. The five elements on the B-BBEE scorecard (Enterprise and Supplier Development, Socio-Economic Development, Skills Development, Ownership, and Management Control) provide a holistic approach to transformation covering both a business’ internal operations and external impact.
A key thing that all the “-ships” have in common is that they fall under the Skills Development element on the B-BBEE scorecard. The YES programme differs in that it is an additive element over and above the pillars of the B-BBEE scorecard and organisations must already be B-BBEE compliant to join the programme.
Skills Development is a priority element of the scorecard, and plays a vital role in upskilling South Africa’s workforce, improving workers’ employability and labour mobility.
So, businesses would utilise a “-ship” programme to increase their score in the Skills Development element. 40% of the targets outlined under Skills Development must be achieved to maintain/move up B-BBEE levels, and a business can use learnerships, internships, and apprenticeships to reach these targets.
A learnership is a work-based learning programme that combines practical work experience with structured theoretical training, leading to a nationally recognised qualification. The classroom component must be provided by a SETA-accredited training partner to ensure that youth receive a recognised NQF qualification. In addition, learners must be registered with the relevant SETA.
While learnerships typically run for 12 months, the duration may be extended if the chosen qualification requires more time.
Apprenticeships are designed mainly for artisanal careers (like electricians, plumbers, or welders). They combine on-the-job training with formal tuition. Unlike learnerships, apprenticeships focus on preparing youth to pass their Trade Test, which is required to qualify as an artisan.
During the apprenticeship, youth must complete their N Levels (theory related to their trade) alongside workplace experience. Once they’ve finished and passed the Trade Test, they earn recognition as a qualified artisan.
Usually three years.
The B-BBEE definition: “Occupationally directed instructional and work-based learning programme that requires a formal contract, formally assessed by an accredited body.”
Learning achievements as per B-BBEE codes: “Theoretical knowledge and workplace learning, resulting in the achievement of a South African Qualification Authority registered qualification, a certificate of other similar occupational or professional qualification issued by an accredited or registered formal institution of learning.”
In terms of the B-BBEE codes, an internship, also called a candidacy programme, is the stage that usually comes after a youth has completed most or all of their academic training. Unlike a learnership or an apprenticeship, an internship is not about starting the learning journey but about finishing it. It’s designed to give graduates or near-graduates the chance to gain the practical experience they need to register as professionals in their field. In some industries, such as construction, this step is compulsory and you cannot become professionally registered without completing a candidacy programme. In many ways, an internship forms the “final module” of a person’s overall training, where theoretical knowledge is put into practice so they can take the final step toward becoming a fully qualified professional.
Duration varies and can be multiple years depending on the industry.
The B-BBEE definition: “Institution-based theoretical instruction, as well as some practical learning with an employer in a simulated work environment – formally assessed through the institution.”
Learning achievements as per B-BBEE codes: “Theoretical knowledge and workplace experience with set requirements resulting in the achievement of a degree, diploma or certificate issued by an accredited or registered formal institution of learning.”
The YES programme does not fall under any element of the B-BBEE scorecard, including Skills Development.
Before joining YES, a company needs to ensure it is B-BBEE compliant and consistently meets its levels and element targets to unlock the YES Level Up benefit (read about our sub-minimum requirements for your business type here). A youth already in a learnership, apprenticeship, or internship cannot also be counted under the YES programme.
A YES programme is akin to an actual job given to unemployed youth on a fixed-term contract. Youth are placed within your organisational structure using our internal model, or externally in key sectors using our Implementation Partner (IP) model. Read more about how the YES programme works here.
12-month fixed-term contract.
If your business is exploring ways to contribute to South Africa’s transformation while unlocking real benefits, it’s important to understand the difference between learnerships, apprenticeships, internships, and the YES programme. Each plays a distinct role in the youth employment ecosystem. However, YES’s unique offering lets businesses improve their B-BBEE scores, demonstrate ESG with measurable results, and create lasting impact. By choosing the right pathway, you can invest in young talent, strengthen your industry, and help build a more inclusive economy.