The Day the Strike Erupted: Campus Comes to a Standstill
On February 26, 2026, the University of Cape Town (UCT) witnessed a significant show of worker solidarity as over 150 professional, administrative, and support services (PASS) staff members marched from Sarah Baartman Hall on upper campus to the Bremner Building on lower campus. Chanting struggle songs and toyi-toying in unison, the strikers handed a memorandum to Vice-Chancellor Professor Mosa Moshabela, demanding urgent action on their grievances. This action marked the culmination of months of tense negotiations that collapsed, leading to the issuance of a strike certificate by the Commission for Conciliation, Mediation and Arbitration (CCMA) on February 18.
The Professional, Administrative and Support Services (PASS) staff, encompassing roles from cleaners and catering workers to technical officers and administrators in pay classes 1 through 12, initiated picketing between 7:00 AM and 4:30 PM at key locations like the Upper Campus Plaza and Bremner Building. UCT management affirmed the 'no work, no pay' principle, with line managers required to track attendance daily. While essential services in protective roles and primary health care operate under minimum service agreements, the strike underscored the vital, often invisible labor that sustains daily university operations.
Professor Moshabela, addressing the crowd amid jeers, emphasized unity: "We value the contribution of each and every member at UCT. We will not be able to serve our students, researchers, or stakeholders if any one of you is not in their role." He committed to engaging unions within 48 hours, signaling a potential path forward amid the disruption.
Roots of the Dispute: A Timeline of Failed Bargains
Bargaining for the 2026 salary adjustments kicked off in November 2025, pitting three unions—the National Education, Health and Allied Workers' Union (NEHAWU), Democratised Transport Logistics and Allied Workers' Union (DETAWU), and UCT Employees Union (UCTEU)—against UCT executives. Unions initially demanded a 10% increase but moderated to 7% to bridge the gap. Management, however, held firm at 3.5%, referencing July 2025's Consumer Price Index (CPI) of 3.5%.
This deadlock echoes prior conflicts. In 2024, UCTEU struck for better pay and a unified bargaining forum merging PASS and academic staff negotiations—a demand unresolved and reiterated now. Earlier, 2023 saw academic staff threatening action over a perceived 3% 'insulting' offer, eventually settling at 6%. These cycles highlight persistent tensions in aligning wage growth with economic realities and living costs, particularly in the high-expense Western Cape.
The CCMA's non-resolution certificate on February 18 paved the way for the 48-hour strike notice received February 23, setting the stage for February 26's events. Unions accused management of 'not bargaining in good faith,' with UCTEU spokesperson Fabian Botman lamenting a lack of 'leeway' despite repeated willingness to negotiate.
Understanding PASS Staff: The Backbone of UCT Operations
PASS staff form the operational heartbeat of UCT, handling everything from campus maintenance and catering to administrative support and technical services. Unlike academic staff positioned at the 75th market percentile—above median pay—PASS roles lag at the 60th percentile, below comparable benchmarks per RemChannel data. This disparity fuels claims of devaluation, with strikers like Naledi Hlalukana, employed since 2020, decrying 'apartheid-like' prioritization of academics.
Financially strained by Western Cape living costs, these workers argue that a 3.5% raise on lower base salaries widens the gap dramatically compared to academics' gains. For instance, unions highlight how the same percentage yields vastly different real benefits, exacerbating inequities. Their strike aims to remind all: "People forget there are other workers behind the scenes that keep the university functioning. It’s not just the academics."
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Demands in Detail: Salary Hike and Systemic Reforms
At the core is the 7% salary demand, but unions seek holistic change:
- A unified bargaining forum to equalize PASS and academic negotiations.
- Policy overhauls for long service awards, acting allowances, and night shift compensation.
- R1,500 monthly allowance for deep cleaning duties, rejected by UCT in favor of outsourcing at R5,600 per employee—deemed inefficient by strikers.
- Better promotion frameworks and respect, addressing years of 'undermining.'
Thabisa Penze captured the frustration: "Universities are meant to bring change... if it cannot effect change, what is the point?" These demands build on 2024's unresolved issues, positioning the strike as a bid to 'collapse operations' if ignored.
UCT's Financial Bind: Balancing Books Amid Rising Costs
UCT faces mounting pressures, with staffing costs escalating from 62% of operating income in 2014 to 72% in 2024, dipping to 69% in 2025 but targeted below 65%. Recent deficits—R350 million (2023), R193 million (2024)—flipped to a R50 million surplus in 2025 via R80 million savings and a Financial Sustainability Plan (FSP) slashing the salary bill by R340 million over three years without layoffs.
Salary philosophy ties increases to CPI: 4.4% in 2025 (from 4.6% CPI), 3.5% proposed for 2026. Performance bonuses resume at 50% in 2026. UCT laments the impasse but commits to resolution, regretting inconveniences. For deeper insights, visit UCT's financial stability update.
Voices from the Frontlines: Unions and Management Clash
Unions decry a 'talk show' bargaining process: "Nothing gets resolved." Paul Gaika (NEHAWU) noted management's shift from 2.8% to 3.5%, insufficient against costs. Botman stressed good-faith failures.
Conversely, Moshabela invites dialogue on inherited systems, valuing all roles equally. Spokesperson Elijah Moholola downplays immediate impacts, activating contingencies. This rhetorical standoff reveals deeper trust issues in South African higher education labor relations.
Immediate Ripples: Disruption to Students and Research
Coming post-student protests over NSFAS delays and fee blocks, the strike risks compounding chaos. Registration disruptions loom if prolonged, affecting thousands. Research labs and services may halt without technical support, while catering shortages impact events.
Students, already vocal on social media, express mixed views—sympathy for workers but anxiety over academics. Long-term, unresolved disputes could erode UCT's top African ranking, deterring talent. For career advice amid such uncertainties, check higher ed career advice.
South Africa's Higher Ed Salary Landscape: Inflation vs Reality
CPI hovers at 3.5-3.6% in early 2026, enabling real wage gains nationally (average nominal R21,506, up 2.2%). Yet higher ed lags: UCT's 2023 6% settlement followed threats; 2025's 4.4%. Public servants eye 5.5%. Universities grapple with HEPI (Higher Education Price Index), where staff salaries dominate costs amid funding shortfalls.
See GroundUp's coverage for balanced views. This context frames UCT's caution against unsustainable hikes.
Parallels Across Campuses: Strikes in SA Universities
UCT isn't isolated. Recent Wits protests over NSFAS, Stellenbosch fee blocks, and North-West University tensions mirror labor woes. In 2024, UCT's own PASS action and Unisa disputes highlight sector-wide strains from post-COVID deficits, enrollment dips, and subsidy gaps. Unified forums remain elusive, perpetuating divides.
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Towards Resolution: Mediation, Compromise, and Precedents
CCMA mediation could yield phased increases or non-monetary wins like allowances. Past settlements (e.g., 2023's 6%) suggest compromise. Unions eye operational leverage; management, FSP adherence. External pressure from DHET or USAf might nudge talks.
Long-Term Implications: Sustainability and Equity
If resolved swiftly, UCT bolsters stability; escalation risks reputational harm. Broader SA higher ed needs policy reforms for equitable pay, perhaps via national frameworks. For professionals, this underscores negotiation savvy—vital for rating experiences or job hunts.
Career Insights: Navigating Higher Ed in Turbulent Times
For aspiring PASS or academic staff, UCT's saga highlights benchmarking importance and union power. South Africa's 235,000 university places vs. 656,000 matric passes amplify pressures. Seek stability via higher ed jobs, university jobs, or career advice. AcademicJobs.com aids transitions amid flux.
Photo by Bao Menglong on Unsplash