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In this guide
By Onah Attorneys Inc • Updated July 2026 • Legal information, not a substitute for advice on your specific matter.
Domestic workers enjoy nearly the full suite of South African labour rights — minimum wage, regulated hours, paid leave, UIF, COIDA injury cover and unfair-dismissal protection at the CCMA — yet remain the most under-protected workers in practice. This guide sets out the rules for workers claiming their due and for employer households that want to be lawful.
Minimum wage and hours
Domestic workers earn at least the National Minimum Wage (equalised with the general rate since 2022, adjusted each March). Ordinary hours: max 45 per week (9 per day over 5 days); overtime at 1.5x, capped; Sunday and public holiday work at premium rates. Live-in arrangements may deduct limited amounts for accommodation only within Sectoral Determination 7’s rules.
Leave and basic conditions
21 consecutive days’ annual leave (or 1 day per 17 worked), paid sick leave (30/36 days per 3-year cycle after the first six months), 4 months’ maternity leave (unpaid, but UIF maternity benefits apply), family responsibility leave, and a written contract plus payslips — which employers must provide by law, not courtesy.
UIF and injury cover
Employers must register domestic workers for UIF (1% employee + 1% employer) — enabling unemployment, illness and maternity benefits — and since the 2021 Constitutional Court ruling in Mahlangu, domestic workers injured at work claim from COIDA like any other employee, including for historic injuries. Non-registration is an offence and a CCMA-claimable loss.
Dismissal: the rules bind households too
A household employer must follow fair procedure — a genuine reason (misconduct, incapacity, retrenchment) and a fair hearing — before dismissal. ‘I no longer need you’ is a retrenchment requiring notice and severance (1 week’s pay per year of service). Dismissed domestic workers refer to the CCMA within 30 days, free, no lawyer needed at conciliation.
What workers can claim at the CCMA
Unfair dismissal compensation up to 12 months’ wages, notice pay, leave pay-outs, severance where retrenched, unpaid wages and UIF registration arrears. Written records help but are not fatal if absent — the employer bears the burden of proving payments and procedure.
For employer households: the lawful minimum
A written contract, payslips, NMW compliance, UIF registration, working-hours discipline, and a fair process before any dismissal. The full lawful package costs minutes of admin per month — and a fraction of one CCMA award for getting it wrong.
Frequently asked questions
What is the minimum wage for domestic workers in 2026?
The National Minimum Wage as adjusted for 2026 (updated every March) — domestic workers earn the full general rate, no longer a reduced tier. Check the current hourly figure and apply it to actual hours.
Must I register my domestic worker for UIF?
Yes — any domestic worker employed more than 24 hours per month must be registered. Non-compliance is an offence, blocks the worker’s benefits, and creates back-payment claims.
Can I dismiss my domestic worker without a hearing?
No — households are employers under the LRA. Misconduct needs a hearing; redundancy needs consultation, notice and severance. Skipping process makes even a justified dismissal unfair.
My employer never paid UIF and dismissed me — what now?
Refer unfair dismissal to the CCMA within 30 days and claim the UIF arrears and severance in the same dispute. The Department of Labour also inspects and enforces registration.
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