Khaya Comply guides household employers through UIF contributions, payslips, leave tracking, and domestic worker contracts — step by simple step.
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You employ someone in your home, but navigating the Department of Labour's requirements feels like learning a second language. Payslips, UIF registration, annual leave — where do you even begin?
Without proper documentation, domestic workers lose access to unemployment benefits, maternity pay, and sick leave protection they are legally entitled to. It affects their entire livelihood.
Handling payroll for corporate staff is one thing — but when executives need help managing household staff compliantly, there is no simple, affordable tool built for that specific use case.
Khaya Comply takes the complexity out of household employment compliance — from first registration to monthly payslips and everything in between.
Step-by-step guidance to register yourself and your domestic worker with the Department of Labour — no lawyer required.
Generate a professional, legally compliant payslip in under 2 minutes. Download as PDF and share via WhatsApp or email.
Instantly calculate exactly how much you and your worker contribute each month. No spreadsheets, no guessing.
Track annual leave, sick leave, and family responsibility leave accurately — with reminders so nothing falls through the cracks.
Download BCEA-aligned domestic worker contracts, customised with your details. Plain language, legally sound.
Monthly reminders for UIF submissions, annual increases, and public holiday pay — so you stay compliant without thinking about it.
Enter your domestic worker's monthly salary and we'll show you exactly what both of you owe to the Unemployment Insurance Fund every month.
UIF is calculated at 1% from the employer and 1% from the employee, capped at the monthly earnings threshold set by the Department of Labour. This tool is for guidance purposes — always verify current thresholds at uif.gov.za.
Whether you're writing the cheque or cashing it, Khaya Comply makes sure everyone is protected under South African law.
You employ a domestic worker, gardener, or au pair and want to do right by them — without spending hours researching Labour Law.
You work hard and deserve the full protection of the law — including access to UIF when you need it most.
You manage payroll for executives and high-net-worth households who also need household staff handled compliantly.
Straight answers to the questions South African household employers — and domestic workers — ask most.
If your domestic worker — including a cleaner, gardener, nanny, au pair, cook, or household driver — works 24 hours or more per month for you, they must be registered for UIF. It does not matter whether they work full-time or part-time. The 24-hour threshold is the only test.
You, the employer, are solely responsible. You must first register yourself as a domestic employer with the Department of Employment and Labour to receive a UIF reference number. You then register your worker under that number. Your worker cannot register themselves — and you will be the one penalised if it is not done.
No. You only ever register once as a domestic employer and receive one UIF reference number. All your household workers are registered under that same number. When a worker leaves, you simply remove them from your profile.
It depends on the total hours per month, not the days. One day a week is roughly 4 days a month — at 8 hours per day, that is 32 hours monthly, which exceeds the 24-hour threshold. So yes, in this case you would need to register. If the total hours genuinely fall below 24 per month, registration is not required.
Yes — if they are legally employed in South Africa with a valid work permit, visa, or are a permanent resident. Since 1 March 2018, foreign nationals working legally in South Africa are included in UIF. They contribute and can claim benefits just like South African citizens.
Foreign nationals working on a temporary foreign contract are excluded from UIF. However, employing undocumented workers carries serious legal risks outside of UIF compliance entirely — including under the Immigration Act. Khaya Comply strongly recommends ensuring your worker has valid documentation before employment begins.
Yes — legally employed foreign nationals who have contributed to UIF are entitled to claim the same benefits as South African citizens, including unemployment, illness, maternity, adoption, and parental leave benefits. They need a valid passport or work permit to claim.
UIF is calculated at 2% of your worker's gross monthly salary — split equally between you and your worker. You pay 1% from your own pocket, and you deduct 1% from your worker's wages. Both amounts are paid together to UIF or SARS before the 7th of every month. Use our calculator above to see your exact figures.
There is no minimum salary threshold — UIF applies from the first rand earned, as long as the 24-hour monthly working requirement is met. There is however a maximum earnings ceiling, meaning contributions are capped once salary reaches a certain level set by the Department of Labour. Verify the current ceiling at uif.gov.za as it is updated periodically.
As of 1 March 2023, the national minimum wage for domestic workers was R25.42 per hour, which amounts to approximately R4,067 per month for a standard 40-hour week. The minimum wage is reviewed annually — always check the Department of Labour website for the most current rate before setting salaries.
Yes, and you should do this as soon as possible. You will need to register and then back pay contributions from the date your worker started (or from 1 April 2003, whichever is later — this is when domestic workers were first included in UIF). Late payments attract penalties and interest. Non-compliance can result in fines or even imprisonment, so it is always better to come forward and regularise than to continue ignoring it.
A worker who has contributed to UIF can claim for: unemployment (if retrenched, dismissed, or contract expires), illness (if unable to work due to sickness), maternity leave (up to 4 months), adoption leave, parental leave (10 days for the non-birth parent), and death benefits for dependants of a deceased contributor.
No. Unemployment benefits are only available when employment ends through retrenchment, dismissal, or contract expiry. A worker who resigns voluntarily is not eligible to claim unemployment benefits from UIF. They may still claim illness or maternity benefits if those circumstances apply.
Your worker is entitled to up to 4 months of unpaid maternity leave and may not return to work for a minimum of 6 weeks after giving birth. As an employer, you are not legally required to pay their salary during this period — but they can claim maternity benefits from UIF during this time, provided they are registered and have been contributing. This is exactly why registration matters so much.
Yes — each employer must register separately and contribute independently. Your worker can have multiple UIF contributions from multiple employers. When claiming, all contributions are considered. Each employer holds responsibility only for their own registration and payments — you cannot rely on another employer to have done it.
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