Hiring a nanny or au pair is one of the highest-stakes employment decisions a South African family makes. The person you choose will have unsupervised access to your children, your home, and your routines. The right hire creates a stable, loving extension to your family's care capacity. The wrong hire — or a hire made without adequate vetting — creates security risks, inconsistent care, and the distress of having to restart the process with children who have formed attachments. Doing this carefully the first time is worth significantly more than the time it takes.
This guide covers how to define what you are looking for, where to find candidates, how to vet and reference-check properly, what to include in a written agreement, and what your legal obligations are as an employer under South African law.
Nanny vs Au Pair — The Distinction That Matters
In South Africa, these terms are used somewhat interchangeably but describe different arrangements with different typical profiles.
A nanny is typically a professional childcarer — often with a childcare qualification (ECD certificate, diploma in early childhood development, or equivalent) — who is employed full-time or part-time to provide primary or supporting childcare in the family's home. The relationship is a standard employment relationship with all associated legal obligations.
An au pair is traditionally a young person (often a gap-year student or recent graduate) who provides childcare and light household tasks in exchange for accommodation, meals, and a stipend. The au pair arrangement has roots in a cultural exchange model, but in South Africa it is increasingly used as a standard childcare arrangement, often without accommodation. The legal employment obligations apply regardless of whether the person is called an "au pair" or a "nanny."
For families with children under 3, consider whether the candidate has specific infant and toddler care experience. Early childhood qualifications vary significantly in depth — an ECD diploma from a recognised institution involves two to three years of training; a brief weekend course does not. Ask to see the qualification certificate and check the issuing institution.
Where to Find Candidates
Reputable au pair and nanny agencies provide pre-screened candidates with verified references and background checks already completed. This reduces your vetting burden but adds a placement fee (typically R2,000–R5,000 for a placement plus the ongoing salary cost). The fee is worthwhile for families who do not have the time or network to conduct their own thorough search.
Word-of-mouth remains the most reliable channel in South Africa — a person who has already been trusted by a family you know, who can give a live reference to someone you can evaluate, is a lower-risk starting point than any online advertisement. Ask friends, colleagues, school communities, and your church or social network before looking further.
Online platforms (Facebook groups, local classifieds, dedicated au pair platforms) generate a wide candidate pool but require thorough individual vetting because no pre-screening has occurred. Treat every online candidate as an unknown quantity until you have completed your own verification.
Vetting — The Non-Negotiable Steps
Every candidate should go through these steps before you allow unsupervised access to your children.
Identity verification: See the original South African ID document (not a copy). Photograph it. Verify the ID number against the Department of Home Affairs verification service. A person whose identity cannot be verified to your satisfaction should not proceed.
Criminal background check: Run a criminal background check through a registered background screening service. Several reputable South African services provide this for R150–R400. The check requires the candidate's written consent. A refusal to consent is significant information. Note that a criminal record does not automatically disqualify a candidate — the nature of the offence, when it occurred, and the relevance to childcare all matter — but you need to know.
Child protection register check: For anyone working with children, a check against the National Child Protection Register is advisable. This register lists persons found unsuitable to work with children. Background screening services typically include this.
Qualifications verification: If the candidate has a childcare qualification, contact the issuing institution directly to verify. Fraudulent qualification certificates exist in the South African market.
Reference calls: Call every previous employer directly — at a number you sourced independently, not one provided by the candidate. Ask specifically: "How did she handle a situation where a child was upset or hurt?" and "Why did she leave your employment?" and "Would you hire her again?" Listen for hesitation or vagueness as much as for the content of the answer.
The Trial Period
Before the formal employment starts, arrange a paid trial day or week where you are present for at least part of the time. Observe how the candidate interacts with your children naturally — not just in a formal interview context. How does she respond when a child cries? How does she engage during play? Is she present and attentive or distracted? Does she follow your instructions and routines, or improvise independently without consultation?
A trial period that reveals concerns is far less disruptive than discovering the same concerns three months into a formal employment relationship. Pay the person for the trial period — unpaid trial work is not permissible under South African labour law.
Your Legal Obligations as an Employer
A nanny or au pair who works in your home is a domestic worker under South African law, governed by the Domestic Workers Sectoral Determination and the Basic Conditions of Employment Act. These obligations are not optional.
Minimum wage: The current sectoral determination minimum wage for domestic workers (check the current rate at labourguide.co.za) applies. For live-out workers in most areas, this is approximately R27–R30 per hour in 2026. Au pairs who work more than 27 hours per week are entitled to the same protections as domestic workers regardless of what their arrangement is called.
UIF registration: Register as a domestic employer with the UIF within the first month. Deduct 1% from the employee's wages and contribute a further 1%. Register at ufiling.labour.gov.za.
Written employment agreement: Provide a written employment contract specifying start date, hours, duties, pay, and leave entitlements. Annual leave (at least 21 days), sick leave, and family responsibility leave are all statutory entitlements.
PAYE: If the nanny earns above the tax threshold (approximately R95,750 per year in 2026 for persons under 65), you are required to register as an employer with SARS and deduct PAYE from their salary monthly.
Quick Checklist Before You Hire
- Define the role clearly — hours, duties, age group, qualifications required — before starting the search
- Verify identity with the original ID document and Home Affairs verification
- Run a criminal background check and child protection register check with the candidate's written consent
- Verify any childcare qualification directly with the issuing institution
- Call every previous employer at independently sourced numbers — ask specific behavioural questions
- Arrange a paid trial day or week before formal employment begins
- Register for UIF as a domestic employer within the first month
- Provide a written employment contract before the start date
Reviews from other families who have used specific nanny agencies or childcare placement services in your area give you honest insight into the quality of their screening and matching process. KiesSlim makes it easy to find and compare childcare service providers based on real experiences.