Employees must receive their salary into a bank account held in their own name. Requests to redirect payroll payments to third-party accounts are not permitted.
This applies to all cases, including accounts belonging to family members, friends, or other third parties.
Why payments to non-employee accounts are not allowed
Legal Compliance
Paying wages into a non-employee account is illegal in many jurisdictions
It may be considered wage misdirection or wage theft
Employers may face fines, penalties, or legal action
Ethical Responsibilities
Salary payments must remain transparent and directly attributable to the employee
Redirecting wages can undermine payroll integrity and lead to disputes
Financial and Tax Risks
May create incorrect tax reporting or liabilities
Increases the risk of fraud, disputes, or payment challenges
Employee Protection
Employees have the right to full control over their earnings
Payments to third parties may compromise their financial security
What to do if an employee cannot use their current bank account
If an employee is unable to use their existing account:
Acknowledge the situation empathetically
Request alternative account details that are:
In the employee’s sole name, or
A joint account where the employee is a named holder
Inform the payroll team immediately if the case is urgent
Add a note to the employee’s profile in the system
If no valid account is available
If the employee does not have access to a valid bank account:
Encourage them to open a personal bank account, or
Suggest alternative solutions such as a payroll card, where available
Notify payroll to pause payment processing until valid details are provided
If a bank account cannot be provided, the situation may require further review of the employment arrangement.
FAQs
Can exceptions be made for family members’ accounts?
No. Payments to accounts not held by the employee are not permitted due to legal and compliance risks.
What if the employee says it is for convenience?
Even in these cases, the company must comply with legal requirements. Employees should use a personal or eligible joint account.
How should pushback be handled?
Remain empathetic but firm. Clearly explain that this is a legal and compliance requirement. Escalate to your manager if needed.
What if the employee does not have a bank account?
Encourage the employee to open one or explore alternatives such as payroll cards. Payroll should be informed to pause payments until valid details are provided.