You are liable for how your contractor's workers are paid. Require the evidence.

Under the Law for Increasing Enforcement (§§25-27), a service-client in cleaning, security and catering bears civil liability for the contractor's wage and pension violations. When the contractor ceases operating, the claim is presented to the client as the party with the means to pay. The exposure stays latent: most violations are never claimed, but one organised claim or inspection reveals the whole accumulated history at once.

• What evidence you are entitled to require

  §27 provides a safe harbour: liability is lifted where the client required compliance in writing and relies on periodic audits by a licensed wage examiner. That means you are entitled to require, for each worker, the correct rate including the sector minimum, the overtime line, training fund, recuperation pay and pension, together with the history at a contractor hand-off.

• Evidence without personal data

  The contractor runs shifts on the platform and you receive a proof pack for each worker with hours, payslip and contributions, without seeing their ID, location or photograph. The access boundary passes evidence upward but does not pass control, so an audit does not turn you into an actual employer (the Kfar Ruth precedent).

• Make it a contract condition

  The most reliable way to close your §27 exposure is to require that contractors run their workers on the platform and hand you a pack for each of them. The evidence then arrives automatically, on every invoice and at every hand-off. Download a ready contractor-requirement template and include it in your next contract.

I am only a service-client, so what is my liability?

It may be broader than expected. Where whoever actually benefits from the work is treated as the real employer, a contractor's violations reach you, and the question of records becomes yours rather than only theirs.

How do I demand transparency without directing the workers?

You require records, not obedience. Terms shown in advance, approved hours and valid documents remain the contractor's responsibility and you only see them. As soon as you instruct the worker directly, you move closer to employer status.

What if the contractor refuses to work transparently?

That is an answer in itself. A supplier unwilling to show hours and documents is asking you to carry a risk they are not prepared to document.