Are you Hiring a nanny and need help with her salary structure?

We get asked about salary advice almost every day…

First, we explain that South Africa has a minimum wage per hour, as stipulated by our Basic Employment Act. This means that no one can (by law) be paid less than this rate.

As of February 2024, the minimum wage is R27.58 per hour.

NB!! Please note that The Nanny Movement supports good and fair wages and will not do placements where the salary does not meet the minimum criteria.

Example:

5 days a week, 9 hours per day x 21.67 (days per month)
You cannot pay less than +- R5378.90

5 days a week, 8 hours per day x 21.67(days per month)
You cannot pay less than +- R4781.30

  • Please keep in mind with half-day positions that the employees still have the same travel costs. Make the wage still worthwhile for them or revert to full-day positions.
  • If an employee works less than four hours, the employer must pay them as if they worked for four hours.
  • This is the absolute minimum wage. This is not viable for anyone to work for and to live on. We strongly encourage employers to not pay less than R320 per day.
  • The going rate for a Nanny/Domestic Nanny is between R320-R450 per day (Depending on area, live in/out, benefits, etc.)
  • Please remember that you get what you pay for. If you are going to pay a low salary, you cannot expect exceptional work and care for your children.
  • Always remember that if you are employing someone to look after your child/children you are putting a price on their care and development.
  • And if you have a wonderful employee, make sure she is taken good care of.

Hours/Overtime

  • The Basic Conditions of Employment Act and the Labor Relations Act state that domestic staff should not work more than 45 hours a week and should not work more than nine hours a day if they work a five-day week, or more than eight hours a day if they work more than five days a week.
  • Domestic staff should not work more than 15 hours overtime per week, and not more than three hours on any one day. They should also receive double pay on Sundays or public holidays.
  • Employers whose domestic staff live on the property may deduct no more than 10% of their salary for the accommodation, providing the accommodation complies with the minimum standards laid down in the legislation. This means that an employer may deduct a maximum of 10% for lodging if it adheres to these requirements. If not, the deductions would be unlawful.
  • An employer may, by agreement, compensate the employee for the overtime worked at the prescribed rate of:
    (a) 1.5 times the normal wage; or
    (b) pay the normal wage and grant 30 minutes off (on full pay); or
    (c) grant the employee at least 90 minutes of time off for each hour of overtime worked.
  • An employer must grant paid time off within one month of the employee becoming entitled to it.
  • It is important to note that an agreement (to work overtime) between an employer and an individual employee lapses after one year if it was concluded at the commencement of, or within the first three months of employment.

Take a look at our Nanny placements packages

Please click on the links below, to read about our 5 packages:

No nanny/Childcare/Caregiver services are covered in the Domestic Worker Package

Temporary placement

Please contact us regarding any temporary placement

from 1 day, 1 week to 4 months.

Package Includes:

  • Telephonic consultations with a recruiter
  • Vetting of CV’s
  • Arrange interviews
  • Criminal record report
  • 7-day guarantee period

Useful Sources when Hiring a nanny:

Hiring a nanny
Hiring a nanny
Hiring a nanny
Hiring a nanny