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Domestic Worker Employment Contract for South Africa (Free 2026 Template)
If someone works in your home — a housekeeper, nanny or gardener — South African law expects you to give them written particulars of employment, and a proper contract is the cleanest way to do it. The template below is built around Sectoral Determination 7 and the Basic Conditions of Employment Act, with the 2026 national minimum wage, UIF, leave and notice provisions already worded for you. Fill in the placeholders, read it through together, and both of you sign.
Last reviewed June 2026 · wage figures from 1 March 2026
EMPLOYMENT CONTRACT: DOMESTIC WORKER
This contract complies with Sectoral Determination 7: Domestic Worker Sector and the Basic Conditions of Employment Act 75 of 1997, and serves as the written particulars of employment required by the Determination.
ENTERED INTO BETWEEN:
The Employer: [EMPLOYER FULL NAME], ID No [EMPLOYER ID NUMBER], of [EMPLOYER HOME ADDRESS] ("the Employer")
and
The Employee: [EMPLOYEE FULL NAME], ID/Passport No [EMPLOYEE ID NUMBER], of [EMPLOYEE HOME ADDRESS] ("the Employee")
1. COMMENCEMENT AND DURATION
1.1 Employment begins on [START DATE] and continues indefinitely until terminated in terms of clause 12.
1.2 OR (fixed term — delete if not applicable): employment is for a fixed period ending on [END DATE], for the following reason: [REASON FOR FIXED TERM].
2. JOB DESCRIPTION
2.1 The Employee is employed as a [JOB TITLE, e.g. domestic worker / housekeeper / nanny / gardener].
2.2 The Employee's duties are set out in the job description attached as Annexure A, which forms part of this contract.
3. PLACE OF WORK
3.1 The Employee will work at [WORKPLACE ADDRESS].
3.2 The Employee may also be required to work at [OTHER ADDRESS, e.g. holiday home / "Not applicable"], by agreement.
4. HOURS OF WORK
4.1 Ordinary working hours are [NUMBER, MAX 45] hours per week: [DAYS OF THE WEEK], from [START TIME] to [END TIME], not exceeding 9 hours a day on a 5-day week or 8 hours a day on a 6-day week.
4.2 The Employee is entitled to an unpaid meal interval of [60 MINUTES / 30 MINUTES BY WRITTEN AGREEMENT] after 5 hours' continuous work, from [TIME] to [TIME].
4.3 The Employee is entitled to a daily rest period of at least 12 consecutive hours and a weekly rest period of at least 36 consecutive hours, which includes [DAY, e.g. Sunday].
5. OVERTIME
5.1 Overtime is worked only by agreement and may not exceed 15 hours in a week, and total working time may not exceed 12 hours on any day.
5.2 Overtime is paid at one and a half times (1.5×) the Employee's wage, or compensated with equivalent paid time off by agreement.
6. SUNDAYS AND PUBLIC HOLIDAYS
6.1 Work on Sundays and public holidays is voluntary and by agreement.
6.2 Sunday work is paid at double the wage for each hour worked, or at one and a half times (1.5×) the wage if the Employee ordinarily works on Sundays.
6.3 Work on a public holiday is paid at double the daily wage. A public holiday that falls on an ordinary working day and is not worked is a paid day off.
7. REMUNERATION
7.1 The Employee's wage is R[AMOUNT] per [HOUR / WEEK / MONTH], which is not less than the national minimum wage (R30.23 per hour from 1 March 2026). On any day the Employee works, she/he will be paid for at least 4 hours.
7.2 The wage is paid [WEEKLY / MONTHLY], in [CASH / EFT TO BANK ACCOUNT NO: ACCOUNT DETAILS], on or before [PAY DAY, e.g. the last working day of each month].
7.3 With every payment the Employer will give the Employee a written payslip showing: the Employer's name and address; the Employee's name and occupation; the period of payment; the wage and overtime; any deductions; and the actual amount paid. The Employer will keep copies for at least 3 years.
7.4 Additional allowances/payment in kind: [e.g. TRANSPORT ALLOWANCE R___ / MEALS / "None"], with a value of R[VALUE / "Not applicable"].
7.5 The wage will be reviewed by 1 March each year and adjusted so that it is never below the prevailing national minimum wage.
8. DEDUCTIONS
8.1 No deduction will be made from the Employee's wage without the Employee's prior written consent, except deductions required by law (including the 1% UIF contribution).
8.2 If the Employer provides accommodation and the parties agree in writing to a deduction for it, the deduction will not exceed 10% of the wage, and only if the accommodation is weatherproof and in good condition, has at least one lockable window and door, and has access to a toilet and bath or shower.
9. UIF AND COIDA
9.1 The Employer will register the Employee with the Unemployment Insurance Fund (UIF). The Employer contributes 1% of the wage and deducts a further 1% from the Employee's wage, and pays both over to the Fund. UIF reference number: [UIF REFERENCE NUMBER / "Pending"].
9.2 The Employer will register as an employer with the Compensation Fund so that the Employee is covered under the Compensation for Occupational Injuries and Diseases Act (COIDA) for injuries or diseases arising from the work.
10. LEAVE
10.1 Annual leave: the Employee is entitled to 3 weeks' paid leave for every 12 months of continuous service (or, by agreement, 1 day for every 17 days worked), to be taken by agreement and not later than 6 months after the end of the leave cycle. Leave dates: [HOW LEAVE DATES ARE AGREED, e.g. by agreement each December].
10.2 Sick leave: during each 36-month cycle the Employee is entitled to paid sick leave equal to the number of days she/he would normally work in 6 weeks. During the first 6 months of employment the entitlement is 1 day's paid sick leave for every 26 days worked. The Employer may require a medical certificate if the Employee is absent for more than 2 consecutive days, or more than twice in an 8-week period, before paying for those days.
10.3 Family responsibility leave: an Employee who has worked for longer than 4 months and works at least 4 days a week is entitled to 5 days' paid family responsibility leave per leave cycle, when the Employee's child is born or is sick, or on the death of the Employee's spouse or life partner, parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling. The Employer may ask for reasonable proof.
10.4 Maternity leave: the Employee is entitled to [4 / NUMBER] consecutive months' maternity leave, which is [UNPAID / PAID AS FOLLOWS: DETAILS]. If unpaid, the Employee may claim maternity benefits from the UIF.
11. ACCOMMODATION (delete if not applicable)
11.1 The Employer provides the Employee with the following accommodation: [DESCRIPTION OF ROOM/QUARTERS].
11.2 The following persons may reside with the Employee: [NAMES / "None"]. Visitors: [VISITOR ARRANGEMENT].
11.3 On termination of employment, the Employee will receive at least one month's notice to vacate the accommodation.
12. TERMINATION
12.1 Either party may terminate this contract on written notice of: (a) 1 week, if the Employee has been employed for 6 months or less; or (b) 4 weeks, if the Employee has been employed for more than 6 months. If the Employee cannot read, the notice must also be explained orally in a language the Employee understands.
12.2 Notice may not run concurrently with annual leave.
12.3 Nothing in this clause permits dismissal without a fair reason and a fair procedure as required by the Labour Relations Act.
12.4 On termination the Employer will pay all outstanding wages, allowances and pay for accrued leave not taken, and will on request give the Employee a written certificate of service.
12.5 If the Employee is dismissed for the Employer's operational reasons (e.g. the household no longer needs the position), the Employee is entitled to severance pay of 1 week's wage for each completed year of service, in addition to notice.
13. UNIFORM AND EQUIPMENT (optional)
13.1 The Employer will supply: [UNIFORM / PROTECTIVE CLOTHING / EQUIPMENT / "Not applicable"], which remains the property of the Employer.
14. OTHER CONDITIONS
14.1 [ANY OTHER AGREED BENEFITS OR CONDITIONS, e.g. annual bonus, transport, meals / "None"].
15. GENERAL
15.1 This contract may only be amended in writing, signed by both parties; the Employee will receive a copy of any amendment.
15.2 The parties will review this contract, including the wage, at least once every 12 months.
15.3 The Employee confirms that this contract was explained in a language and manner she/he understands, and each party has received a signed copy.
SIGNED at [PLACE] on [DATE]
_____________________________ _____________________________
EMPLOYER: [EMPLOYER FULL NAME] EMPLOYEE: [EMPLOYEE FULL NAME]
WITNESS 1: [NAME AND SIGNATURE] WITNESS 2: [NAME AND SIGNATURE]
ANNEXURE A: JOB DESCRIPTION (attach — see our job description templates)
What the law requires: written particulars under Sectoral Determination 7
Sectoral Determination 7 (the Domestic Worker Sector determination made under the Basic Conditions of Employment Act) obliges every household employer to give a domestic worker written particulars of employment when they start work. At minimum these must record who the worker is and what work they are employed to do, where they will work, their wage and how it is calculated, any payment in kind (such as accommodation) and its value, their hours, and the notice period needed to end the job — or the end date if it is a fixed-term arrangement.
Two practical rules matter just as much as the list. First, if your worker cannot read or fully understand the document, you must explain it orally in a language and manner they understand — a contract signed without understanding will not protect you at the CCMA. Second, both parties should sign, you should each keep a copy, and the particulars should be reviewed at least once a year, because the minimum wage changes every March.
The legal minimums your contract must respect
You can always offer more than the law requires, but never less — any clause below the legal floor is unenforceable. These are the key 2026 figures the template already builds in.
| Item | Legal minimum |
|---|---|
| Wage | R30.23 per hour (national minimum wage from 1 March 2026); workers must be paid for at least 4 hours on any day they work |
| Ordinary hours | Maximum 45 per week; 9 per day (5-day week) or 8 per day (6-day week) |
| Overtime | Voluntary, paid at 1.5× the wage; max 15 hours a week, max 12 hours in any day including overtime |
| Annual leave | 3 weeks per 12 months worked (or 1 day per 17 days worked, by agreement) |
| Sick leave | Days normally worked in 6 weeks, per 36-month cycle; first 6 months: 1 day per 26 days worked |
| Family responsibility leave | 5 days per leave cycle (if employed 4+ months, 4+ days a week) |
| Maternity leave | 4 consecutive months (unpaid by default; the worker can claim from UIF) |
| Sundays / public holidays | Voluntary; Sundays at double pay (1.5× if she ordinarily works Sundays); public holidays worked at double pay |
| Notice | 1 week in the first 6 months of service; 4 weeks thereafter |
| Accommodation deduction | Maximum 10% of the wage, and only if the room meets the set standards |
| UIF | Compulsory if the worker works more than 24 hours a month; 1% employer + 1% employee |
How to fill the template in
Work through the placeholders in order — each square-bracketed field needs a real value before anyone signs.
- Parties and start date: use full names and ID numbers, and record the genuine first day worked, not the date you got around to signing.
- Job description: keep clause 2 short and attach a proper duties list as Annexure A — use our domestic worker job description templates for housekeeper, nanny and gardener roles.
- Hours: set the days and times so the weekly total is 45 ordinary hours or less. A live-out worker on a 5-day week may not exceed 9 hours a day.
- Wage: check your figure against R30.23/hour. A full 45-hour week works out to about R1,360 a week or roughly R5,895 a month (R30.23 × 45 × 4.333) — pay below that is unlawful no matter what is signed.
- Deductions: list only deductions the worker has agreed to in writing, plus the 1% UIF contribution. An accommodation deduction may not exceed 10% of the wage.
- Registrations: before the first payday, register for UIF (call 012 337 1680, email domestics@uif.gov.za, or use uFiling) and register with the Compensation Fund for COIDA cover.
- Sign-off: read the whole document aloud together if needed, both sign every page, and give the worker her own copy.
Common mistakes household employers make
Most domestic-employment disputes that end up at the CCMA trace back to a handful of avoidable errors.
- No payslip. You must give written pay information with every payment — employer's details, the period, the wage, overtime, deductions and the actual amount paid — and keep copies for 3 years. "I pay cash, she knows what she gets" is not compliance.
- Skipping UIF because the job is part-time. The threshold is more than 24 hours a month — one full day a week usually crosses it.
- Treating overtime, Sundays and public holidays as included in the monthly wage. Each must be agreed and paid at the correct premium rate.
- Deducting for breakages, loans or uniforms without the worker's written consent — unauthorised deductions are prohibited.
- Forgetting COIDA. Since the Constitutional Court's Mahlangu ruling, domestic workers are covered by the Compensation Fund and household employers must register and submit an annual Return of Earnings — typically a modest annual assessment, with a minimum of about R130.
- Using a fixed-term contract to avoid notice obligations while the work is clearly permanent.
When to update the contract
Review the document every March, when the national minimum wage adjusts — the 2026 increase took the rate from R28.79 to R30.23 per hour, and your wage clause must keep pace. Beyond that annual check, update the contract whenever something material changes: new duties (update Annexure A too), different days or hours, a move to a new address, live-in accommodation starting or ending, or a wage increase.
Changes must be agreed, not imposed: record each amendment in writing, have both parties sign and date it, and give the worker a copy. If conditions change in a way she cannot read or follow, explain the revision orally just as you did with the original contract.
Frequently asked questions
Is a written contract compulsory for a domestic worker?
Yes, in substance. Sectoral Determination 7 requires every employer to give a domestic worker written particulars of employment when she starts work, signed by both parties. A full contract like this template covers those particulars and more, so it is the safest way to comply.
What is the minimum wage for a domestic worker in 2026?
R30.23 per hour from 1 March 2026, the same as the national minimum wage for all workers. For a full 45-hour week that is roughly R5,895 a month. A worker must also be paid for at least 4 hours on any day she works, even if the shift is shorter.
Must I register a part-time char who comes once a week?
Almost certainly yes for UIF: registration is compulsory once a worker works more than 24 hours a month for you, and one full day a week typically exceeds that. You contribute 1% of her wage and deduct 1% from it. COIDA registration with the Compensation Fund applies to household employers of domestic workers as well.
How much notice must I give to end the employment?
One week's written notice if she has worked for you for six months or less, and four weeks if longer — and the same applies to notice she gives you. Notice alone is not enough for a dismissal: you still need a fair reason and a fair procedure. A live-in worker must also get at least a month's notice to vacate the accommodation.
Can I deduct for breakages, loans or her room?
Only with her prior written consent — unauthorised deductions are prohibited. An accommodation deduction is capped at 10% of the wage and only allowed if the room is weatherproof, lockable and has access to a toilet and bath or shower.