Domestic Workers 29 May 2026 · 10 min read · Sectoral Determination 7 · 2026 · Updated: 3 Jun 2026 · By Faheema Sheikh

South Africa employs more than 900,000 registered domestic workers — and many more who remain unregistered, without UIF cover or written employment contracts. The legal framework protecting domestic workers is clear and comprehensive, but it only works when both employers and employees understand what it requires. This guide covers everything: minimum pay, UIF obligations, leave entitlements, overtime, accommodation deductions, and the written contract every domestic worker is entitled to receive.

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The Legal Framework — Sectoral Determination 7

Domestic workers in South Africa are protected by the Basic Conditions of Employment Act (BCEA), Act 75 of 1997 and specifically by Sectoral Determination 7 (SD7), which was gazetted under the BCEA to address the unique conditions of domestic employment. SD7 sets minimum wages, working hours, leave entitlements, accommodation rules and other conditions specific to this sector.

A domestic worker is broadly defined as any person employed to perform domestic work in a private household — including live-in housekeepers, daily cleaners, gardeners, nannies, au pairs, drivers employed by the household, and caregivers for family members. Part-time and casual domestic workers are equally covered.

Minimum Pay

R30.23 per hour from 1 March 2026. No lower rate for part-time or casual workers. Use the Minimum Wage Calculator to calculate the weekly and monthly minimum for any hours worked.

Compulsory UIF

1% employee + 1% employer contribution. Both parties must be registered with the UIF.

Annual Leave

15 consecutive days paid leave per year (1.25 days/month for 5-day week workers).

Written Contract

Every domestic worker must receive written particulars of employment — a verbal arrangement is not enough.

Minimum Wage for Domestic Workers — 2026

Prior to 2022, domestic workers had a separate — and lower — minimum wage than other workers. That gap was closed: domestic workers now earn the full National Minimum Wage of R30.23 per hour from 1 March 2026, identical to any other employee in the country.

Work pattern Hours/week Minimum weekly Minimum monthly (approx.)
Full-time, 5-day week (9hr days)45 hrsR1,360.35R5,894.40
Full-time, 5-day week (8hr days)40 hrsR1,209.20R5,239.46
Part-time, 3 days/week (8hr days)24 hrsR725.52R3,143.68
Part-time, 2 days/week (8hr days)16 hrsR483.68R2,095.79

Monthly figures use the standard 4.333 weeks per month calculation. These are gross amounts — UIF (1%) is deducted before the worker receives their pay, and PAYE may apply for higher earners (though most domestic workers earn below the R99,000 annual tax threshold).

UIF — Compulsory for Every Domestic Worker

UIF registration is not optional. Since 2003, the Unemployment Insurance Amendment Act has required every employer of a domestic worker to register with the UIF and make monthly contributions. This is one of the most commonly ignored obligations in South African domestic employment — and one of the most consequential if missed.

How UIF contributions work

Employee contribution: 1% of gross monthly wage
Employer contribution: 1% of gross monthly wage
Total paid to UIF: 2% of gross wage

Monthly earnings ceiling: R17,712 (maximum contribution = R354.24/month total)

Due date: By the 7th of the following month

How to register and pay

  1. Register the domestic worker at uFiling.co.za or at any Department of Labour office
  2. Each month, deduct 1% from the worker's wage
  3. Add your own 1% employer contribution
  4. Pay the combined 2% via uFiling, EFT or at a Labour Centre by the 7th

Non-payment of UIF is a criminal offence. If your domestic worker is retrenched, falls ill or becomes pregnant and has no UIF cover because you never registered, they cannot claim benefits. You may be held personally liable for the equivalent benefit amount. The Department of Labour conducts inspections and can issue compliance orders with penalties.

What UIF covers for domestic workers

A domestic worker who has been contributing to UIF can claim:

  • Unemployment benefits — if dismissed or retrenched (up to 365 days depending on contribution history)
  • Illness benefits — if unable to work due to illness for more than 14 days
  • Maternity benefits — up to 17.32 weeks at a replacement rate based on their salary
  • Dependent's benefits — payable to a surviving spouse or dependent if the contributor dies

Annual Leave, Sick Leave and Family Responsibility Leave

Domestic workers are entitled to the same leave rights as all other employees under the BCEA and SD7:

Leave type Entitlement Cycle Paid?
Annual leave (5-day week) 15 consecutive days (= 15 working days) 12 months Yes — full pay
Sick leave 30 days over 3 years (≈ 10 days/year) 36 months Yes — full pay
Family responsibility leave 3 days 12 months Yes — full pay
Maternity leave 4 consecutive months Per event No (UIF claimable)

Annual leave accrues at 1.25 days per month for a 5-day week worker. An employer cannot require a domestic worker to forfeit accrued leave or pay them cash instead of granting time off — except on termination, where any outstanding accrued leave must be paid out.

Overtime, Sundays and Public Holidays

Domestic workers are entitled to the full BCEA overtime rates. There are no reduced rates for household employment:

  • Weekday / Saturday overtime (beyond ordinary hours): 1.5× normal hourly rate
  • Sunday work (where Sunday is not an ordinary work day): 2× normal hourly rate
  • Public holiday work: 2× normal hourly rate

At the R30.23 minimum wage, the 1.5× overtime rate is R45.35 per hour and the 2× Sunday/public holiday rate is R60.46 per hour. Overtime must be agreed to in writing — an employer cannot unilaterally demand overtime from a domestic worker.

Working hours limits

Domestic workers may not work more than 45 ordinary hours per week and not more than 9 ordinary hours per day on a 5-day week (or 8 hours per day on a 6-day week). Overtime is capped at 3 hours per day and 10 hours per week, with a maximum of 12 total hours in any single day.

Accommodation Deductions

If you provide free or subsidised accommodation to a live-in domestic worker, you are permitted to deduct a maximum of 10% of the worker's gross wage for the accommodation benefit — but only if this is agreed to in writing. The deduction:

  • Must be specified in the written employment contract
  • Cannot be used to reduce effective hourly pay below R30.23
  • Applies only to accommodation actually provided — not to transport or meals
  • Cannot exceed 10% of gross pay regardless of the market value of the accommodation
Example:
Gross monthly wage: R6,500
Maximum accommodation deduction: 10% × R6,500 = R650/month
Net cash pay to worker: R6,500 − R650 − UIF (R65) = R5,785

The Written Contract Obligation

SD7 requires every employer to provide a domestic worker with written particulars of employment before — or on the first day of — employment. A verbal agreement does not comply. The written particulars must include at minimum:

  • Full name and address of the employer and employee
  • Job title and brief description of duties
  • Date of commencement of employment
  • Ordinary hours of work per day and per week
  • Hourly, daily or monthly wage rate
  • Pay interval (weekly, fortnightly or monthly)
  • Overtime rate and arrangements
  • Leave entitlements
  • Notice period
  • Accommodation arrangements and any deductions to be made

The employer must keep a signed copy. If a dispute arises and there is no written contract, the employer is assumed to be the party at fault.

Payslip and Record-Keeping Requirements

Under Section 33 of the BCEA, every employer must provide a written payslip on each pay date. For a domestic worker this means a document — however simple — that shows:

  • Employer name and address
  • Worker name and occupation
  • Pay period and date of payment
  • Ordinary and overtime hours worked
  • Gross remuneration and all deductions itemised (UIF, accommodation, etc.)
  • Net amount paid

A payslip does not need to be printed — a WhatsApp message listing all the required details has been accepted by the CCMA as sufficient in certain cases, though a physical or email document is strongly preferable.

Frequently Asked Questions

What is the minimum wage for a domestic worker in South Africa in 2026?
The minimum wage for domestic workers in South Africa is R30.23 per hour as of 1 March 2026, set under Sectoral Determination 7 of the Basic Conditions of Employment Act. At a standard 45-hour week this equals approximately R5,894 per month gross. Employers who pay less are in violation of the BCEA and can be reported to the Department of Employment and Labour.
Must I pay UIF for my domestic worker?
Yes. UIF registration and contributions are compulsory for domestic workers in South Africa. Both the employer and the worker each contribute 1% of gross wages, capped at a monthly earnings ceiling of R17,712. The employer must register the worker with the UIF, deduct the employee's 1%, and pay the combined 2% to the UIF by the 7th of each month via the uFiling system or at any Labour Centre.
How many leave days is a domestic worker entitled to in South Africa?
Under Sectoral Determination 7, a domestic worker is entitled to 15 consecutive days of paid annual leave per completed year of service — equivalent to 1.25 days per month for a 5-day work week. Sick leave is 30 days over a 3-year cycle. Family responsibility leave is 3 days per year. Leave must be granted — it cannot simply be paid out in lieu while employment continues.
Can I deduct accommodation from a domestic worker's pay?
Yes, but only up to 10% of the worker's gross wage — and only if agreed to in writing. The deduction must be for accommodation actually provided by the employer. The net pay after the accommodation deduction may not fall below the effective minimum, meaning the deduction cannot be used to reduce the worker's cash pay below what they would otherwise be entitled to.
Do domestic workers get overtime pay?
Yes. Domestic workers are entitled to the same BCEA overtime rates as all other workers: 1.5 times their normal hourly rate for weekday and Saturday overtime beyond ordinary hours, and 2 times their normal rate for work on Sundays (where Sunday is not an ordinary work day) and on public holidays.
Does a domestic worker need a written contract?
Yes. Sectoral Determination 7 and the BCEA require employers to provide domestic workers with written particulars of employment — covering the job title, pay rate, ordinary hours, overtime arrangements, accommodation conditions and leave entitlement. A verbal agreement is not sufficient. Failure to provide written particulars is a breach of the BCEA.
What is the notice period for a domestic worker, and what happens if I dismiss without notice?
Under BCEA Section 37, read with Sectoral Determination 7, a domestic worker is entitled to 1 week's notice for service of 6 months or less, and 4 weeks' notice for service of more than 6 months — there is no 2-week bracket for this category. Dismissing without the required notice (other than for serious misconduct after a fair hearing) entitles the worker to payment in lieu of notice, and they may refer an unfair dismissal dispute to the CCMA, which has jurisdiction over domestic worker disputes.
Do I need to pay PAYE for my domestic worker?
Most domestic workers earn below the annual PAYE threshold of R99,000 (approximately R8,250 per month), so no PAYE is deducted. A domestic worker earning above this — for example a highly paid, full-time live-in housekeeper — would attract PAYE, and the employer would need to register as an employer with SARS and deduct accordingly. Use the PAYE Calculator to check whether PAYE applies at a given wage.
Can I pay my domestic worker in cash?
Yes — cash payment is legal. However, you must still provide a written payslip and keep records. Many employers and workers prefer bank transfer to avoid disputes, but the BCEA does not require electronic payment. If paying cash, have the worker sign an acknowledgement of receipt each pay date.

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Minimum Wage South Africa 2026: Full Breakdown How Many Leave Days Are You Entitled To? Overtime Rules in South Africa: What Employers Must Pay Notice Period South Africa: How Much Notice Must You Give?

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Domestic worker rights are governed by the Basic Conditions of Employment Act (Act 75 of 1997), Sectoral Determination 7, and the Unemployment Insurance Act. Always verify current rates and obligations with the Department of Employment and Labour or a registered labour adviser.