Terms & Conditions

• Conduct fair recruitment and provide a written contract as required by the Malawi Employment Act.
• Pay at least the minimum wage as regulated by government, and issue payslips where applicable.
• Maintain non-discriminatory, safe, and healthy working conditions for all workers.

• Provide accurate personal and employment information when registering.
• Perform assigned duties professionally and respect agreed terms of the contract.
• Report issues of abuse, non-payment, or unsafe conditions to authorities or through WorkBridgeMw support.

All personal and work experience details provided by workers must be truthful. WorkBridgeMw encourages but does not guarantee background checks. Employers are advised to verify documents and references as required by Malawian law prior to hiring.

• Platform and connection fees (where applicable) must be paid in advance and are non-refundable unless otherwise stated.
• The actual employment relationship and regular wage payments are strictly between the employer and the worker.
• Minimum Wage: Employers must pay at least the statutory minimum wage for domestic work as periodically set by the Malawi Government.
  [As of 2024, minimum daily wage for domestic workers is approximately MWK 1,346.17 (or latest government update)]
• Salaries should be paid punctually as agreed in the contract (weekly/monthly).

• Working Hours: Maximum working hours for domestic workers should not exceed 48 hours per week as per Malawi Labour Laws. Overtime must be compensated per legal provisions.
• Rest Days: Workers are entitled to at least one rest day per week.
• Leave: Workers have legal rights to annual leave, sick leave, and paid public holidays. Leave should be granted according to the Employment Act.

Your personal data is collected and processed according to the Malawi Data Protection Act and our platform’s Privacy Policy. Information is used only for job matching, communication, and legal compliance. It is never sold and is only shared with third parties as required by law.

Where applicable, employers are encouraged to register domestic workers for Social Security and pension benefits according to statutory requirements of Malawi (e.g., Malawi National Pension Scheme).

• Both employer and worker must give notice prior to termination (in line with section 30-34 of the Malawi Employment Act), or pay the legally required severance pay.
• WorkBridgeMw can suspend user accounts for breach of these terms or for illegal activity reported by government or verified complaints.

• Any labour dispute must first be resolved amicably between employer and worker, with WorkBridgeMw facilitating communication if requested.
• Unresolved disputes may be referred to the District Labour Office or settled in accordance with Malawian law and the Industrial Relations Court.