Are you a compliant employer?
Answer six quick yes/no questions about how you employ your domestic worker. You'll get a compliance score out of 100, your risk band, and a prioritised action plan — free.
Do you have a signed written employment contract?
Are you paying at least the national minimum wage?
Is your worker registered for UIF?
Do you pay UIF (1% + 1%) every month?
Do you give a payslip on every payday?
Do you track annual, sick and family responsibility leave?
Your score
High riskYou have serious gaps.
1. Generate a BCEA-compliant contract and have both parties sign it.
Fix this2. Check the effective hourly rate and raise pay to the minimum if short.
Fix this3. Register as a domestic employer and declare your worker on uFiling.
Fix this4. Pay 2% of the wage to the UIF each month and keep the proof.
Fix this5. Issue a BCEA s33 payslip each payday and keep a copy for 3 years.
Fix this6. Track leave balances so entitlements and payouts are correct.
Fix this
Domestic worker compliance — quick answers
- What makes you a compliant domestic employer?
- A signed written employment contract, paying at least the national minimum wage, registering your worker for UIF and paying it monthly (1% + 1%), issuing a BCEA s33 payslip on every payday, and tracking annual, sick and family responsibility leave.
- Is it illegal not to register a domestic worker for UIF?
- Yes. UIF registration is mandatory for any domestic worker employed for more than 24 hours a month. Failing to register and contribute is an offence, and penalties and interest apply on amounts owed.
- What happens if I don't comply?
- Non-compliance can lead to Department of Employment and Labour fines, claims at the CCMA for unfair treatment or unpaid amounts, and back-pay of UIF with penalties. Getting the basics right up front is far cheaper than a claim.
Dignita is a compliance tool, not legal advice. Figures are based on current South African legislation; confirm with a labour-law professional for your situation.