No, being under debt review seldom blocks jobs; credit checks apply only to finance or cash-handling roles and need your consent.
Worried that your debt counselling status might cost you work? In South Africa, the short answer is that the status itself does not disqualify you from employment. What matters is the role you apply for, whether a lawful credit check is needed, and how you handle consent and disclosure. This guide sets out what shows on your report, when employers may view it, and smart steps to stay hireable while you repay debt.
Where Credit Checks Fit Into Hiring
Not every vacancy allows a peek at your credit file. Law limits when employers may request a report and it must relate to job duties. The table below maps common roles to typical screening practice.
| Role Type | Is A Credit Check Typical? | Why It May Matter |
|---|---|---|
| Cashier, teller, loan officer, finance clerk | Yes, with consent | Direct handling of cash or accounts; employer checks for money risk |
| Senior manager with budget or signing power | Often, with consent | Oversight of funds or approvals |
| IT, creative, engineering, operations with no cash duty | Rare | Duties don’t involve funds; other checks carry more weight |
| Security-cleared roles | Depends on policy | Integrity screening may include finances |
Debt Review And Employment Checks — What Employers Can See
Once a registered counsellor files the standard notice with credit bureaus, your report will reflect that you are under review and your access to new loans pauses. Recruiters who are allowed to run a report will see that marker, plus any court orders and payment history. A lawful check still needs your written permission. If a job does not involve cash or finances, a credit report should not be requested.
What The “Under Review” Marker Means
The flag sits on your profile during the process. It signals that a counsellor is rearranging repayments with your credit providers. The marker is not a criminal entry and it does not appear on police or public records. It lives only on your credit file, and only authorised users can view it.
When The Flag Comes Off
Once you settle the listed debts and receive an official clearance certificate (called Form 19), your counsellor must notify all credit providers and all registered bureaus. Bureaus then update your profile and remove the “under review” status within a short timeframe. Keep a copy of the certificate and send it to any recruiter that screened you earlier, so their files match your current status.
For reference, the National Credit Regulations set limits on who may access a consumer credit record for hiring and give bureaus timelines to update records once notified. Your counsellor issues the clearance on the official template Form 19.
When Debt Review Could Affect A Job Outcome
Most employers never ask for a credit report. Yet some roles require proof that you can be trusted with cash or financial decisions. In those settings, the review flag can raise follow-up questions, not because it is a black mark, but because the employer must test for risk. Here are the common pinch points:
Roles With Direct Money Duties
Tellering, loans, collections, payroll, and procurement roles often include a credit check. A reviewer may ask how you fell into debt, what changed, and how the plan is performing. Offer concrete detail: start date, counsellor name, payment track record, and expected finish date.
Internal Policies In Banks And Insurers
Some institutions set strict internal rules for staff in regulated posts. A policy might bar new hires with active review status in high-trust desks, or it might require extra sign-offs. Policies differ by employer, so read adverts carefully and ask the recruiter, in writing, whether a consumer report forms part of screening.
Security Screening
Security-cleared posts sometimes look at personal finances as part of integrity checks. Debt review is not a fail by itself. Screening teams weigh context: cause of debt, plan compliance, and whether the role could be abused for gain.
Your Rights During Hiring
Two protections matter. First, a credit report needs your permission. Second, the request must match the job’s duties. If you’re applying for a role with zero cash handling or finance control, you can query any request for a consumer credit report and ask the recruiter to point to the duty that justifies it.
Consent The Right Way
Read the consent form. It should name the type of check, the provider, and the purpose. Limit consent to the vacancy at hand and a short window. Keep a PDF copy of what you signed. If a provider wants open-ended consent, ask them to narrow it to this role only.
What To Disclose, And When
You don’t need to volunteer credit details in applications for roles that don’t lawfully permit a report. For finance-linked posts, a short, calm note can help: state that you’re in a regulated repayment plan, that payments run by debit order, and that new credit is paused until completion. Keep it factual and brief.
How To Present Debt Review As A Positive Signal
Hiring teams look for control, not perfection. Show that you acted early, picked a reputable counsellor, and stuck to the plan. Bring proof of on-time payments and the court order or consent order if issued. If you’ve lowered spend or boosted income, add that too.
Practical Steps To Protect Your Job Hunt
Use this action list to lower risk in real hiring situations.
| Step | What To Do | Outcome |
|---|---|---|
| Check your profile | Request a current bureau file and confirm the review flag and accounts are accurate | No surprises during screening |
| Prepare documents | Keep the proposal, payment plan, and proof of recent instalments in one folder | Faster answers to recruiter queries |
| Define your message | Write a three-line explanation that shows control and progress | Confidence in interviews |
| Manage consent | Grant permission only when the role justifies a report and limit scope | Privacy stays protected |
| Update after clearance | Send Form 19 to bureaus and past recruiters once issued | Flag removed; records align |
Current Employees: What Changes At Work?
If you already work for a firm, the review flag alone does not trigger dismissal in ordinary roles. HR may care only if your contract or policy ties your post to creditworthiness. Speak to HR early if payroll deductions or garnishee orders exist, since those can affect take-home pay. Keep your manager informed only where policy requires it.
Company Policies You Should Read
Search your intranet for screening, conflicts of interest, personal finance, and misconduct policies. Some banks, insurers, and cash-heavy retailers link fitness for duty to credit checks in selected posts. If the policy lists a credit file standard, ask HR how recovery plans are assessed and what proof they accept.
After Debt Review: Clearing Your Record
Once a counsellor issues the clearance certificate, the update flows to bureaus and credit providers. Keep an eye on timelines, since records don’t refresh the same day. Pull fresh reports a week or two after submission. If the flag still shows after that window, log a bureau dispute and attach the certificate.
What Recruiters Want To See After Clearance
Bring the certificate to interviews for finance posts for the first few months after completion. Add clean bureau pages to your file. The combination proves that the plan ended and that you can access normal credit again.
Quick Myth-Busters
- “Debt review equals a work ban.” False. Most roles never look at your credit file and many that do weigh context, not labels.
- “Any employer can run a credit report.” No. Access links to duties and needs your permission, and the consent should be specific.
- “The flag stays forever.” No. Once Form 19 is issued, bureaus update and the status falls away.
- “Recruiters will see my bank account.” No. A bureau report lists credit accounts and legal notices, not personal banking history.
Answers To The Big Concerns
“Will Anyone See My Salary Deductions?”
Credit reports list accounts and legal notices. They don’t show your payslip or bank statement. A recruiter only sees what a bureau holds.
“Do I Have To Tell A Recruiter Upfront?”
Only when the job duties make a credit report lawful. If a recruiter says a report is needed, ask them to confirm the duty that triggers it and provide the consent form. If the role is non-financial, ask for a different screening method.
“What If A Recruiter Uses My Old Status?”
Send the certificate and ask them to refresh the report. Keep email proof. If the bureau file lags, lodge a dispute so the update happens quickly.
Smart Interview Scripts
For Finance-Linked Roles
“Two years ago I entered a regulated repayment plan. I’ve kept every instalment and the balance is down by half. My current budget leaves room for emergencies. The plan manages risk in a responsible way, and my focus at work is steady.”
For Non-Financial Roles
“My duties don’t include handling funds or approvals. Screening can focus on skills, references, and clean criminal checks. If you still need a credit report, please confirm which duty requires it and I’ll review the consent form.”
Key Takeaways
Being under review is a private credit-file status, not a public label. Lawful credit checks need consent and a clear link to money duties. In roles where cash and finance sit far from the job, recruiters usually rely on other tools. Keep records tidy, communicate with care, and use the clearance certificate to reset your profile once the plan ends and stay employable.