Ujira wa mfanyakazi unaweza kuwa ujira uliotajwa, na unaweza kuwa ujira linganifu. Kuhusu ujira uliotajwa, ni ujira uliotajwa na kubainishwa wakati wa mkataba. Huchukuliwa kuwa ujira uliotajwa kwa wafanyakazi ambao kila mmoja anajua ujira wake, kama maafisa wa daraja fulani au vibarua wa kiwanda fulani ambao ujira wa kibarua wake unajulikana vizuri. Kwa hiyo, ikiwa vibarua au maafisa wametumiwa na ujira wao umetajwa, basi kile kilichotajwa ndicho ujira wao. Ikiwa ujira wao haukutajwa, hutazamwa kama unajulikana; ikiwa unajulikana, hupewa, na huchukuliwa kuwa ujira uliotajwa. Ikiwa haujulikani, hupewa ujira linganifu.

The wage of the employee can be a mentioned wage, and it can be a comparable wage. As for the mentioned wage, it is the wage mentioned and specified at the time of the contract. It is considered as the mentioned wage, the workers who each know their wage like officials in a specific grade or labourers in a specific factory where the wage of its labourer is well known. Hence if labourers or officials are used and their wage is named, so that which is named is their wage. If their wage is not named, it is considered whether it is known so it is given to them and is considered a named wage; if it is not known, they are given the comparable wage.

Ujira unaolingana ni ujira wa kazi inayolingana na mfanyakazi anayelingana, au ujira wa mfanyakazi anayelingana peke yake. Ukadiriaji wa ujira unaolingana lazima ufanywe na watu wenye uzoefu, na watu wenye uzoefu ndio wanaopaswa kubainisha ujira huo kwa kuangalia tabia na sifa binafsi za mfanyakazi. Wakati wa kutathmini ujira unaolingana, mambo matatu lazima yazingatiwe:- Moja: Ikiwa ujira ulitokana na manufaa, basi kuangalia kitu ambacho manufaa yake ni sawa na manufaa ya kitu kilichokodishwa.

The comparable wage is the wage of comparable work and the comparable worker, or the wage of the comparable worker only. The estimation of the comparable wage must be by those with experience, and the people of experience must specify the wage by looking into the personality of the employee. While evaluating the comparable wage, three matters must be looked into:- One: If the wage came upon benefit, to look into the thing whose benefit is equivalent to the benefit of the hired (thing).

Mbili: Ikiwa manufaa yalitokana na kazi, basi ni kumtazama mtu anayefanana na mfanyakazi katika kazi hiyo, yaani kuitazama kazi na mfanyakazi.

Two: If the benefit came upon work, to look into the person similar to the employee in that work i.e. to look into the work and worker.

Tatu: Kuangalia wakati na mahali pa kukodisha, kwa sababu ujira hutofautiana kutokana na tofauti ya manufaa, kazi, wakati na mahali.

Third: To look at the time and place of the lease because the wage differs according to the difference of benefit, work, time and place.

Ujuzi wa malipo linganishi hutegemea mahali pa uzoefu, kwa hiyo si halali kwa mdai kuthibitisha ushahidi juu yake. Badala yake, ni wajibu kwa watu wenye uzoefu kuyatathmini bila maslahi binafsi, hivyo pande mbili zinazozozana huwachagua kwa ridhaa. Ikiwa wawili hao hawakubaliani juu ya mtu mmoja, basi hakimu ndiye atakayewachagua.

The knowledge of the comparable wage depends upon the place of experience, so it is not permitted for the claimant to establish evidence upon it. Rather it is obligatory for experienced people to evaluate it free of self-interest, so the two disputing parties choose them by consent. If the two do not agree upon some one, then the judge chooses them