South African Employer Guide
What You Must Legally Provide When Employing a Domestic Worker
No legal jargon. No guessing. Just a clear, honest breakdown of what the law requires - and what is entirely your choice.
Quick Reference
| Requirement | Required by Law |
|---|---|
| Minimum wage | Yes |
| UIF registration and contributions | Yes |
| Payslip every pay day | Yes |
| Written employment terms | Yes |
| COIDA registration | Yes |
| Meal break | Yes |
| Food or lunch | No |
| Transport or taxi money | No |
| Bonuses | No |
| Airtime or groceries | No |
What You MUST Do By Law
These are legal requirements. Non-compliance can result in fines, CCMA disputes, or personal liability.
Pay Minimum Wage
You must pay at least the national minimum wage for every hour worked. The rate is updated annually by the Department of Employment and Labour.
Provide Written Employment Terms
You must clearly agree on working hours, pay rate, and leave entitlement. A written contract protects both you and your worker.
Issue a Payslip Every Pay Day
Each time you pay your worker you must provide a payslip showing hours worked, total pay, and any deductions.
Register for UIF
You must register your worker for the Unemployment Insurance Fund and contribute 1% of wages monthly (plus 1% as the employer). This protects your worker if they lose their job or cannot work.
Register for COIDA
Since a 2020 Constitutional Court ruling, domestic workers are covered under the Compensation for Occupational Injuries and Diseases Act. You must register with the Compensation Fund. If your worker is injured on the job and you are not registered, you may be personally liable for all medical costs and compensation.
Follow Working Hours and Leave Rules
You must comply with legal daily and weekly hour limits, overtime rules, annual leave (21 days), sick leave, and public holiday entitlements.
What You Are NOT Required to Provide
These are optional. Many employers choose to offer them - but the law does not require it.
Food or Lunch
You must give a meal break (usually after 5 hours of work) but you are NOT required to provide food. If you choose to provide meals, you cannot deduct money for them and they do not count toward wages.
Transport or Taxi Money
You are not required to pay taxi fare, petrol, or any travel costs. Transport assistance is entirely optional.
Accommodation
You are not required to provide accommodation unless you have specifically agreed to it.
Bonuses or Extras
Bonuses, grocery money, gifts, and airtime are not required by law. They are goodwill gestures only.
When Optional Becomes Required
This is the most important thing most employers do not know.
1. If it is in the contract
If you agree in writing to provide meals, transport, or accommodation, it becomes a legal obligation. You cannot later remove it without your worker's agreement.
2. If it becomes a regular practice
If you consistently provide something over time - even informally - it can be treated as a condition of employment. Removing it may be seen as a unilateral change to terms.
Best practice: if you want to provide extras, note them in the contract as discretionary and revocable. SA Wages Pro contract templates include optional benefit clauses for exactly this.
Common Misunderstandings
Myth: "I must provide lunch for my worker"
You must give a meal break - but providing food is your choice, not a legal requirement.
Myth: "I must pay for taxi money"
Transport assistance is not required by law. It becomes required only if agreed to in writing.
Myth: "UIF is enough - I do not need COIDA"
UIF and COIDA are completely different. UIF covers unemployment. COIDA covers workplace injuries. Both are required.
Myth: "COIDA is only for big companies"
Since a 2020 court ruling, domestic workers are protected under COIDA. Any household that employs a domestic worker must register.
Stay Compliant Without the Stress
SA Wages Pro handles minimum wage calculations, payslips, UIF tracking, COIDA reminders, and legally compliant contracts - all in one place. So you can employ with confidence.
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