Guide and tips on employing a domestic worker by The Go-To Guy

Karen Scheepers
2 days ago
4 min read

Employing a domestic worker is a significant responsibility that carries both emotional and legal weight. Whether you are hiring a housekeeper, a gardener, or a caregiver, these individuals provide essential services that keep households running smoothly. Because this work occurs within the private sphere of a home, it is often mistakenly viewed as an informal arrangement. However, the South African legal framework is very clear: domestic workers are formal employees protected by the Basic Conditions of Employment Act (BCEA) and the National Minimum Wage Act. Establishing a professional relationship from the outset, grounded in clear communication and legal compliance, is the most effective way to ensure a harmonious and sustainable environment for everyone involved.

Professional Recruitment: Sourcing and Briefing

The success of any employment relationship begins with the hiring process. Finding a candidate whose skills and personality align with your family's needs requires more than a casual referral. By using structured tools, you can move away from "trial and error" and toward a professional match.

A vital first step is defining the role. You can Post a Domestic Worker Job by creating a detailed brief. This allows you to list specific duties, preferred working hours, and any specialized requirements like childcare or pet management. For those who want to be more proactive in their search, you can View the Domestic Worker Register to find experienced professionals in your local area.

The Interview: Vetting and Selection Tips

Once you have identified potential candidates, the interview is your primary tool for vetting. It is highly recommended to use a Downloadable Interview Sheet to ensure that your conversation remains focused and covers all necessary ground.

Tips for a successful interview:

Detailed Reference Checks: Always contact previous employers directly. Ask about the worker's strengths, areas for improvement, and the specific reason the employment ended.
Practical Skills Assessment: If the job involves specific tasks like operating a high-end steam iron or preparing specific dietary meals, consider a paid trial hour to see the skills in action.
Discussion of Expectations: Be transparent about household rules, such as phone usage, visitors, and security protocols. Clear boundaries prevent future misunderstandings.

Legal Foundations: Contracts and 2026 Wage Updates

In South Africa, a written contract is a mandatory legal requirement. A contract serves as the "constitution" of your employment relationship, defining the rights and duties of both parties. You can Download a Domestic Contract to ensure you have a legally sound foundation that includes leave entitlements, notice periods, and a clear job description.

National Minimum Wage Notice for 2026: As of 1 March 2026, the National Minimum Wage in South Africa has been officially updated. It is critical for all employers to adhere to these new rates to remain legally compliant and avoid potential CCMA disputes.

Minimum Hourly Rate: R30.23 (Effective 1 March 2026).
Weekly Rate (45 hours): R1,360.35.
Monthly Rate (45 hours): R5,894.40.

Additionally, the "Four-Hour Rule" remains in effect: if a worker is called to work but works for less than four hours on that day, they must still be paid for at least four hours of work (R120.92). Download here: Download Wage Act.

Statutory Obligations: UIF and COIDA

Compliance goes beyond the monthly salary. If your domestic worker is employed for more than 24 hours per month, you are legally required to register them for the following:

UIF (Unemployment Insurance Fund): This provides a safety net for workers in the event of unemployment, illness, or maternity. The total contribution is 2% of the wage (1% from the employer and 1% from the employee).
COIDA (Compensation for Occupational Injuries and Diseases): Domestic workers are now fully covered under COIDA. You must register with the Compensation Fund and pay an annual assessment. This protects you from personal liability should a worker be injured on your property.

Managing the Relationship: Daily Tips

A professional environment is built on consistency and mutual respect. Consider implementing these daily practices:

Provide a Work Schedule: A written list of tasks for the week helps the worker manage their own time and ensures that you don’t have to repeat instructions daily.
Proper Equipment: Ensure all cleaning supplies and tools are in safe, working order. Providing personal protective equipment (PPE) like gloves is an employer's responsibility.
Monthly Payslips: You are legally required to provide a written payslip every month. This should detail the hours worked, the rate of pay, and any statutory deductions.

Taking the time to formalize the employment of a domestic worker is an investment in your household's security and the worker's dignity. By following the legal requirements, from signing a comprehensive contract to paying the correct 2026 minimum wage, you create a professional atmosphere that rewards hard work and minimizes the risk of legal conflict. Utilizing the resources provided by The Go-To Guy ensures you have the support needed to be a fair and compliant employer.

Disclaimer: This article is provided for informational and research purposes only and does not constitute legal advice. While every effort has been made to ensure the accuracy of the 2026 National Minimum Wage figures and legislative requirements, labor laws are subject to change. For specific legal queries or complex disputes, please consult with the Department of Employment and Labour or a qualified legal practitioner.

Legal Disclaimer: The information provided in this article is for educational purposes only. While we facilitate connections via our job board, please note that all credentials, references, and experience levels are uploaded directly by the users. It is the sole responsibility of the employer to verify all employee credentials, background checks, and references prior to hiring. We do not provide legal or labor-related guarantees regarding the accuracy of user-submitted data.