Completed whistleblowing investigations for 2025

Dear colleagues and students

I write to provide feedback on the whistleblowing cases received at the University of Cape Town (UCT) during 2025.

A total of 60 unique complaints were recorded in 2025, compared to 2024 when 40 cases were reported. This upward trend reflects increased confidence among staff, students and third parties in the university's whistleblowing processes and reporting mechanisms. The university's executive leadership welcomes this confidence and remains committed to ensuring that all reported matters receive appropriate attention.

There has been a noticeable increase in complaints relating to employment contracts, selection committee outcomes, discrimination, harassment, bullying and other staff grievance-related matters. It is important to note that matters of this nature are not investigated through the whistleblowing channel.

These matters should instead be referred to the appropriate university processes. Staff, students and third parties are encouraged to report concerns relating to discrimination, sexual harassment or racism to the Office for Inclusivity and Change (OIC), which provides a dedicated confidential and anonymous reporting system. In addition, matters referred to the Ombud's office cannot be investigated through the hotline until they have been finalised by the Ombud.

As part of our ongoing commitment to transparency, accountability and communication, we provide an annual summary of a selection of matters investigated. Some cases from the past year are summarised below:

Case 1

Complaint: Concerns were raised regarding staff movement within a department, with allegations that due process had not been followed.

Outcome: The investigation confirmed that the process for the temporary movement of staff was properly followed and approved by the relevant Dean/Executive.

Case 2

Complaint: A staff member was alleged to have used a university purchasing card for personal expenses.

Outcome: The investigation found that certain expenditures could not be linked to university business. A formal disciplinary process was instituted, resulting in recovery of the financial loss and the dismissal of the staff member.

Case 3

Complaint: A manager was alleged to have acted unethically in dealings with service providers.

Outcome: An independent investigation substantiated the allegations. The staff member resigned before disciplinary action could be finalised, and the resignation was accepted by line management.

Case 4

Complaint: A potential serious non-compliance issue relating to staff employment was reported, with possible legal and reputational implications.

Outcome: The investigation confirmed that due process was followed in both recruitment and appointment.

Case 5

Complaint: Allegations of theft and inappropriate use of university property were reported.

Outcome: While some concerns regarding usage were identified, all items were accounted for and no theft was established.

Whistleblowing process at the university

The whistleblowing hotline is available to any individual who has reasonable grounds to believe that an irregularity has occurred or is occurring. Reports should be submitted promptly, and whistle-blowers may choose to remain anonymous. Where anonymity is requested, the university takes reasonable steps to protect the identity of the reporter and the information disclosed.

The hotline is managed by an independent service provider. UCT management does not have direct access to the system and receives case information only after a report has been formally submitted and processed.

Upon conclusion of an investigation, feedback is provided to the service provider, who then communicates the outcome to the whistleblower where appropriate.

For further information on the operation of the whistleblowing hotline, please contact Shai Makgoba, Director: Risk Compliance and Relationship Management, at 021 650 2754 or via .

Sincerely

Associate Professor Kathy Idensohn
Interim Registrar

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• From the UCT Executive
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