Risks in organisations change, and companies need to stay abreast of what could cause them. A sharp rise in gambling among South African employees is emerging as one of the clearest signs of growing financial stress in the workforce. New insights from Old Mutual Corporate show that 40% of working South Africans now gamble frequently, and Stats SA estimates up to 55% of recreational spending is directed towards gambling. Disturbingly, many are betting to bridge monthly shortfalls, pay debt or chase quick income, behaviours that are statistically unlikely to improve long-term financial outcomes.
“This is no longer an individual challenge. It is a workforce-wide issue that employers need to factor into how they support their people,” says KeriLee Edmond, Head of Business Intelligence at Old Mutual Corporate. Short-term relief is winning over long-term security because employees lack adequate financial reserves.
Why this matters to employers
- Reduced productivity and focus: Financial stress distracts employees, leading to increased errors, missed deadlines, and lower engagement.
- Increased absenteeism and presenteeism: Stress and its consequences can lead to more sick leave or presenteeism, where workers are present but underperforming.
- Fraud and misconduct risk: Financial desperation is a known antecedent to internal fraud, theft or manipulation of expenses.
- Safety and reputational exposure: Roles that involve driving, handling cash, or client trust become higher risk when employees are financially pressured.
- Turnover and recruitment costs: Unaddressed financial hardship accelerates attrition and hiring expenses.
Regular pre-employment and ongoing screening help organisations manage these risks without stigmatising staff. Screening should be framed as part of a broader employee care strategy that protects both the business and the individual.
Key elements employers should adopt
- Regular, proportionate screening: Include background checks relevant to role risk (financial checks for fiduciary roles, behaviour and integrity assessments, and periodic rescreening).
- Behavioural and wellness indicators: Use validated psychometric tools to detect risk factors such as impulsivity or poor financial decision-making, alongside workplace performance metrics.
- Confidential, supportive pathways: Ensure screening outcomes are handled confidentially and linked to support, not automatic discipline. Offer access to counselling, financial coaching and employee assistance programmes (EAPs).
- Targeted interventions: For high-risk roles (finance, procurement, cash handling), increase monitoring and controls, coupled with training and clear policies on gifts, conflicts and reporting.
- Financial resilience programmes: Provide practical support, budgeting workshops, emergency loans, salary advances where feasible, and education on debt management, to reduce the drivers of risky gambling behaviour.
- Data-driven review: Monitor incident rates, absenteeism, performance and screening results to measure impact and refine interventions.
Employers must avoid punitive responses that push employees further into secrecy and risk. Instead, combine proportionate screening with tangible support that addresses root causes: poverty, debt and lack of financial literacy. Framing screening as a protective measure for both employee and employer increases acceptance and effectiveness.
Practical next steps for HR and risk leaders
- Review screening policies to ensure they cover role-relevant financial and integrity checks, and schedule periodic rescreens.
- Implement psychometric and behavioural screening for roles with specified risk levels.
- Integrate screening results with employee assistance options and financial wellness programmes.
- Train managers to recognise signs of financial stress and refer staff confidentially to support services.
- Pilot targeted interventions (financial coaching, emergency relief) and measure outcomes on productivity, incidents and retention.
iFacts delivers comprehensive employee screening solutions tailored to business risk: pre-employment checks, ongoing re-screening and psychometric assessments. Pairing screening with workplace wellness initiatives protects operations while helping employees regain financial stability.
Rising gambling among employees is a symptom of broader economic strain and a clear operational risk. Regular, fair screening combined with empathetic, practical support reduces exposure and helps staff rebuild resilience.
Employers must act now to protect their business, their people and long-term productivity.
