Quick Summary


Welcome to our comprehensive guide on how to pay UIF (Unemployment Insurance Fund) contributions in South Africa. Whether you’re an employer responsible for deducting and remitting UIF contributions or an employee wanting to understand the process better, this article will provide you with all the information you need to navigate the UIF payment system effectively.

UIF plays a crucial role in providing financial support to workers who find themselves unemployed or unable to work due to specific life events such as maternity, adoption, parental leave, or illness. By contributing to the UIF, both employers and employees help ensure that there is a safety net in place for those who need it most during challenging times.

In this guide, we’ll cover everything from understanding UIF contributions and eligibility criteria to calculating contributions, different payment methods, and the UIF declaration process. We’ll also discuss the importance of compliance and the consequences of non-compliance, as well as provide resources and assistance for further guidance.

Whether you’re new to UIF contributions or looking to refresh your knowledge, this article aims to empower you with the information needed to fulfill your obligations and make informed decisions regarding UIF payments. So let’s dive in and demystify the process of paying UIF contributions in South Africa.

II. Understanding UIF Contributions

Before delving into the specifics of how to pay UIF contributions, it’s essential to grasp the fundamentals of what UIF contributions entail and who is responsible for them.

A. What are UIF Contributions?

UIF contributions refer to the mandatory payments made by both employers and employees to the Unemployment Insurance Fund. These contributions serve as a form of social security, providing temporary relief to workers who become unemployed or are unable to work due to specific life events.

B. Who is Responsible for UIF Contributions?

  1. Employers: In South Africa, it is the responsibility of employers to deduct UIF contributions from their employees’ salaries and remit both their own and their employees’ contributions to the UIF.
  2. Employees: While employers are responsible for deducting and remitting UIF contributions, employees also play a role by contributing a portion of their earnings towards the UIF.

C. Exclusions from UIF Contributions

While UIF contributions are mandatory for most employees and employers, certain individuals are exempt from contributing. These exclusions include:

  • Workers employed for less than 24 hours per month.
  • Learners.
  • Public servants.
  • Foreigners working on contract.
  • Employees receiving an old-age pension.
  • Workers who only earn commission.

Understanding these exclusions is crucial for employers to ensure compliance with UIF regulations.

D. Importance of UIF Contributions

UIF contributions play a vital role in providing financial support to workers during times of need. By contributing to the UIF, both employers and employees contribute to a safety net that helps mitigate the financial impact of unemployment, illness, or other life events.

In the next section, we’ll delve into the calculation of UIF contributions and how employers can ensure compliance with UIF regulations.

III. Who Needs to Pay UIF Contributions?

Determining who needs to pay UIF contributions is essential for both employers and employees to ensure compliance with South African labor laws. In this section, we’ll explore the categories of individuals and entities responsible for UIF contributions.

A. Employers

  1. All Employers: In South Africa, all employers, regardless of their size or industry, are required to pay UIF contributions for their employees.
  2. Domestic Employers: Domestic employers, including individuals who employ domestic workers such as housekeepers, gardeners, and caregivers, are also obligated to pay UIF contributions.
  3. Exclusions: However, certain categories of employers may be exempt from UIF registration, such as those who employ workers for less than 24 hours per month or who fall under specific governmental positions.

B. Employees

  1. All Employees: With few exceptions, all employees in South Africa are required to contribute to the UIF through deductions from their salaries.
  2. Exclusions: Employees exempt from UIF contributions include those employed for fewer than 24 hours per month, learners, public servants, foreigners on contract, individuals receiving an old-age pension, and those solely earning commission.

C. Compliance Requirements

Ensuring compliance with UIF regulations is crucial for both employers and employees. Failure to pay UIF contributions can result in penalties and legal repercussions. Therefore, it is essential for employers to register with the UIF and accurately calculate and remit UIF contributions on behalf of their employees.

In the next section, we’ll delve into the calculation and payment process for UIF contributions, providing employers with a step-by-step guide to fulfilling their obligations.

IV. Calculating UIF Contributions

Understanding how to calculate UIF (Unemployment Insurance Fund) contributions is crucial for employers to ensure accurate deductions and compliance with South African labor laws. In this section, we’ll break down the process of calculating UIF contributions for both employers and employees.

A. Employer’s Contribution

  1. Percentage of Remuneration: Employers are required to contribute 1% of the total remuneration paid to each employee.
  2. Total Contribution: The total UIF contribution made by the employer is 2% of the employee’s remuneration. This includes the 1% contributed by the employer and the 1% deducted from the employee’s salary.
  3. Earnings Ceiling: It’s important to note that UIF contributions are calculated based on a maximum earnings ceiling. Any remuneration exceeding this ceiling is not subject to UIF contributions.

B. Employee’s Deduction

  1. Percentage of Remuneration: Employees also contribute 1% of their total earnings towards UIF.
  2. Total Deduction: The total amount deducted from the employee’s salary is 1%, which is then remitted to the UIF by the employer on behalf of the employee.

C. Example Calculation

To illustrate the calculation of UIF contributions, let’s consider an example:

  • Employee’s Monthly Salary: R10,000
  • Employer’s Contribution (1%): R100
  • Employee’s Deduction (1%): R100
  • Total UIF Contribution: R200

D. Compliance Considerations

  1. Remittance: Employers are responsible for remitting UIF contributions to the UIF within the prescribed period, typically seven days after the end of the month.
  2. Earnings Ceiling: Employers must ensure that UIF contributions are calculated based on the applicable earnings ceiling to avoid over- or underpayment.
  3. Accuracy: It’s essential for employers to accurately calculate UIF contributions for each employee to maintain compliance with UIF regulations.

By understanding the calculation process for UIF contributions, employers can fulfill their obligations and contribute to the social security net provided by the UIF. In the next section, we’ll explore the process of registering for UIF contributions and making payment

V. Different Methods of Paying UIF

Paying UIF (Unemployment Insurance Fund) contributions is a critical aspect of compliance for employers in South Africa. Employers have various options available for remitting UIF payments, each with its own procedures and requirements. Let’s delve into the different methods of paying UIF contributions:

A. Paying by Stop Order

  1. Procedure:
    • Employers can opt to pay UIF contributions using a stop order facilitated by their bank.
    • Fill out the necessary forms provided by the bank to deposit the UIF contribution into the designated UIF account.
  2. Account Details:
    • UIF Account Numbers for Different Employers:
      • FNB (Employers of Domestic Workers): Account number: 62052400547, Branch code: 25-31-45
      • FNB (Commercial Employers): Account number: 51420056941, Branch code: 25-31-45
      • ABSA, Standard Bank, Nedbank (All Employers): Refer to the respective account numbers and branch codes.
  3. Submission:
    • Complete the payment advice form provided by the UIF when making the payment.
    • Send the payment advice form via mail, fax, or email to the UIF.

B. Paying by Direct Bank Deposit

  1. Procedure:
    • Employers can directly deposit UIF contributions into the UIF’s designated bank account using a deposit slip.
    • Complete the deposit slip provided by the bank with the UIF account details.
  2. Account Details:
    • UIF Account Numbers for Different Employers:
      • FNB (Employers of Domestic Workers): Account number: 62052400547, Branch code: 25-31-45
      • FNB (Commercial Employers): Account number: 51420056941, Branch code: 25-31-45
      • ABSA, Standard Bank, Nedbank (All Employers): Refer to the respective account numbers and branch codes.
  3. Submission:
    • Similar to paying by stop order, complete the payment advice form provided by the UIF and submit it via mail, fax, or email.

C. Paying by Internet Banking

  1. Procedure:
    • Employers can use internet banking facilities to transfer UIF contributions to the UIF’s bank account.
    • Set up the UIF as a beneficiary in the employer’s internet banking portal.
  2. Account Details:
    • UIF Account Numbers for Different Employers:
      • FNB (Employers of Domestic Workers): Account number: 62052400547, Branch code: 25-31-45
      • FNB (Commercial Employers): Account number: 51420056941, Branch code: 25-31-45
      • ABSA, Standard Bank, Nedbank (All Employers): Refer to the respective account numbers and branch codes.
  3. Submission:
    • Complete the payment advice form provided by the UIF and submit it via mail, fax, or email.

By offering multiple payment methods, the UIF aims to streamline the process of remitting contributions, ensuring ease of compliance for employers. In the subsequent section, we’ll explore the consequences of non-compliance with UIF regulations.

VI. UIF Declaration Process

The UIF declaration process is a crucial step for employers to fulfill their legal obligations and ensure that their employees’ contributions are accurately recorded and submitted. Let’s delve into the UIF declaration process and understand its significance:

A. What is a UIF Declaration?

  1. Definition:
    • A UIF declaration, also known as a UI-19 Form, is a document that contains vital information related to UIF contributions for each employee, including both employer and employee contributions.
    • It includes details such as employment status, contribution amounts, and reasons for non-contribution, if applicable.
  2. Purpose:
    • The UIF declaration serves as a formal record of UIF contributions made by both employers and employees.
    • It enables the Department of Labour to track and reconcile UIF contributions with the payments received from employers.

B. Submission Process

  1. Preparation:
    • Employers must generate the UIF declaration based on the finalized payslips for the month.
    • Ensure that all payslips are accurately processed and finalized before generating the UIF declaration.
  2. Completion:
    • Complete the UIF declaration form with the necessary details for each employee, including contribution amounts and employment status.
    • Indicate any reasons for non-contribution, if applicable, such as employees on extended leave.
  3. Submission:
    • Submit the UIF declaration to the Department of Labour within the specified timeframe, typically before or on the 7th of the following month.
    • Employers can submit the declaration electronically via the UIF’s online portal or through alternative submission methods specified by the Department of Labour.

C. Payment of Contributions

  1. Timely Payment:
    • After submitting the UIF declaration, employers are required to pay the relevant UIF contributions to the UIF or South African Revenue Services (SARS) promptly.
    • Ensure that contributions are paid within the stipulated timeframe to avoid penalties or fines for late payment.
  2. Reconciliation:
    • SARS acts as a collecting agent on behalf of the Department of Labour for UIF contributions.
    • The UIF declaration enables the Department to reconcile UIF contributions with the payments received from SARS, ensuring accuracy and compliance.

D. Monitoring and Compliance

  1. Record-Keeping:
    • Maintain accurate records of UIF declarations and payments for audit purposes.
    • Ensure that all documentation related to UIF contributions is organized and readily accessible.
  2. Compliance Checks:
    • Regularly review UIF contribution processes to ensure compliance with legislative requirements.
    • Conduct internal audits to identify any discrepancies or irregularities in UIF declarations and payments.

By understanding and adhering to the UIF declaration process, employers can fulfill their legal obligations, maintain compliance with UIF regulations, and ensure the financial security of their employees. In the subsequent sections, we’ll explore the consequences of non-compliance and provide tips for effective UIF management.

VII. Handling Errors and Re-Submission

Dealing with errors in UIF declarations can be a daunting task for employers. However, understanding the process for rectifying errors and resubmitting declarations is essential to maintain compliance and accuracy. Let’s explore how to handle errors and navigate the re-submission process effectively:

A. Identifying Errors in UIF Declarations

  1. Error Detection:
    • Employers should conduct a thorough review of UIF declarations to identify any discrepancies, inaccuracies, or omissions.
    • Check for errors in employee details, contribution amounts, and employment status.
  2. Common Errors:
    • Incorrect employee information, such as ID numbers or employment dates.
    • Inaccurate contribution calculations leading to under or overpayments.
    • Failure to update employee records for changes in employment status.

B. Rectifying Errors

  1. Documentation:
    • Gather all relevant documentation, including payslips, employee records, and UIF declaration forms.
    • Document the nature of the error and the steps taken to rectify it.
  2. Correcting Errors:
    • Make necessary corrections to the UIF declaration form, ensuring accuracy and completeness.
    • Double-check all amendments to avoid recurring errors.

C. Re-Submission Process

  1. Generating a New Declaration:
    • If errors are detected after submission, employers must generate a new UIF declaration with the corrected information.
    • Ensure that the revised declaration reflects all necessary amendments and updates.
  2. Submission Deadline:
    • Resubmit the corrected UIF declaration before the specified deadline to avoid penalties or fines for late submission.
    • Follow the same submission process as outlined in the initial declaration process.

D. Error Resolution Assistance

  1. Seeking Assistance:
    • If uncertain about error resolution or the re-submission process, employers can seek guidance from relevant authorities, such as the Department of Labour or UIF offices.
    • Consultation with UIF specialists or legal advisors can provide valuable insights and support in resolving errors effectively.
  2. Training and Education:
    • Invest in training programs or workshops for employees responsible for UIF declaration preparation to enhance their understanding of the process and minimize errors.
    • Stay informed about updates or changes to UIF regulations to ensure compliance.

E. Prevention Strategies

  1. Quality Assurance:
    • Implement rigorous quality assurance measures to minimize errors in UIF declarations.
    • Establish internal review processes to validate the accuracy of employee information and contribution calculations.
  2. Continuous Improvement:
    • Regularly assess and refine UIF declaration procedures based on feedback and lessons learned from error resolution experiences.
    • Foster a culture of accountability and attention to detail within the organization to prevent future errors.

By proactively addressing errors and efficiently navigating the re-submission process, employers can uphold compliance with UIF regulations and maintain accurate records of employee contributions. Effective error management contributes to the overall integrity and reliability of UIF declaration processes, ensuring financial stability for both employers and employees alike.

VIII. Importance of Compliance and Consequences of Non-Compliance

Ensuring compliance with UIF regulations is paramount for both employers and employees. Failure to adhere to UIF requirements can have significant implications, ranging from financial penalties to legal consequences. Let’s delve into the importance of compliance and the repercussions of non-compliance:

A. Importance of Compliance

  1. Legal Obligation:
    • Compliance with UIF regulations is a legal requirement mandated by South African labor laws.
    • Employers have a duty to deduct UIF contributions from employees’ salaries and remit these funds to the UIF.
  2. Social Protection:
    • UIF contributions provide essential social protection for workers in times of unemployment, illness, maternity, adoption, or death.
    • Contributing to the UIF ensures that employees have access to financial support during periods of need, safeguarding their well-being and livelihoods.
  3. Employee Rights:
    • Compliance with UIF regulations upholds employees’ rights to access UIF benefits when faced with unforeseen circumstances that impact their ability to work.
    • It demonstrates an employer’s commitment to supporting employees’ welfare and fostering a conducive work environment.
  4. Organizational Reputation:
    • Maintaining compliance enhances an organization’s reputation and credibility within the industry and among stakeholders.
    • It reflects positively on the employer’s commitment to ethical business practices and responsible corporate citizenship.

B. Consequences of Non-Compliance

  1. Financial Penalties:
    • Employers who fail to comply with UIF regulations may face financial penalties imposed by regulatory authorities.
    • Penalties may include fines or levies calculated based on the extent of non-compliance and the duration of the violation.
  2. Legal Ramifications:
    • Non-compliance with UIF requirements can lead to legal action, including litigation and court proceedings initiated by affected employees or regulatory bodies.
    • Employers may incur legal expenses and reputational damage as a result of litigation arising from non-compliance.
  3. Loss of Benefits:
    • Employees may be deprived of UIF benefits if their contributions are not remitted to the UIF in accordance with regulations.
    • Non-compliance jeopardizes employees’ entitlement to financial assistance during periods of unemployment, illness, or other qualifying events.
  4. Operational Disruption:
    • Regulatory investigations or enforcement actions resulting from non-compliance can disrupt normal business operations, leading to productivity losses and administrative challenges.
    • Resolving non-compliance issues may require significant time, resources, and attention, diverting focus from core business activities.

C. Mitigating Non-Compliance Risks

  1. Comprehensive Training:
    • Provide training and education to employees responsible for UIF compliance to ensure a clear understanding of regulatory requirements and obligations.
    • Regularly update staff on changes to UIF regulations and compliance procedures.
  2. Robust Internal Controls:
    • Implement robust internal controls and processes for managing UIF contributions, including regular audits and reviews to detect and rectify compliance issues promptly.
    • Establish clear accountability structures and oversight mechanisms to monitor UIF compliance within the organization.
  3. External Expertise:
    • Seek guidance from legal advisors, labor consultants, or UIF specialists to ensure adherence to regulatory requirements and mitigate compliance risks.
    • Leverage external expertise to conduct compliance audits and assess the effectiveness of internal controls.
  4. Continuous Monitoring:
    • Monitor UIF compliance on an ongoing basis, conducting periodic assessments and performance reviews to identify areas for improvement and address emerging compliance challenges proactively.

By prioritizing compliance with UIF regulations and understanding the consequences of non-compliance, employers can uphold their legal obligations, protect employee rights, and mitigate risks associated with regulatory violations. Proactive measures to ensure compliance contribute to organizational stability, reputation, and long-term success.

IX. Resources and Assistance

Navigating the complexities of UIF contributions and compliance can be daunting for employers and employees alike. Fortunately, several resources and assistance avenues are available to provide guidance, support, and clarification on UIF-related matters. Let’s explore some of these valuable resources:

A. Department of Labour (DoL)

  1. Website and Online Resources:
    • The DoL website offers a wealth of information, including guides, FAQs, and downloadable forms related to UIF contributions and benefits.
    • Access online resources to stay updated on UIF regulations, legislative changes, and compliance requirements.
  2. Contact Centre:
    • Reach out to the DoL’s contact center for assistance with UIF queries, application processes, and compliance issues.
    • Trained representatives are available to provide guidance and support to employers and employees seeking UIF-related information.

B. UIF Offices

  1. Regional Offices:
    • Visit UIF regional offices for in-person assistance with UIF registration, contributions, claims processing, and compliance matters.
    • Speak to UIF representatives who can provide personalized assistance and address specific concerns related to UIF obligations and benefits.
  2. Employer Liaison Officers:
    • Employer liaison officers stationed at UIF offices can offer support and guidance to employers on UIF compliance, reporting requirements, and submission processes.
    • Consult with liaison officers to address any challenges or issues encountered during the UIF declaration and payment process.

C. Online Platforms and Tools

  1. uFiling Portal:
    • Utilize the uFiling portal, an online platform provided by the South African government, for electronic submission of UIF declarations, contributions, and claims.
    • Access user guides, tutorials, and instructional videos to navigate the uFiling system effectively and streamline UIF-related processes.
  2. Payroll Software and Service Providers:
    • Employers can leverage payroll software and service providers equipped with UIF compliance features and functionalities.
    • Explore payroll solutions that automate UIF calculations, deductions, and reporting, reducing administrative burden and ensuring accuracy.

D. Professional Advisors and Consultants

  1. Labour Law Experts:
    • Seek advice and guidance from qualified labour law experts, attorneys, or consultants specializing in UIF regulations and compliance.
    • Engage professional advisors to assess UIF compliance practices, conduct audits, and provide tailored recommendations to mitigate compliance risks.
  2. Industry Associations:
    • Industry-specific associations and organizations may offer resources, workshops, and training programs focused on UIF compliance and best practices.
    • Collaborate with industry peers and experts to share insights, experiences, and strategies for navigating UIF-related challenges effectively.

E. Online Communities and Forums

  1. Online Forums and Discussion Groups:
    • Join online communities, forums, and discussion groups dedicated to HR, payroll, and employment-related topics.
    • Participate in discussions, seek advice from peers, and exchange knowledge and insights on UIF compliance, challenges, and solutions.
  2. Social Media Platforms:
    • Follow relevant social media accounts, pages, and groups managed by government agencies, industry experts, and professional organizations.
    • Stay informed about UIF updates, regulatory changes, and compliance requirements shared through social media channels.


By leveraging the resources and assistance avenues outlined above, employers and employees can navigate UIF contributions and compliance with confidence and ease. Whether accessing online platforms, seeking guidance from professional advisors, or engaging with industry networks, individuals can access the support and information needed to fulfill UIF obligations effectively and ensure compliance with regulatory requirements.


1. What is the UIF?

The Unemployment Insurance Fund (UIF) provides short-term relief to workers who become unemployed or are unable to work due to circumstances such as maternity, adoption, parental leave, or illness. It also offers assistance to the dependents of deceased contributors.

2. Who needs to pay UIF contributions?

All employers and their employees are responsible for UIF contributions, except for specific exclusions outlined by legislation. This includes workers employed for less than 24 hours a month, public servants, learners, and certain categories of foreigners.

3. How are UIF contributions calculated?

UIF contributions are calculated as 2% of the employee’s total earnings, with both the employer and the employee each contributing 1%. The contributions are based on the employee’s remuneration, up to a maximum earnings ceiling determined by legislation.

4. What are the different methods of paying UIF?

Employers can pay UIF contributions through various methods, including stop orders, direct bank deposits, internet banking, or electronic payments through approved banking institutions.

5. What is the UIF declaration process?

The UIF declaration process involves submitting a monthly UIF declaration form to the Department of Labour, which includes information about UIF contributions for each employee, their employment status, and non-contribution reasons if applicable.

6. How should errors and re-submissions be handled?

Errors in UIF declarations can be rectified through re-submissions, which are automatically generated by the system in case of errors or updates. Employers should correct the errors and resubmit the updated declaration for processing.

7. What are the consequences of non-compliance with UIF regulations?

Non-compliance with UIF regulations can lead to penalties, fines, and legal consequences for employers. It is essential for employers to adhere to UIF requirements to avoid such consequences and ensure the well-being of their employees.

8. Where can I find resources and assistance regarding UIF contributions?

Resources and assistance for UIF contributions can be found through the Department of Labour website, UIF offices, online platforms, professional advisors, and industry associations. These avenues provide guidance and support for UIF-related matters.

9. How can I ensure compliance with UIF regulations?

Ensuring compliance with UIF regulations involves accurate calculation and remittance of UIF contributions, staying informed about legislative changes, and seeking guidance from relevant authorities or professionals when needed. It is essential for employers to maintain strict adherence to UIF requirements to avoid compliance risks.

10. What is the importance of UIF contributions?

UIF contributions play a crucial role in providing financial assistance to eligible workers during periods of unemployment, contributing to social security and economic stability in South Africa. By contributing to the UIF, employers and employees ensure access to benefits that support financial security and well-being.


  1. “Unemployment Insurance Fund (UIF).” South African Government, www.gov.za/services/employment/unemployment-insurance-fund-uif.
  2. “Unemployment Insurance Contributions Act, 2002.” Government Gazette, no. 23795, 23 December 2002, www.gov.za/sites/default/files/gcis_document/201409/a4-02.pdf.
  3. Department of Labour, South Africa. “How to Pay the UIF.” 18 December 2008, www.labour.gov.za/documents/how-to-pay-the-uif.
  4. SimplePay. “UIF Declarations.” SimplePay Help Site, www.simplepay.co.za/help/uif-declarations.
  5. South African Revenue Service (SARS). “Employers’ Guide – Unemployment Insurance Fund.” August 2021, www.sars.gov.za/ClientSegments/Employers/Pages/Employers-Guide-Unemployment-Insurance-Fund.aspx.
  6. South Africa. “Unemployment Insurance Act, 2001.” Government Gazette, no. 22628, 22 June 2001, www.gov.za/sites/default/files/gcis_document/201409/a30-01.pdf.
  7. South African Government. “Unemployment Insurance Fund (UIF).” www.labour.gov.za/employment-and-skills-development/employment-equity/about-employment-equity.
  8. South African Government. “Unemployment Insurance Contributions Act, 2002.” www.labour.gov.za/employment-and-skills-development/employment-equity/about-employment-equity.
  9. South African Government. “UIF Declarations.” www.labour.gov.za/employment-and-skills-development/employment-equity/about-employment-equity.
  10. South African Government. “How to Pay UIF Contributions.” www.labour.gov.za/employment-and-skills-development/employment-equity/about-employment-equity.

Author’s Note

Thank you for reading this comprehensive guide on UIF contributions in South Africa. It is essential for both employers and employees to understand their responsibilities and rights regarding UIF to ensure compliance and access to benefits when needed. Remember that accurate and timely payment of UIF contributions not only fulfills legal obligations but also contributes to the well-being of workers and the stability of the social security system.

If you have any further questions or need assistance with UIF-related matters, do not hesitate to reach out to relevant authorities or seek professional advice. Stay informed, stay compliant, and prioritize the financial security of yourself and your employees.

Best regards,

Brief Note about the author.

Kimbowa Geofrey
Business & Financial Analyst

I am Kimbowa Geofrey, a go-getter, It is my passion that drives me in all I do but also the personal improvement that I experience.
My story started about 8 years back, trying one business to another, it wasn’t easy at the start because I didn’t get exactly what I expected out of these businesses and my frustration grew. Luckily I stumbled upon three businesses that changed my life; Web hosting, web development, and blogging.
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