If you’re trying to benchmark a CA (SA) salary in South Africa, the 2026 data is both revealing and actionable. The CA (SA) qualification continues to command a significant premium over other designations, which compounds with experience, and the majority of CA (SA) holders still believe they are underpaid.
A full overview is available in our Snatch Finance Salary Benchmark 2026, which covers compensation across hundreds of South African finance professionals. Here is a quick view of what the numbers show.
What CA (SA) professionals earn in South Africa
The average CA (SA) salary in South Africa is R1 102 000 per year. Compared to other designations, that is a meaningful step up: CGMA holders average R849 000, while AGA (SA) and Professional Accountant (SA) holders earn R675 000 on average, and other or part-qualified professionals average R552 000.
In other words, qualifying as a CA (SA) is worth, on average, an additional R250 000 per year compared to a CGMA at the same level of experience. That gap is not trivial, and it widens further at senior levels.
CA (SA) salary by experience
Salary growth for CA (SA) professionals is steep in the first decade and steady thereafter. The table below shows how compensation moves by post-qualification experience:
| Experience | Lower | Average | Upper |
| 1–5 years | R684 000 | R735 000 | R843 000 |
| 6–10 years | R945 000 | R1 075 000 | R1 203 000 |
| 11–15 years | R1 260 000 | R1 476 000 | R1 650 000 |
| 16–20 years | R1 511 000 | R1 725 000 | R1 980 000 |
| 20+ years | R1 644 000 | R1 802 000 | R2 200 000 |
The jump from entry-level to mid-career is notable. A CA (SA) with six to ten years of experience earns roughly 46% more on average than one who is newly qualified. Additionally, the upper percentile at 20-plus years reaches R2 200 000, reflecting the earning potential of CA (SA) professionals who have moved into senior commercial or leadership roles.
Does company size affect CA (SA) pay?
Yes, and the pattern is worth noting. Mid-size organisations with 51 to 250 employees pay the highest premium for CA (SA) talent, at an average of R1 242 000 per year. That outpaces both smaller firms (R1 077 000 average) and large organisations with 250-plus employees (R1 192 000 average).
The explanation is straightforward. In a smaller team, a CA (SA) typically carries broader accountability without the depth of specialist support found in larger finance departments. That expanded scope attracts a premium.
CA (SA) salary by location
Gauteng leads on CA (SA) pay, with professionals there earning an average of R1 239 000 compared to R1 136 000 in the Western Cape. The nine percent differential is meaningful, though notably narrower than the regional gaps seen at the CFO and executive level.
For CA (SA) holders based in Cape Town or the Western Cape, the data suggests the location discount is moderate. Furthermore, employers in the region can remain competitive without needing to fully match Gauteng packages, which is an advantage when building a finance team outside Johannesburg.
The satisfaction gap: what 85% of CA (SA) holders say
Perhaps the most significant finding in the 2026 benchmark is this: 85% of CA (SA) holders in South Africa feel they are underpaid, with an average perceived shortfall of 23%. At the same time, only 25% are actively looking for a new role.
That combination is a useful signal for employers. Most CA (SA) professionals are not scanning job boards today. However, they would consider the right opportunity if it were presented to them directly. This is why the most effective CA (SA) hiring strategies rely on proactive headhunting rather than passive job advertising.
According to the South African Institute of Chartered Accountants (SAICA), South Africa’s CA (SA) pipeline is growing but remains selective by design. The qualification is rigorous, and the number of newly qualified CAs each year is relatively small compared to market demand.
Bonuses and total reward
Base salary tells only part of the story. According to the Snatch benchmark, 74% of CA (SA) holders received a bonus in the past year. Among those recipients, the average bonus was 15% of CTC – the highest bonus participation rate of any designation group in the survey.
For employers structuring a competitive offer, total reward packaging matters. A market-rate base salary combined with a clear, achievable bonus structure will outperform a marginally higher base with no variable component.
What this means for employers
If you are hiring CA (SA) talent in South Africa, the market is competitive, and the candidate pool is constrained. The best CA (SA) professionals are rarely active on job boards. Most need to be approached directly, with a compelling case made for why the opportunity is worth their attention.
That means the traditional recruitment model – which relies on advertising and waiting for applications – typically falls short. Employers who want access to the top tier of the CA (SA) market need a partner who can identify, approach, and convert passive candidates.
Snatch works exclusively in finance and accounting recruitment. We know who is good, who is open to a move, and what it takes to structure an offer that lands. Get in touch to discuss your next CA (SA) hire.
What this means for candidates & hiring managers
If you are a CA (SA) professional assessing your current package, or a hiring manager looking for a good benchmark, use this as a reference point. Compare CTC against the relevant experience band, factor in location and company size, and assess whether a gap exists that justifies a conversation.
For a detailed breakdown of CA (SA) compensation across sectors and practice areas, visit the Snatch Finance Salary Benchmark 2026.