Right to CareEmployee Reviews & Ratings

Right to Care gives first-time job seekers in healthcare a real foot in the door when most places ask for experience you don’t yet have. They run paid learnerships and structured onboarding that start from the basics. Many people come in straight after matric with no prior work history. The training covers patient interaction, basic records, and infection control, and it happens on the job rather than in a classroom far from the actual work. New hires are paired with more experienced staff for the first few weeks, which helps when everything still feels new. Day-to-day work often involves community outreach, clinic support, or data capture. Shifts tend to follow clinic hours, which lines up well with public transport in Johannesburg, Durban and Pretoria. The dress code is practical—usually a simple uniform or clean workwear provided or subsidised—so you don’t need to spend money on office clothes. Teams are described as patient with juniors; questions are expected rather than frowned upon. Growth happens through internal moves. People who start in entry roles often move into team leader positions or specialised programmes after a year or two, especially if they pick up extra skills like counselling or data management. The organisation keeps staff when funding allows, and many long-term employees began exactly where you are now. This employer suits matric holders in the three cities who want their first formal job in healthcare and are willing to learn on the job. If you’re nervous about applying without a CV full of experience, Right to Care is one of the places that actually takes people at the beginning of their working life.

— ShiftMate · Right to Care worker

Right to Care operates as a large NGO delivering HIV, TB and primary healthcare services across Johannesburg, Durban and Pretoria. Reviews from current and former healthcare staff on Glassdoor, Indeed South Africa and HelloPeter describe an organisation driven by clear public-health goals but hampered by chronic funding constraints and heavy administrative demands. Work environment and management receive the most criticism. Employees frequently report long clinic hours, staff shortages and pressure to meet donor targets. Management is described as top-down, with decisions made at head-office level that do not always reflect field realities. Some teams experience supportive immediate supervisors, but middle and senior management are often accused of poor communication and favouritism. Culture is mission-oriented; staff who share the organisation’s focus on underserved communities feel purpose, while others feel exploited by the expectation that dedication should compensate for structural shortcomings. Pay and benefits are consistently rated below market. Clinical staff note salaries lag behind government and private-sector equivalents, with limited or no rural allowances despite postings in high-need areas. Pension contributions and medical aid exist but are viewed as modest. Contract staff, who form a large portion of the workforce, report uncertainty around renewal and fewer benefits than permanent employees. Career growth and training are mixed. Right to Care provides regular in-service training on clinical protocols and offers some opportunities to move into programme-coordinator roles. However, progression is slow because many positions are tied to specific grants; when funding ends, roles disappear. Staff who want structured career paths or specialist qualifications often leave for the Department of Health or larger NGOs. This employer suits nurses, counsellors and data capturers who prioritise direct patient impact in the public-health space and can tolerate modest pay and administrative friction. It is a poor fit for anyone seeking competitive remuneration, predictable contracts or rapid advancement. Those weighing an application should verify current contract length and salary band before accepting.