Every recruiter and employer in South Africa, from SMEs to enterprise corporations, will request your three most recent salary slips before making an offer. This isn't about discrimination or unfair practices—it's how the South African job market operates, driven by economic realities and standardized salary increase practices.
All too often we interview and speak to potential job seekers who are not prepared to share their current salary or salary slips with us. The problem with this approach is that 99% of South African businesses—small, medium, and large—have been requesting three most recent salary slips as part of their hiring strategy over the last two decades. We find ourselves in a position to move on to the next cooperative candidate when we encounter non-cooperative candidates, as 90% of potential job seekers are cooperative and willing to be transparent with the requested information.
At SkillzPage, we've guided thousands of IT, Engineering, and Finance professionals through 20+ years of recruitment. Understanding why salary slips are essential and how to leverage them strategically separates successful candidates from those who struggle with unrealistic expectations. Transparency and cooperation in this process opens doors—resistance closes them.
Here's your complete guide to navigating salary history requests in the South African job market.
South African employers typically offer salary increases of 10-15%, which is considered market-related movement between companies.
Market dynamics that drive this practice:
Standard recruitment process:
After 20+ years placing professionals across South Africa, we've learned that employers use salary history not to discriminate, but to ensure competitive offers that align with market realities and budget constraints.
Employers request salary slips to "gauge market value, ensure fair compensation, and verify job titles, start dates, and existing benefits"
Companies want to "avoid dissatisfaction from compensation disparities and provide a basis for salary benchmarking"
Practical business considerations:
Market-related movement between companies:
Understanding your payslip "can help you negotiate better benefits or higher salaries, especially if you're at the top end of your market value"
Current legal position:
Business justification:
Ensure you "have a solid understanding of your current remuneration package and structure" including all benefits and perks. You'll need to provide:
The loyal employee exception:
We regularly encounter professionals with excellent qualifications and 10+ years of relevant experience who've remained with a single employer throughout their careers. While company loyalty is admirable, these candidates often earn significantly less than market rates because they missed the regular 10-15% increases that come with strategic job changes every 3-4 years.
The underpayment reality:
These loyal employees typically received modest 3-5% annual increases—if any—resulting in salaries that lag market rates by 30-50% or more. When we compare their compensation to professionals with similar experience who changed jobs strategically, the gap is substantial and unfair.
SkillzPage's strategic intervention:
This is where specialist recruitment agencies add critical value. We negotiate market-related salaries that reflect true worth, not employment history. For severely underpaid professionals, the standard 10-15% increase rule gets set aside in favor of proper market positioning—sometimes requiring 25-40% adjustments to achieve fair compensation.
When exception rules apply:
If you've been with one employer for many years and suspect you're underpaid, we'll benchmark your true market value and negotiate accordingly. Your loyalty shouldn't be financially penalized.
Industry switching considerations:
Moving between industries may justify adjusted expectations, particularly when transitioning into higher-paying sectors or where your transferable skills command premium value.
Skills shortage leverage:
Severe skills shortages in specialized areas allow you to dictate salary terms rather than accept standard increases. When talent is scarce, market dynamics shift dramatically in your favor.
Expanded role responsibilities:
Taking on dual roles where you'll handle responsibilities traditionally split between multiple positions justifies significant compensation increases—often well beyond the 10-15% standard.
Management progression premium:
Stepping into management roles with expanded responsibilities, team leadership, and P&L accountability commands higher increases due to added complexity and business impact.
Contract vs. permanent positioning:
Moving from permanent to contracting positions involves higher risk but typically delivers 30-50% compensation increases to offset lack of benefits and job security.
Skills shortage negotiation power:
When your expertise is in critical demand, traditional salary increase rules don't apply. Some of these roles within the IT space include Devops Engineers, Software Architects, Cybersecurity specialists, Data scientists, and specialized engineers often secure 25-40% increases due to market scarcity.
The most successful professionals work within established practices while positioning themselves strategically for maximum outcomes. By understanding why salary history is essential and preparing comprehensive documentation, you can achieve competitive compensation while maintaining professional relationships.
Email: info@skillzpage.com
Website: www.skillzpage.com
Specialties: IT, Engineering, Finance recruitment and compensation strategy
Your career advancement depends on strategic salary positioning that reflects market realities and your true value.
