A live-in domestic worker gets exactly the same rights as a live-out worker — at least R30.23 per hour (from 1 March 2026), a written contract, a payslip, UIF, paid leave and COIDA cover. You may deduct for accommodation, but the sectoral guideline caps that deduction at around 10% of the wage, and the room must meet basic standards (weatherproof, with a window, a door that locks, and access to a toilet and water). Living in does not let you reduce the wage or extend the hours.
Same rights, wherever they sleep
Living on the premises changes nothing about the core entitlements: the worker is still owed at least the national minimum wage of R30.23 an hour, a written contract, a payslip every payday, UIF (if over 24 hours a month), COIDA cover and paid leave. A live-in arrangement is not a way to pay less or to treat someone as 'always on duty'.
The accommodation deduction (about 10%)
Where you provide a room, you may deduct for it — but only with the worker's written agreement, and the sectoral guideline limits the accommodation deduction to roughly 10% of the wage. The accommodation must be fit to live in: weatherproof and generally kept in good condition, with a window and a door that can be locked, and access to a toilet and to water. You cannot deduct more than the guideline simply because the room is in your home.
Hours, privacy and time off
Living in does not extend ordinary hours (still a maximum of 45 a week) or convert rest time into work time. Time spent simply being on the premises is not automatically working time. The worker is entitled to proper daily and weekly rest and to privacy in their own quarters. If you genuinely need them to work at night or be on standby, that must be agreed and paid for under the normal overtime/night-work rules.
Put it in the contract
A live-in arrangement should be spelled out in the written contract: the wage, the accommodation and its deduction (within the guideline), the hours and days off, and what happens to the accommodation when employment ends (the worker has to be given reasonable time to move out). Clarity here prevents the most common live-in disputes.
Frequently asked questions
Can I pay a live-in domestic worker less because I provide a room?
No. The minimum wage of R30.23/hour applies regardless. You may deduct for accommodation with written agreement, but only up to about 10% of the wage as a guideline.
How much can I deduct for accommodation?
The sectoral guideline limits the accommodation deduction to around 10% of the wage, and only with the worker's written agreement. The room must also meet basic habitability standards.
Does a live-in worker work longer hours?
No. Ordinary hours are still capped at 45 a week. Being on the premises is not the same as working, and any genuine night work or standby must be agreed and paid separately.
What happens to the room when employment ends?
The worker must be given reasonable time to move out. Spell out the accommodation, the deduction and the move-out terms in the written contract.
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.