Live-In Domestic Workers: Pay, Deductions and Legal Rules Explained

Who Is a Live-In Domestic Worker?

A live-in domestic worker resides on the employer's property as part of their employment arrangement. This is common across South Africa, particularly in larger homes and estates. The convenience comes with specific legal obligations that differ from those applying to workers who go home at the end of each shift.

The Accommodation Deduction Rule

Sectoral Determination 7 permits employers to deduct a maximum of 10% of a live-in domestic worker's wage for accommodation — but only if the accommodation is weatherproof and generally kept in good condition, has at least one window and a lockable door, and has access to a toilet, bath or shower. Additionally, the deduction must be agreed to in writing. You cannot deduct accommodation costs unilaterally — an unsigned deduction is unlawful under SD7.

Meals and Food

Providing meals to a live-in domestic worker does not reduce your wage obligation. Meals, food, transport and other non-cash benefits cannot be counted toward the minimum wage requirement. Your worker is still entitled to receive at least R30.23 per hour in cash, regardless of what food or other benefits are provided.

Rest Periods for Live-In Workers

Live-in domestic workers are entitled to daily rest periods that can be reduced by written agreement to a minimum of 10 consecutive hours (compared to the standard 12 hours for other workers). Weekly rest must still comprise at least 36 consecutive hours, typically including a Sunday.

Overtime Limits for Live-In Workers

Live-in domestic workers may work a maximum of 15 hours of overtime per week. All overtime must be paid at 1.5 times the ordinary rate. The employment contract for a live-in worker must clearly specify the accommodation arrangement, the deduction amount if applicable, rest periods and overtime arrangements. MyHelper provides SD7-compliant employment contract templates in our R249 per month payroll plan. Start at myhelpersubmit.co.za.