In 2024, UCT continued to provide flexible remote-working arrangements for staff in roles where this is operationally feasible. This practice aligns with UCT’s Vision 2030 commitment to being an inclusive, agile and digitally enabled institution. By enabling remote or hybrid working, UCT supports work-life balance, reduces commuting emissions (contributing to SDG 13: Climate Action), and enables safer, flexible work arrangements (contributing to SDG 3: Good Health and Well-being).

• UCT’s Remote Connectivity Policy (updated 22 October 2021) remains the latest publicly available policy document that formalises remote-work provisions. It states that staff whose job functions require remote connectivity “will receive a R700 per month Remote Work Allowance” and may work remotely “from any location” subject to line-manager approval.
• Earlier UCT communications (August/November 2020) describe the use of remote working, rotational models, staggered hours and remote working arrangements as part of UCT’s strategy to reduce on-campus congestion and ensure business continuity.
• These sources show that UCT allows remote working and has formal policy mechanisms (remote connectivity allowance, manager-approval requirement).
• The policy indicates some roles are eligible for remote working (“job functions require it”) — this indicates remote working is conditional, not universal.

UCT offers remote working arrangements for staff where job-functions permit, supported by its Remote Connectivity Policy (Oct 2021) which provides a monthly Remote Work Allowance (R700) and allows staff to “work remotely from any location” with line-manager approval. UCT’s 2024 facilities-management research confirms that the institution is adapting its workplace strategy to hybrid/remote models, indicating ongoing institutional commitment. While UCT does not publish full quantitative data on the percentage of staff working remotely in 2024, the evidence shows remote working is embedded into the operational model — enabling reduced commuting, greater flexible working and supporting UCT’s broader sustainability and inclusion goals (SDG 3, SDG 13).