EMPOWERING YOUR BUSINESS: QUALIFICATIONS VIA ARPL & RPL FOR FINANCIAL & PROFESSIONAL GROWTH
- EOHCB National
- 12 minutes ago
- 7 min read
Written by Limya Kamaldien
In South Africa’s hairdressing, cosmetology, beauty, and skincare industry, qualifications are no longer optional. They are essential for compliance, professionalism, and sustainable business growth. For employers, the challenge is practical: how do you ensure that both you and your staff meet the requirements of the Main Collective Agreement of the National Bargaining Council for Hairdressing, Cosmetology, Beauty and Skincare Industry, while maintaining smooth operations, retaining skilled employees, and meeting client expectations?
This article is designed to empower employers nationwide, providing guidance on recognising and formalising the skills of their teams. For non-working owners, it ensures that qualified, trade-tested hairdressers are in place to run the establishment optimally, and that beauty and skincare staff have recognised qualifications aligned with their roles. By exploring the correct pathways, Artisan Recognition of Prior Learning (ARPL) for hairdressing and Recognition of Prior Learning (RPL) for beauty and skincare. Employers can bridge the gap between experience and formal qualification, enhancing staff morale, client satisfaction, and overall establishment performance.
Why Qualifications Matter for Employers
Qualifications are far more than compliance tools; they are strategic assets for your establishment.
Regulatory compliance: The Main Collective Agreement and the Bargaining Council require recognised qualifications for hairdressers, beauty therapists, and other skilled personnel. Operating without formally qualified staff can expose employers to ongoing scrutiny and regulatory risk in both hairdressing and beauty/skincare operations, as reinforced by Services SETA guidance.
Professional credibility: Clients pay more for services they trust. Qualified staff reinforces client confidence, whether a client is sitting in a stylist’s chair or lying on a facial bed. Establishments with certified professionals are better positioned to attract and retain clients, particularly in premium service markets.
Operational clarity: Qualifications create clear role definitions, support wage structures, and ensure fair compensation. Employers can confidently assign responsibilities and justify pay scales in line with industry regulations, whether for hairdressers, nail technicians, beauty therapists, or skincare specialists.
Staff morale and retention: Recognising employees’ skills through formal qualifications motivates staff, encourages professionalism, and reduces turnover. When staff feel valued and formally recognised, they are more likely to stay with an establishment long-term.
In short, qualifications allow employers to align compliance, performance, and growth, creating an environment where both staff and the establishment thrive.
Operators vs Skilled Unqualified Staff: Context for Employers
To understand why qualifications are so critical, consider this common scenario:
An employer observed a confusing situation on the payroll. Operators, unskilled staff performing basic duties such as washing hair, have a fixed basic salary in line with the Main Collective Agreement. Meanwhile, a more skilled but unqualified hairdresser had a lower basic salary, despite their advanced technical abilities. While the unqualified hairdresser could potentially earn more through commission-based work, the discrepancy in the basic salary created a challenge for the employer in explaining the difference and ensuring compliance.
This example illustrates a broader reality across South Africa’s hair and beauty industry:
Operators, despite minimal skills, have regulated basic salaries.
Skilled but unqualified staff may have higher earning potential, but this relies on variable commission structures.
Employers must navigate this balance carefully, ensuring fair compensation, regulatory compliance, and clarity in payroll.
The same situation can arise in the beauty sector, including nail technicians, beauty therapists, and skincare specialists. Skilled, unqualified staff may outperform operators in technical ability, but without formal recognition, their role and remuneration can become complicated to justify. Whether the staff member is a hairdresser, beauty therapist, nail technician, or skincare specialist, a formal qualification helps employers justify role, responsibility, and pay.
ARPL (for Hairdressing) and RPL (for Beauty & Skincare)
It is important to distinguish between ARPL and RPL because the two pathways serve different parts of the industry.
ARPL applies only to Hairdressing. Hairdressing is a registered trade, which means it has a formal trade test component. ARPL is the mechanism through which experienced hairdressers can have their skills formally recognised through a trade test, administered by Services SETA and aligned with SAQA requirements. This route is relevant to employers who employ hairdressers and want them to become trade-tested, qualified artisans.
Beauty and skincare, by contrast, are recognised as occupational qualifications rather than registered trades, and therefore do not have a trade test component (this may change in the future with Occupational Qualification developments). Instead, they use Recognition of Prior Learning (RPL) to formalise existing skills against occupational qualifications. Employers in beauty establishments and spas will use RPL, not ARPL, for beauty therapists, nail technicians, and skincare specialists.
Both pathways are learner-centred and facilitated by Services SETA, but the outcome is framed differently:
For hairdressers: ARPL leads to trade test certification and recognition as a qualified hairdresser artisan.
For beauty and skincare: RPL leads to formal qualifications with no trade test, aligned to the specific field and level.
In both cases, experienced staff demonstrate their skills via a Portfolio of Evidence (PoE). Any gaps are addressed through targeted, funded training. Employers can support this process, ensuring minimal disruption to day-to-day operations and maintaining continuity of service to clients.
ARPL vs RPL vs Full-Time Study: The Employer’s Perspective
Full-time study, even when supported by bursaries such as the National Student Financial Aid Scheme, presents challenges for establishments:
Operational disruption: Staff are removed from the workplace, reducing capacity and potentially impacting revenue.
Indirect costs: Employers may need to hire temporary staff or redistribute workloads.
Extended timelines: Full qualifications take longer to complete, delaying compliance and establishment benefits.
By contrast, ARPL and RPL allow staff to qualify while actively contributing to the establishment. These pathways minimise operational impact, support continued client service, and ensure that both compliance and professional development occur simultaneously.
Step-by-Step Guide for Employers
To make this practical, here is how employers can approach staff qualification in both hairdressing and beauty/skincare environments:
Identify candidates
For hairdressing:
Determine which experienced hairdressers lack formal trade test certification but have the skills and experience of a qualified artisan.
For beauty and skincare:
Identify skilled but unqualified beauty therapists, nail technicians, and skincare specialists who have been performing advanced services without formal qualifications.
Build a Portfolio of Evidence (PoE)
For both ARPL and RPL, a Portfolio of Evidence is essential. Collect:
Proof of skills (photos of work, client testimonials, supervisor statements).
Logbooks or service records.
References from clients, colleagues, line managers, or past employers.
Engage with Services SETA
Contact Services SETA to understand the applicable process for each role:
Email ARPL.support@serviceseta.org.za or visit the Services SETA website.
Confirm ARPL opportunities for hairdressers and RPL opportunities for beauty and skincare staff.
Clarify eligibility criteria, documentation requirements, and any levies or funding options.
Support assessments and training
For hairdressers:
Support preparation for the trade test that forms part of the ARPL process. This may include focused revision, mock assessments, and practical preparation in the establishment.
For beauty and skincare staff:
Support the RPL assessment process, including any short-term training or refresher sessions to address identified gaps.
Encourage staff to celebrate successful outcomes, as this reinforces motivation and professionalism.
Formal certification
Once completed, staff receive SAQA-aligned qualifications that are recognised across the industry:
Hairdressers gain Occupational Trade Test certification through ARPL.
Beauty and skincare staff gain formal Occupational certificates through RPL.
These qualifications/certifications reinforce compliance, professionalism, and establishment credibility, and they can be used in marketing and client communications to highlight the skills and recognition of your team.
The Employer’s Advantage: Compliance, Morale, and Growth
Proactively addressing qualification gaps has immediate and long-term benefits for all employers in the hair and beauty industry:
Compliance edge: Demonstrates alignment with the Main Collective Agreement and the Bargaining Council.
Employee empowerment: Staff gain recognition for their skills, increasing job satisfaction and motivation across all disciplines.
Enhanced professionalism: Clients recognise and trust certified staff, improving retention and loyalty.
Financial benefit: Higher-skilled and qualified staff can support premium services, while clear wage structures prevent disputes or misunderstandings.
ARPL and RPL are tools designed for employers who want to achieve all these objectives without compromising day-to-day operations.
The Occupational Qualifications Landscape, Skills Programmes, and Part Qualifications facilitate bridging gaps where skills can and should be formalised.
SAQA Qual ID | Qualification Title | NQF Level | Credits | Quality Partner | Attachments |
Beauty Therapist | NQF Level 4 | 158 | SERVICES SETA | ||
Hairdresser | NQF Level 4 | 540 | NAMB | ||
Make-up Artist | NQF Level 4 | 135 | SERVICES SETA |
SAQA Qual ID | Qualification Title | NQF Level | Credits | Quality Partner | Attachments |
Beauty Practitioner | NQF Level 4 | 112 | SERVICES SETA | ||
Body Care Therapist | NQF Level 4 | 50 | SERVICES SETA | ||
Body Massage Therapist | NQF Level 4 | 55 | SERVICES SETA | ||
Body Therapist | NQF Level 4 | 78 | SERVICES SETA | ||
Eye Grooming Therapist | NQF Level 4 | 38 | SERVICES SETA | ||
Make-Up Consultant | NQF Level 4 | 47 | SERVICES SETA | ||
Manual Skincare Therapist, Level 4 | NQF Level 4 | 60 | SERVICES SETA | ||
Nail Therapist | NQF Level 4 | 47 | SERVICES SETA | ||
Temporary Hair Removal Therapist | NQF Level 4 | 48 | SERVICES SETA |
Skills Programme ID | Skills Programme Title | NQF Level | Credits | Attachments |
SP-230301 | Chemical Hair Reformation Attendant | Level 4 | 51 | |
SP-230302 | Hair and Scalp Treatment Attendant | Level 2 | 23 | |
SP-230303 | Hair Colouring Attendant | Level 4 | 51 | |
SP-230304 | Hair Cutting Attendant | Level 4 | 60 | |
SP-230305 | Hairstylist | Level 3 | 56 | |
SP-250801 | Barber | Level 3 | 32 |
Conclusion: Putting Qualifications to Work
The reality is clear: South Africa’s hairdressing, cosmetology, beauty, and skincare industry is highly skilled, but formal qualifications are essential for compliance and growth.
Employers are uniquely positioned to bridge the gap between practical experience and formal recognition, whether by supporting their hairdressers through ARPL or their beauty and skincare staff through RPL. By doing so, they ensure regulatory compliance, uplift staff morale, professionalise their establishment, and ultimately drive sustainable growth.
The example of operators and unqualified staff illustrates why formal qualifications matter, but correctly applying ARPL and RPL initiatives shows that achieving compliance does not have to compromise operations. With a structured approach, employers can secure both continuity and professional excellence across all sectors of the industry.
