According to the 2026 evaluation trends report from Foundit, about a third of employees underwent appraisal without substantial support from their managers. This report is based on a survey of 2598 employees across 15 industries conducted in June 2026.
During the survey, 22% of employees reported receiving no assistance from their manager during the appraisal, while 10% stated they had to handle most of the work independently. Thus, a total of 32% of staff did not receive adequate support from their supervisors. Conversely, 37% of employees noted that their managers supported them during the appraisal discussion and promoted their achievements.
This report emerged at a time when employee expectations regarding salary increases exceed the actual raises offered by companies. According to the study, most employees received a salary increase ranging from 6% to 10%, which applies to approximately 19% of personnel. Another 15% received an increase up to 5%, while 12% saw growth within 11%–15%. Only 7% of employees received an increase from 16% to 20%, and 12%—more than 20%.
Furthermore, 28% of respondents have not yet undergone appraisal, and 8% did not receive a raise even after it. This means that more than a third of employees have either not been evaluated or have not received an income increase.
The level of employee expectation regarding changing jobs is quite high. Only 7% are willing to change jobs for an increase of less than 10%. Meanwhile, about 23% expect an increase from 11% to 20%, and 27% anticipate growth in the 21%–30% range. Additionally, 23% consider changing jobs for an increase of 31% to 40%, and about 20%—for an increase over 40%. As a result, approximately 70% of employees expect an increase of at least 21% when moving to a new job, whereas most current appraisals offer an increase within a single digit (less than 10%).
The report also raised issues concerning employee retention. Among those who reported plans to look for a job, 52% stated they were actively searching for a new position. Another 34% are willing to consider new opportunities if they receive a suitable offer. Only 11% reported that they are currently not looking for a job but might consider options if a suitable opportunity arises, and 4% do not plan to change jobs.
However, an improvement in salary alone is not enough to decide to quit. Career growth also plays an important role. 23% of people cited salary increase as a reason for changing jobs, while 20% named lack of promotion or career growth opportunities. Additionally, 17% noted that the salary increase did not meet expectations. 16% are seeking better learning opportunities, and 14% cited poor work culture or manager as the reason for leaving. Overall, 40% of employees cited financial reasons related to salary as the main reason for leaving, while 36% highly value career development and learning opportunities.
The analysis of employee experience revealed significant differences. According to the report, the highest probability of undergoing an appraisal is observed among employees who have worked at the company for less than three years; about 43% of this group have not yet been evaluated. Among more experienced employees, this figure ranged from 21% to 29%. Thus, the speed of appraisal for new employees is significantly slower than that of more experienced personnel.
The report demonstrates that the employee appraisal experience is divided into two categories: some receive full support from managers during discussions, while others must independently advocate for their achievements and raise demands for a raise. While companies continue to offer mostly flat increases (less than 10%), many employees believe they could receive an increase of over 20% when changing jobs. This gap between the salaries offered by companies and the potential earnings of employees in the labor market could pose a serious challenge to talent retention in the future.
In the modern world, characterized by constant connectivity, the issue of work-life imbalance has become a common phenomenon. Many workers suffer in silence, mistakenly believing that constant availability via email or WhatsApp is an inherent requirement of the modern workplace.
However, South Africa's labour legislation draws a clear line between dedication and exploitation. Employees need to know their legal rights to disconnect from work.
Working hours are protected by the Basic Conditions of Employment Act (BCEA). According to this law, an employer has no right to demand or allow an employee to work more than 45 ordinary hours per week. This is approximately nine hours per day for employees on a five-day work week or eight hours per day for those working more than five days.
Any time worked beyond these ordinary hours is typically classified as overtime and falls under the provisions of the BCEA.
Many employers view overtime as an automatic expectation. However, according to the BCEA, overtime is not automatically mandatory. An employer can only require overtime hours if there is an agreement between them and the employee, which is usually documented in the employment contract or made separately.
For employees whose annual income is below the BCEA threshold (currently R254,371.67), overtime is limited to a maximum of 10 hours per week. These employees also have the right to overtime pay at one and a half times the ordinary wage or, by agreement, compensation in the form of leave.
Employees earning above this threshold are generally excluded from the BCEA provisions regarding overtime. However, employers are still obligated to comply with contractual obligations and broader legal duties, including ensuring a safe working environment and avoiding unreasonable working conditions that could negatively affect employees' health and well-being.
An employer does not own your personal time. The BCEA establishes minimum periods of daily and weekly rest to protect worker well-being.
Under Section 15 of the Act, employees are entitled to a daily rest period of at least 12 consecutive hours between shifts. They are also entitled to a weekly rest period of at least 36 consecutive hours, which must include Sunday unless otherwise agreed.
If an employer regularly violates your evenings, weekends, or rest periods with work demands, you should assess whether such practices comply with the BCEA and the terms of your employment contract.
If excessive work demands affect your work-life balance or mental state, it is crucial to set clear boundaries. The first step should be to keep accurate records of working hours, including any work done outside the regular schedule. This information will help demonstrate the extent of unpaid or excessive work.
Next, you must formally raise this issue in writing through your employer's grievance procedure, detailing the impact of these demands and requesting a resolution.
Confronting a demanding employer can cause anxiety, especially if there are concerns about potential retaliation or career damage. In such cases, membership in a service like Legal Leaders Insurance can provide valuable support. Access to experienced lawyers helps understand one's rights, resolve workplace disputes, and respond appropriately if disciplinary action or retaliation follows attempts to assert contractual or legal rights.
Your personal time is not a luxury; it is a legal right. Do not let unreasonable workplace demands take away the time you deserve for yourself and your family.
