Parliament's Urgent Call for HEI Immigration Compliance in South Africa

The Portfolio Committee on Higher Education and Training has issued a stark warning to South African universities and Technical and Vocational Education and Training (TVET) colleges, cautioning against the misuse of 'internationalisation' to sidestep immigration laws when hiring foreign nationals. This directive came during a joint meeting with the Portfolio Committee on Home Affairs on February 18, 2026, highlighting systemic issues in foreign staff employment practices.

Chairperson Tebogo Letsie emphasized that while internationalisation enriches higher education institutions (HEIs), it cannot justify non-compliance. 'Internationalisation is important, but it must not be used as an excuse to ignore immigration laws,' he stated, underscoring the need for institutions to prove genuine local skills shortages before recruiting abroad.

The Joint Meeting: Key Players and Discussions

The meeting featured briefings from the Department of Higher Education and Training (DHET), led by Minister Buti Manamela, and the Department of Home Affairs (DHA). Discussions revealed glaring gaps in data accuracy and oversight, making it challenging to verify if foreign hires address critical needs or displace qualified South Africans.

Letsie noted, 'We have a serious problem in the sector where some universities and TVET colleges hire foreign nationals without following proper processes. This cannot continue at the expense of qualified South Africans.' The committees resolved to engage the Department of Employment and Labour soon and intensify oversight on the White Paper review for citizenship and immigration.

Current Statistics on Foreign Staff in SA HEIs

According to DHET's 2024 Higher Education Management Information System (HEMIS) audited data, foreign nationals comprise 7.7% of university staff (92.26% South African), with 82.89% of foreigners in instructional or research roles. TVET colleges employ 278 foreign staff, and Community Education and Training (CET) colleges have 38, primarily in maths and science lecturing.

However, oversight visits uncovered at least 67 TVET foreign staff not tied to critical skills. Public universities report around 12% permanent foreign academics, stable over years, but concerns persist over non-academic roles like principals and CFOs held by foreigners. For context, explore higher ed jobs in South Africa to see local opportunities.

Understanding Internationalisation in South African Higher Education

Internationalisation, as defined in DHET's 2021 Policy Framework for Internationalisation of Higher Education, involves integrating global dimensions into curricula, research, and staff mobility to enhance quality. It promotes partnerships, student exchanges, and diverse perspectives but mandates compliance with national laws.

Foreign academics must engage in knowledge transfer, such as PhD supervision and capacity-building for locals. Institutions report foreign staff data to DHET annually via HEMIS, ensuring hires fill genuine gaps.Read the full DHET policy framework.

South Africa's Immigration Framework for HEI Employment

The Immigration Act (2002), Section 38, criminalizes hiring undocumented foreigners. Critical Skills Work Visas require matching the Critical Skills List, which includes university lecturers in specified fields like STEM, provided no local is available. Employers must advertise locally first, prove shortages, and facilitate skills transfer.

• Verify local availability via labour market tests.
• Link to Critical Skills List (e.g., lecturers in scarce subjects).
• Ongoing visa monitoring and reporting to DHA/DHET.

Non-compliance risks fines, audits, or reputational damage. Check career advice for navigating SA academic jobs.

Photo by Martin Foskett on Unsplash

Parliament's Key Concerns: Data Gaps and Role Misplacement

Major issues include unreliable HEMIS data, poor vetting, and foreigners in non-critical roles. Oversight found principals and admins as foreigners, questioning 'scarce skills' claims. Minister Manamela highlighted data woes hinder oversight: 'Without reliable information, it becomes difficult to establish whether foreign nationals are being appointed to genuinely scarce posts.'

The 67 TVET cases exemplify bypassing rules, potentially displacing locals amid 30%+ youth unemployment.Official Parliament statement.

Stakeholder Perspectives: Balancing Global Talent and Local Priorities

Parliament prioritizes locals, viewing misuse as unfair. DHET supports internationalisation for quality but insists on compliance. Universities argue foreigners fill STEM gaps (e.g., maths), contributing via research. Unions like Solidarity decry displacement; Operation Dudula calls for lists of non-scarce foreigners.

X posts reflect public debate, with calls for transparency. Government rejects preferential hiring claims, noting stable percentages.

Impacts on South African Academics and the Sector

Non-compliance erodes trust, limits local opportunities, and strains resources. With high graduate unemployment, foreign hires in admin roles fuel perceptions of favoritism. Positive: Foreign experts boost research output, e.g., in scarce fields. Yet, without transfer, gains are short-term.

Explore rate my professor for insights into SA faculty.

Challenges and Real-World Examples

No public cases named, but oversight flags TVET's 67 non-critical hires. Broader: SIU probes visa corruption; past audits showed irregularities. Data cleaning is urgent; DHET must submit foreign lists by March 2026.

Recommendations and Path Forward

Committees urge:

• DHET data verification.
• Strict skills proof before hires.
• Better DHA-DHET coordination.
• Knowledge transfer mandates.

Institutions: Conduct audits, prioritize locals. Future: Updated immigration Bill, ongoing oversight. Positive solutions include hybrid models blending local talent with targeted international expertise.

Photo by Kevin Grieve on Unsplash

Future Outlook for HEI Immigration Compliance

Stricter enforcement likely, with lists demanded by March 18. Unis/TVETs must adapt: invest in local training, transparent reporting. Benefits: Sustainable internationalisation, equitable jobs. Monitor via university jobs SA.

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