Hiring a domestic worker involves inviting someone into your home — often when you are not present — and trusting them with access to your possessions, your family, and sometimes your children. The stakes are high in both directions: for the homeowner, inadequate vetting creates real security and liability risk; for the worker, unfair hiring practices or arbitrary dismissal creates significant hardship. Getting this right means being thorough, fair, and compliant with South African labour law — which is more detailed than most employers realise.
This guide covers the practical vetting process, how to verify references properly, what background checks are available, and what your legal obligations are as an employer under the Domestic Workers Sectoral Determination and the Basic Conditions of Employment Act.
Starting With References — And How to Verify Them Properly
Every domestic worker candidate should provide at least two verifiable employment references from previous employers. "Verifiable" means you can contact those employers directly at a phone number you sourced independently, not one provided by the candidate. This is not about distrust — it is about the reference being authentic.
When contacting references, ask specific questions rather than open-ended ones. "Was she reliable?" is easy to answer positively without commitment. Better questions: "How many times per month did she arrive late or not at all?" "Did you ever find anything missing from your home?" "Why did she leave your employment?" "Would you hire her again, and if not, why?" The willingness to answer these questions honestly, and the quality of the answers, tells you a great deal about the reference's authenticity.
Be cautious of candidates who have a gap in their employment history without a clear explanation, who can only provide references from family members rather than employers, or who are reluctant to provide any references at all. These are not automatic disqualifiers but they require further conversation.
Background Checks — What Is Available and How to Use Them
Criminal background checks for domestic workers are available in South Africa and are legal with the consent of the candidate. Several services provide these for R150–R400 per check, including verification against the SAPS criminal record database and ID verification against the Home Affairs database.
The consent element is important. You cannot run a criminal check without the candidate's written consent. A candidate who refuses to consent to a background check is providing you with information — but so is a candidate who consents readily and whose record comes back clear.
Verify the candidate's identity document independently. Ask to see the original ID, not a photocopy, and check that the photo matches the person in front of you and that the ID number is valid. The Department of Home Affairs has an online verification service. An ID that does not match, a borrowed ID, or a fraudulent document is a serious red flag regardless of how convincing the candidate is in person.
For candidates who will be caring for children or elderly family members, a check against the National Child Protection Register is advisable. This register lists individuals found unsuitable to work with children as a result of abuse or neglect findings. Reputable background screening services include this check.
The Trial Period — Structure It Properly
A trial period is standard practice when hiring a domestic worker and is legally permissible in South Africa. A probationary period of one to three months allows you to assess the worker's reliability, quality of work, and fit with your household before confirming permanent employment.
During the trial period, the worker must still be treated as an employee with all statutory rights: payment at or above the Sectoral Determination minimum wage, notice if employment is terminated, and registration for UIF (Unemployment Insurance Fund). A trial period does not mean less than minimum wage or no employment rights — it simply means you have a shorter notice requirement to end the employment if the arrangement is not working.
Be specific with the candidate about what the trial period involves: which days, which tasks, what the expected standard is, and when you will provide feedback. Vagueness during the trial period creates disputes at the end of it.
Legal Employment Requirements You Cannot Ignore
Many South African homeowners are unaware of their obligations as employers of domestic workers. Non-compliance creates financial risk — if a worker takes an unfair dismissal case to the CCMA, documented non-compliance with the sectoral determination significantly weakens your position.
Minimum wage: The Domestic Workers Sectoral Determination sets a minimum hourly rate, reviewed annually. As of 2026, the minimum is approximately R27.58/hour for live-out workers in areas not covered by the Urban Areas determination (more in major metros). Check the current rate at labourguide.co.za or the Department of Employment and Labour website.
UIF registration: You must register as a UIF employer and deduct 1% of the worker's wages for UIF, contributing a further 1% yourself. Register at uFiling (ufiling.labour.gov.za). This is not optional — failure to register creates liability if the worker becomes unemployed, ill, or is injured.
Written employment contract: You must provide a written employment contract specifying the start date, working hours, duties, pay, and leave entitlements. A template is available from the Department of Labour. Keep a signed copy and give the employee a copy.
Leave entitlements: Domestic workers are entitled to annual leave (21 consecutive days, or 1 day per 17 days worked), sick leave, and maternity leave under the BCEA.
Creating a Relationship That Works Long-Term
Domestic workers who are treated fairly, paid on time, given clear expectations, and acknowledged for good work are more reliable, more careful, and more honest than those who feel exploited or disrespected. This is not sentiment — it is practical. High turnover in domestic employment creates security risk (repeated new people with access to your home), inconsistent service, and the time and cost of repeated hiring processes.
Pay on time, every time. Provide the agreed-upon meals and transport allowances. Give reasonable notice of changes to schedule. Communicate expectations clearly when something is not done as you want it. These basic practices create a working relationship where both parties have an interest in it continuing.
Quick Checklist Before You Hire
- Get at least two references from previous employers and call them yourself — at numbers you found independently
- Ask references specific questions about reliability, honesty, and reason for leaving
- Verify the candidate's identity document (original, not photocopy) and check the ID number
- Commission a background check from a reputable screening service with the candidate's written consent
- Structure a one-to-three month trial period with clear expectations stated upfront
- Pay at or above the current Sectoral Determination minimum wage from day one — not just after the trial
- Register for UIF within the first month and deduct the 1% contribution from wages
- Provide a written employment contract and keep a signed copy for your records
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