The domestic worker compliance checklist for South African homeowners
The seven things every South African employer of a domestic worker, gardener or nanny must have in place — and how to sort each one out.
If you pay someone to clean, cook, garden or care for your family in your home, you are an employer in the eyes of South African law. That comes with real obligations under the Basic Conditions of Employment Act (BCEA), the National Minimum Wage Act and the Unemployment Insurance Act. The good news: the requirements are clear, and once they're in place they take minutes a month to maintain.
The seven essentials
- A written employment contract (particulars of employment) signed by both of you.
- A wage at or above the National Minimum Wage for domestic workers.
- A written payslip every time you pay your worker.
- Registration with the UIF, and a monthly UIF contribution.
- Proper leave records — annual, sick and family responsibility leave.
- Salary and hours records kept for at least three years.
- Fair procedures for warnings, discipline and any termination.
Why it matters
The most common way homeowners land at the CCMA or Department of Employment and Labour is a dispute over unpaid UIF, missing payslips, or an unfair dismissal with no paper trail. Getting the basics right is your best protection.
1. Written contract
Section 29 of the BCEA requires you to give your worker written particulars of employment — who the parties are, the job, hours, pay, leave and notice. It doesn't have to be complicated, but it must be in writing and signed. A good contract protects both of you by making the terms explicit.
2. Minimum wage
Domestic workers have their own National Minimum Wage. From 1 March 2025 it is R28.79 per ordinary hour. You may pay more, but never less — and the rate is reviewed each year, so check it annually.
3. Payslips
Section 33 of the BCEA requires a written payslip on each payday showing gross pay, deductions (like UIF) and net pay. It's also your proof that you paid lawfully.
4. UIF
You must register with the Unemployment Insurance Fund and contribute 2% of your worker's pay each month (1% deducted from them, 1% added by you). This entitles your worker to claim if they lose their job, go on maternity leave, or fall ill.
5–7. Records and fair process
Keep leave and salary records for at least three years, and follow a fair process before any warning or dismissal. If you ever face a dispute, contemporaneous records are what win it.
Do it in minutes
LabourMate generates a BCEA-compliant contract, issues payslips with UIF calculated automatically, tracks leave, and reminds you to pay UIF each month — so all seven essentials stay handled.
Become compliant in minutes
LabourMate handles contracts, payslips, UIF and leave for your domestic worker — as easy as online banking.