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Positive feedback from recognised Trusted Employers in the first phase speaks for itself: participating companies reported that 80% of visa applications for international talent submitted were processed within the reduced turnaround times committed to by the Department of Home Affairs (DHA). The scheme has significantly reduced visa processing times from a historical average of around 22 weeks to approximately 20 business days.
TES companies also noted a 96% first-time accuracy rate in the processing of applications, helping to reduce delays associated with visa rejections. Trusted Employers further benefit from dedicated handling and an escalation path through the DHA Head Office.
More Corroborating Data
This positive experience is supported by preliminary findings from the Xpatweb Critical Skills Survey 2026, which is currently underway.
According to Marisa Jacobs, Managing Director at Xpatweb, results so far show that more than 80% of TES respondents reported participation has made a positive difference, with 83% indicating improved turnaround times.
Jacobs says no company can afford to put its South African operations on hold for weeks or months while a critical senior executive from abroad waits for work authorisation. Whether the individual is a CEO arriving to take charge of a regional operation, a CFO needed to oversee a major investment, or an AI engineer recruited for a strategically important technology project, the cost of visa delays is real.
The TES is designed to reduce precisely these types of business risks.
With Phase II of the TES now open for applications until 4 September 2026, the beneficial outcomes prove the tangible value of the scheme and serve as a strong incentive for employers still considering whether to apply, Jacobs says.
“If you qualify, it is a no-brainer to apply. Even if you think you do not qualify or are unsure of your company’s eligibility, obtain a professional opinion to seize the opportunity,” she notes.
Home Affairs Highlights that Benefits Extend Beyond the Employee
The TES was designed to expedite visa processing for companies vetted and approved in advance by reducing the administrative burden associated with visa applications for their foreign employees and priority treatment.
During a recent DHA webinar, the Minister of Home Affairs, Dr Leon Screiber, 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.
Schreiber said the streamlined process is of strategic value when recruiting senior executives, technical personnel and corporate employees, and highlighted the fully digital, end-to-end TES system for submissions and adjudication.
Besides operational efficiency, the strategic value of the TES lies in reduced documentation, including waivers for key supporting documents required for the recruitment of foreign talent.
The expedited service also extends beyond the main applicant, with family members benefiting from efficient processing. Permanent residence applications submitted through the scheme are expected to be processed within a predictable eight-month timeframe.
Aligned with the International Benchmark
South Africa is not alone in recognising that governments can reduce immigration friction for employers they have already assessed as trustworthy.
The common benefits of comparable programmes across jurisdictions include faster processing, a reduced administrative burden, priority treatment and greater certainty.
- Canada’s Global Talent Stream, for example, provides employers with a 10-business-day service standard for eligible applications, expected to be met 80% of the time, together with personalised assistance.
- Australia uses an accredited sponsor model. Accredited sponsors receive priority processing for eligible employer-sponsored applications and experience the value of streamlined processing for certain low-risk nominations.
- New Zealand’s Accredited Employer Work Visa system similarly puts employer accreditation at the front of the process, followed by a job check and then the employee’s visa application.
For Companies Still Undecided, the Case for TES Is Growing
Building on the success of the first phase, which approved 71 companies, TES Phase II expands to qualifying businesses involved in strategic infrastructure projects, companies establishing or operating regional or global headquarters in South Africa and introduces a dedicated pathway for the Synthetic Financial Centre (SFC).
According to DHA’s Annual Performance Plan 2025/2026 tabled in September 2025, the combination of regulatory reforms such as the points-based work visa, the remote work visa and TES, will take the country closer to the additional 11 000 skilled workers to enhance economic growth.
The reforms are a significant shift from the situation South Africa faced a few years ago.
In 2022, business leaders warned about the experience of a group of French companies that were struggling to secure work visas for key personnel, including engineers and technical specialists. The delays were serious enough for the companies to consider postponing investment or moving operations elsewhere, they cautioned.
Jacobs says that, fortunately, this example is now historical, with the TES helping to prevent similar challenges from resurfacing for companies recruiting international talent.
“If you are interested in realising the TES benefits for your company when recruiting talent from abroad, act sooner rather than later. Make sure that you get the right guidance and that your TES application meets the requirements so that you can take full advantage of the scheme.”
