How is the energy crisis in SA affecting employee wellbeing?

South Africans have been struggling with power shortages for years now. But the latest crisis is its most severe yet, and it shows few signs of easing in the immediate future. 

In 2022, South Africa experienced more than twice as many power cuts than in any other year. And 2023 has been even worse, with the government declaring a national state of disaster in February. 

A report in July from independent energy analyst Pieter Jordaan estimated that South Africans had collectively spent over 758 hours without electricity in 2023 alone. And it's expected that the situation is worsening in the winter months. The South African Reserve Bank predicts that this year will see 250 days of cuts, which would set a new record.

This is all having dramatic effects on both the economy and the political situation in South Africa. But what about ordinary employees: how is it affecting them personally, and what can employers do to help?

Effects on the ground

Most obviously, the blackouts are causing widespread disruption and inconvenience that has severely disrupted both home and work life for employees. 

The rising cost of electricity is making it more difficult for people to afford to keep the lights on, power vital supplies and cook their meals. Hospitals are suffering from being unable to operate vital equipment. And the lack of street lighting has raised levels of crime. 

Blackouts are also leading to fatigue, as employees may have to work in the dark or at arbitrary hours when they have access to power. This can make it difficult to concentrate, and leads to errors in judgment, all of which can affect productivity. And more broadly, the uncertainty surrounding power is causing people to feel anxious and stressed, making it difficult for them to focus on work and leading to burnout.

According to a survey by GeoPoll, power cuts and surges are impacting almost every aspect of life today. The majority of respondents said they've had to throw out food or perishables, had appliances broken and experienced issues connecting to the internet. Many have also lost access to water, been a victim of a crime due to poor lighting, or have lost their job as a result of the power cuts. 

Almost three-quarters of survey respondents said the situation has had a negative effect on their ability to work and earn a living. And 65% said it has had a negative impact on their personal health and well-being.

Employers' responsibilities

The GeoPoll survey also suggested that South Africans remain skeptical of the government’s attempts to solve the energy crisis. But even in the best-case scenario, any political solutions will take months, if not years, to make a difference. 

In that light, employers bear some responsibility right now to take steps to mitigate the impact of the crisis on their employees.

This might seem like an overwhelming task, given the scale of the issues. And it may also seem patently unfair, given that this problem was not of your making. 

But from a purely hard-headed business point of view, it still makes sense to do what you can to help your employees because, otherwise, the effects on absenteeism, sickness and productivity could become catastrophic for your company's success.

So where do you start? 

Honesty and flexibility

Because the situation is ongoing, geographically diverse and ultimately unpredictable, each employer will have to be flexible in their approach and responsive to the specific needs of their workers. But a good start is to communicate openly and honestly with staff about the energy situation and its effects on both business operations and people's day-to-day lives. 

Of course, few employers can promise to make everything instantly better. But just showing that you're aware of the situation and its effect on workers, and that you take their problems seriously, will do a lot to reduce anxiety and uncertainty.

It's helpful, too, if you can be flexible with work hours and other arrangements. Allowing employees to work from home or to adjust their hours can help them better manage their personal energy consumption during peak hours and reduce the stress of commuting during potential power outages.

Draw on your experience during the pandemic, especially if that involved remote or hybrid working. And trust that your staff will deliver if they believe you're committed to their needs; even if they're not sitting at their normal workstation.

Another strategy, where possible, might be offering financial assistance to help employees cover the rising cost of electricity. This could include providing an allowance for, or sponsoring alternative power sources to enable some relief. Also consider offering assistance to employees who rely on public transportation. Carpooling or providing shuttle services could help reduce the burden of commuting.

Cost-effective solutions

Of course, the energy crisis is hitting businesses, too, so these ideas may not be feasible for all from a financial point of view. But if a company does have the resources for such schemes, you will probably find that they pay for themselves by helping attract the best talent, retain existing employees and reduce the cost of hiring overall. 

Meanwhile, if money is too tight, a more affordable option may be to provide resources and information to employees on energy conservation strategies, for both the workplace and home. 

Also consider whether you can provide stress-management resources. Think about offering wellness programs, counseling services, or Employee Assistance Programmes (EAPs) to help employees cope with the emotional and mental impact of the crisis; these can be surprisingly affordable. 

If funds are limited, though, take another look at the companies providing your employee benefits, such as Group Life Insurance, and whether they can help here. If not, consider switching to those that can.