Fewer South Africans are changing jobs, with the labour market showing its lowest turnover rate in four years, currently at 13.5%, according to Remchannel’s April 2025 Salary and Wage Movement Survey. This may seem like good news for employers facing skills shortages in an economy under pressure. However, beneath the surface lies a more concerning reality: employees stay put not necessarily out of loyalty or satisfaction but often through sheer necessity.
In a constrained economy with rising living costs, workforce retention isn’t always a positive indicator. Many employees remain in their roles because alternative opportunities, rather than genuine engagement or job satisfaction, are scarce or unaffordable. This shift in decision-making has profound implications, especially regarding insider threats, where trusted employees exploit their access and knowledge for personal gain or malicious intent.
What It Means for Insider Threats and Fraud Risk
- Increased Susceptibility to Fraud:
With employees feeling constrained or desperate, the risk of insider fraud rises. Disgruntled or financially strained staff may feel justified in manipulating company assets, data, or confidential information. The longer they stay without changing roles or being scrutinised, the more opportunity they have to plan and execute fraudulent activities. - Reduced Vigilance, Greater Opportunity:
Organisations often associate high employee mobility with higher risk. However, low turnover can lead to complacency, where internal controls are relaxed because “nothing has happened.” Insiders with malicious intent can exploit this false sense of security, making regular, rigorous employee screening and ongoing monitoring and lifestyle audits more critical than ever. - Extended Access & Deep Organisational Knowledge:
Long-tenured employees accumulate significant access and detailed knowledge of internal processes, making them potentially more dangerous if they turn malicious. An insider with deep company understanding can manipulate systems, commit theft, or leak sensitive information undetected, mainly if their motives are driven by financial hardship or dissatisfaction.
- The Challenge of Detecting Insider Threats:
Traditional screening processes often focus on new hires or high-risk roles. However, when employees stay in the same role for years, identifying malicious behaviour requires ongoing oversight, continuous monitoring, and a strong ethical culture. Background checks at onboarding are no longer sufficient, regular internal audits and digital monitoring are vital.
Given these dynamics, HR and security professionals must rethink their approach to insider threats:
- Implement Continuous Employee Vetting:
Regular, relevant screenings and lifestyle audits can help identify emerging risks. - Enhance Access Controls:
Limit the amount of data and assets accessible to long-term employees and use the principle of least privilege. - Promote a Culture of Transparency:
Encourage employees to report suspicious behaviour and foster an environment where ethics and integrity are prioritised. - Use Behavioral Analytics & Monitoring Tools:
Leverage AI and data analytics to detect anomalies in employee activity that could indicate insider risk.
While a low turnover rate might seem to suggest a satisfied workforce, the reality of South Africa’s current economic climate tells a different story. Employees staying in roles due to limited options can inadvertently or deliberately become insider threats.
HR teams must adopt proactive, ongoing screening and monitoring strategies, rather than relying solely on initial vetting to safeguard their organisations against fraud and insider risks. In a climate of uncertainty and economic pressure, vigilance and a holistic approach to insider threat detection are more crucial than ever.
Resignation remains the leading cause of staff turnover in 2025, accounting for 39% of exits, according to Remchannel data. (Graph: Remchannel).
