While it is standard practice for public university lecturers in South Africa to receive extensive benefits, permanent employment and wellness support, these privileges do not extend to most lecturers in private higher-education institutions (HEIs) — leaving these academics vulnerable.
There have many shifts in Higher Education (HE) in the last decade in South Africa, according to the Council on Higher Education (2016), but these changes have not benefited the private sector. In fact, the sector has seen a rise in contract employment, as opposed to permanent employment, and continued lack of benefits.
the sector has seen a rise in contract employment
Irshaad Gangat-Duvenage, a former media HE lecturer, has been a contract lecturer and tutor for a few years.
“ I was permanent for most of my working life; however, when things went bad financially, I was placed on contract.”
A study by Solomon and Du Plessis (2024) about precarious employment practice experienced by contract academic staff, maintains that there are many dubious practices such as a lack of job orientation, last-minute contract offers, vague contract terms and a lack of employment benefits. Their research reflects that in HEIs, employing temporary staff is perceived as a more cost-effective option. This practise extends mainly to Private HE, where many colleges have experienced lack of funding. Shorter-term academic staff thus saves these institutions money.
The trend for colleges and private universities is to offer fixed term contracts, paying an hourly rate and no benefits. Lecturers are not paid for holidays, and some offer desperate lecturers a fee based on 45 minute sessions only, excluding the break.
The status of an employee must be established from the beginning as either fixed term or permanent, and although the Basic Conditions of Employment Act (BCEA) (section 29) provides for certain particulars of employment as a minimum, this is not sufficient to protect employees, such as contract lecturers in Private HE, from being exploited.
Additionally, most of these qualified lecturers do not receive basic benefits such as Medical Aid and Pension, saving the organisation even more money.
most of these qualified lecturers do not receive basic benefits
“ I had a pension fund at a couple of the colleges I had contracts with”, says Irshaad. However, these contracts had a short shelf life.
Irshaad has a Bachelors’ degree in Communication from UNISA, and recently completed an Honours degree at UNISA, yet he has battled to find more permanent and lucrative employment with benefits. He is presently pursuing a Masters degree in Linguistics.
Nawaal Joseph’s status recently changed to that of an independent contractor at an HE college in the Western Cape; she is a qualified Human Resources Lecturer.
“Currently I do not receive benefits,” she says.
Conversely, lecturers at South Africa’s public universities such as the University of South Africa (UNISA), Cape Peninsula University of Technology (CPUT), and the University of the Western Cape (UWC) overall enjoy full employment benefits such as pension and medical aid, and salaries are market related and competitive. Generally lecturers hold permanent positions, enjoy greater job security and access to good wellness programmes, or the option to seek medical wellness (such as access to doctors and psychologists).
The trend for colleges and private universities is to offer fixed term contracts
In direct contrast, Private HE lecturers are constantly insecure about renewal of a contract, and have to rely on overcrowded clinics when they fall ill. They are unable to plan and save, and unlike Public HE lecturers, do not receive housing benefits and allowances, so battle to pay bonds or rely on rental apartments, often at exorbitant prices.
According to the Labour Guide (2025), the independent contractor contract (favoured by colleges) is another method used by this class of employers to escape their legal obligations and to defraud the employee of his/her legal entitlement. The guide also proposes that the true independent contractor’s contract is not a contract of employment at all, but rather a contract of work.
Importantly, the Labour Guide emphasises that employment law protections apply only to what is deemed to be a true “employee,” but may not apply if the arrangement is a contractor relationship. The latter refers to the popular fixed term contracts that colleges tend to offer, which offers scant protection, low remuneration and generally no benefits.
Regretfully, the Act does not mandate that different employers (public versus private institutions) must have identical pay and benefit structures. The BCEA does not regulate benefits and salaries for different employers, and individual organisations in the public or private sector are allowed to have different benefit and pay structures. Hence, these sectors tend to operate, based on different conditions and funding models.
Additionally, Public institutions are generally governed by the Public Service Act and Regulations; on the other hand, private HE institutions follow internal policies.
How will all this play out?
It is recommended that government support HE institutions as well, and enforce a basic pay rate and scale for both Private and Public Sectors; additionally, contract private lecturers should enjoy the same benefits as their counterparts, bearing in mind that they are required to have the same educational background for a certain level; for example a lecturer with a Diploma may not teach on a degree program.
If the criteria for teaching at different levels are the same, why is the playing field between private and public sectors not levelled?
