How much notice do I give a domestic worker?

1 week if employed less than 6 months, 2 weeks from 6 to 12 months, and 4 weeks after more than a year. The same periods apply if the worker resigns.

Do I owe severance pay?

Only for retrenchment (the role falls away) — at least one week's wage per completed year of service. Resignation and fair dismissal for misconduct do not attract severance.

What paperwork must I give when employment ends?

A final payslip, a certificate of service (which every worker is entitled to), and a UI-19 submitted to the UIF to declare the termination.

Can I just dismiss a domestic worker?

Not without a fair reason and a fair process. The LRA requires both, even for household employment, and an unfair dismissal can be referred to the CCMA.

Compliance guide

How do I end a domestic worker's employment correctly?

Short answer

To end a domestic worker's employment legally you must give the correct notice (1 week if employed under 6 months, 2 weeks from 6 to 12 months, 4 weeks after a year), pay all wages owed plus a payout of accrued but untaken annual leave, give a certificate of service, and submit a UI-19 to declare the termination to the UIF. Severance pay (one week per completed year) is owed only for retrenchment, not for resignation or fair dismissal for misconduct. Dismissal must follow a fair reason and a fair process.

Step by step

1Identify how employment is ending (resignation, dismissal, retrenchment or agreement).
2Apply the correct notice period (1, 2 or 4 weeks by length of service).
3Calculate final pay: wages for time worked plus a payout of accrued, untaken annual leave.
4Add severance (one week per completed year) only if it's a retrenchment.
5Produce a final payslip, then give the worker a certificate of service.
6Submit a UI-19 to declare the termination so the worker can claim UIF.

The four ways employment ends

Domestic employment can end by resignation (the worker leaves), dismissal (you end it for misconduct, incapacity or poor performance), retrenchment (the role falls away — for example you move or no longer need the help), or mutual agreement. The notice, final pay and paperwork are largely the same, but only retrenchment attracts severance pay, and only dismissal requires a fair reason and a fair procedure. See our guide on what to do when a domestic worker resigns.

Notice periods

The statutory notice applies to both sides: 1 week if employed for less than 6 months, 2 weeks from 6 to 12 months, and 4 weeks once employed for more than a year. Notice should be in writing. You can agree to pay in lieu of notice, but you cannot give less than the statutory minimum.

Final pay, leave payout and severance

On the last day the worker is owed all wages for time worked plus a cash payout of any annual leave accrued but not taken (this is the one time leave is paid out). Severance pay — at least one week's wage for every completed year of service — is due only when the reason is retrenchment (operational requirements), not resignation or a fair dismissal for misconduct. Our severance guide explains who qualifies, and the termination calculator works out the figures.

Certificate of service and the UI-19

Every worker is entitled to a certificate of service when employment ends, whatever the reason — it records who they are, how long they worked, the job and the wage, but is not a reference. You must also submit a UI-19 to declare the termination to the UIF so the worker can claim benefits. Keep the final payslip, the leave-payout calculation and the certificate.

Dismissing fairly

If you dismiss a worker, the LRA requires both a fair reason (misconduct, incapacity or operational requirements) and a fair process — usually a warning history and a chance for the worker to state their case, even in a household. An unfair dismissal can be taken to the CCMA. When in doubt, follow a clear, documented process. Compliance tool, not legal advice.

Frequently asked questions

How much notice do I give a domestic worker?: 1 week if employed less than 6 months, 2 weeks from 6 to 12 months, and 4 weeks after more than a year. The same periods apply if the worker resigns.
Do I owe severance pay?: Only for retrenchment (the role falls away) — at least one week's wage per completed year of service. Resignation and fair dismissal for misconduct do not attract severance.
What paperwork must I give when employment ends?: A final payslip, a certificate of service (which every worker is entitled to), and a UI-19 submitted to the UIF to declare the termination.
Can I just dismiss a domestic worker?: Not without a fair reason and a fair process. The LRA requires both, even for household employment, and an unfair dismissal can be referred to the CCMA.

Related free tools

Termination & final pay When a worker resigns Severance pay explained Certificate of service

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Dignita is a compliance tool, not legal advice. Figures are based on current South African legislation; confirm with a labour-law professional for your situation.