Helping Your Employee Open a Bank Account

We do recommend that everybody has their own bank account. It is however, a reality that it is often difficult for people to open a bank account on their own, especially when their primary residence is their live-in job. It is often useful to assist your employee in opening a bank account. In our experience, it is best to open a simple ‘Mzansi’ savings account which has very low bank fees. F.N.B has a good track record in opening bank accounts with very little effort.

You will need to provide, the bank, with the following:


  • Letter from employer saying that:
  • The employee is employed by them and stating the monthly salary
  • The employee is resident at the employer’s residence

The letter needs to be accompanied by:

  • A copy of the employer’s I.D
  • A copy of the employer's utility bill (for proof of residence – electricity; water; phone etc also acceptable)
  • A copy of a salary slip for the employee
  • A copy of the employee’s identification book/refugee status
The employee needs to go in person, with all of the above. For a person who is sleep out, they will need a copy of a utility bill or other suitable documentation to prove their address.

At Marvellous Maids we have a policy of not sending out C.V’s prior to interview. The reasons for this policy are:


  • We turn our candidates over very quickly. It is not unusual for a candidate to register and be placed in a job within a week. The candidates whose C.V’s that I may send out today may not be available for you interview next week (in all likelihood at least half of them will have gone).
  • When we introduce candidates to clients – we typically introduce 3 – 4 people at a time. We also try to fit as many similar interviews into a day as possible (so as to minimise the travelling costs to the candidates); which means that at any point on that day the candidate may be taken and therefore will not present at your interview.
  • Sometimes, when we call people to come in for interviews, they don’t arrive. This can be for numerous reasons including not having sufficient transport money; having accepted a casual char day; transport problems; not having got the message that we need them for an interview (this happens when people “share” a phone and we are unable to contact directly) or having got a job and not informed us.
  • We also have to accept that the people we have up for placement come from a very different socio-economic group and their C.V’s tend to be sketchy to say the least. One is not doing them a service by allowing them to be judged by a piece of paper. This is really a case where you need to speak and see the candidates for yourself.

It is easy for our policy to appear intractable but we have learnt (from years of experience) that sending out C.V’s does no-body any favours – not you, not our candidates and not ourselves. If we send C.V’s; people tend to fixate on a certain person – who for a variety of reasons (as explained above) may not be available. Then they feel that we have let them down. The reality is that we are dealing with people who need to work and have an immediate and urgent need of employment – we cannot hold someone back on the chance that they might get a job next week when we have a job for them today. You have to understand the economic imperatives are very different to our circumstances. So please understand, we’re not trying to be difficult and it’s not that we don’t appreciate that you are a busy person – but you do need to trust that we will choose the best possible people for your interview and that list changes on a day to day basis as candidates get placed and new people get registered. Many thanks for your understanding and co-operation in this regard.

How Much To Pay a Domestic Worker

The heart of an employment contract is the exchange of labour for cash. The question therefore that gets raised most frequently is: “How much do I pay my domestic worker?” This is pretty much like asking, “How long is a piece of string?”

The Department of Labour has set a minimum wage of R2065.47 per month within urban areas. Hardly enough to live on, let alone inspire loyalty, honesty, reliability and a good work ethic. So how much should one pay? At one end of the market one hears of wealthy foreigners paying housekeepers R 10 000.00 per month and at the other, people paying R1500 and deducting accommodation and food. But clearly this is not the norm. There are no easy answers but our minimum recommendations are:


  • R 2 500 - R 2 900 pm for a basic domestic worker (cleaning and laundry). Where there is the added responsibility of children, we recommend that employers pay nothing less than R 3 500pm and the demand for excellent child minders with experience and references to prove it can expect to earn in the region of R 4 500pm and up. As the skills of the worker improves, so do the salary expectations. An excellent cook can command wages of R4 250 to R5 500 and a competent driver can command R1000 above the basic norm.
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