Live-in au pairs in South Africa: pay, accommodation rules, and what families need to know
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In short:
Live-in au pairs are uncommon in South Africa — most SA au pairs are live-out. Where a live-in arrangement is used, it is governed by Sectoral Determination 7, which caps accommodation deductions at 10% of the au pair's wage and sets minimum standards for the accommodation itself. Live-in au pairs typically earn a lower gross salary than equivalent live-out roles, but the family's total cost of employment remains similar once accommodation is accounted for.
Live-in vs. live-out: the core difference
Most South African families use live-out au pairs — the au pair arrives in the morning, works their shift, and goes home. This is the dominant model in SA, unlike the international au pair model which is almost always live-in.
Live-in means the au pair has a private room in the family's home (or on the property) and lives there full-time during the employment period.
| Attribute | Live-out au pair | Live-in au pair |
|---|---|---|
| Where the au pair sleeps | Their own home | Family home or separate room on property |
| How common in SA | Very common (dominant model) | Uncommon (but legal) |
| Typical salary (2026) | R6,000–R18,000/month | R5,000–R15,000/month (lower gross; see below) |
| Accommodation deduction | Not applicable | Up to 10% of salary, with written agreement |
| Family provides meals? | No (au pair brings their own) | Usually yes — or a meal allowance |
| Privacy considerations | Au pair has full privacy off-duty | Both parties share living space — boundaries matter |
| Notice on termination | Employment notice only | Employment notice + accommodation notice (same document is fine) |
| Who typically uses it | Families needing school hours cover | Families needing early/late availability; remote areas; live-in caregivers for infants |
Why live-in au pairs earn a lower gross salary
A live-in au pair receives accommodation as part of their compensation package. Because accommodation has a rand value, the gross cash salary is typically 10–20% lower than an equivalent live-out role. The family's total cost of employment (salary + accommodation + meals) often comes out similar to what they would pay a live-out au pair in cash.
Illustration — equivalent roles, different structures:
| Line item | Live-out au pair | Live-in au pair |
|---|---|---|
| Gross monthly salary | R10,000 | R8,500 |
| Accommodation deduction (10%) | N/A | −R850 |
| Meal allowance | N/A | R1,000 (family provides) |
| Au pair's net cash in hand | R10,000 (minus UIF) | R7,650 (minus UIF) + free accommodation + meals |
| Family's total monthly cost | R10,000 + employer UIF (R100) | R8,500 + accommodation cost + R1,000 meals + employer UIF (R85) |
Both parties should agree the rand value of accommodation and meals in writing as part of the employment contract. This protects both family and au pair.
AuPairly note:
The 10% accommodation deduction is a maximum, not a requirement. Many families provide accommodation as an added benefit without deducting anything from the salary. This is more generous but entirely legal, and often helps with retention.
What the law says about live-in accommodation
Legal source: Sectoral Determination 7, clause 11 (Accommodation)
The deduction cap
An employer may deduct no more than 10% of the au pair's wage for accommodation. This deduction must be:
- Agreed in writing before any deduction is made
- Recorded in the employment contract
- Reflected on the monthly payslip
A deduction that is not in writing, or that exceeds 10%, is unlawful.
Minimum standards for the room
The accommodation provided must meet the following minimum standards under Sectoral Determination 7:
| Requirement | What it means in practice |
|---|---|
| Weatherproof | The room must not leak; windows and doors must seal properly |
| At least one window | Natural light and ventilation must be possible |
| Lockable door | The au pair must be able to secure their own space |
| Access to a bathroom | Toilet and bath or shower — either in the room or shared access |
| Generally good condition | Structurally sound, clean, reasonably furnished |
A room that does not meet these standards cannot have an accommodation deduction applied to it — and providing substandard accommodation alongside a deduction is an enforceable labour violation.
Privacy and boundaries: what to agree before the au pair moves in
Sectoral Determination 7 does not prescribe these, but they are essential for a functional live-in arrangement. Every live-in au pair agreement should address:
- Working hours vs. off-hours: The au pair's off-duty time is their own. Being in the house does not mean they are available for additional tasks.
- Common areas: Which rooms are shared (kitchen, lounge) and during what hours.
- Guests: Whether the au pair may have guests in their room, and any reasonable restrictions (e.g., no overnight guests).
- Meals: Whether meals are shared with the family or whether the au pair cooks for themselves.
- Notice before entering the room: Standard courtesy — treat it as a separate home.
AuPairly note:
The most common breakdown in live-in arrangements is unclear off-duty boundaries. Families assume that because the au pair "is there," they can ask for things in the evening. Au pairs feel they can never fully switch off. Write the boundaries into the contract before the au pair moves in, not after conflict arises.
Termination: employment and accommodation together
When a live-in au pair's employment ends, both their job and their right to the accommodation end at the same time. This needs to be handled carefully.
Key points:
- Notice of termination of employment automatically includes notice to vacate, because the accommodation is provided as part of the job
- The BCEA notice period applies (1 week if employed less than 6 months; 2 weeks for 6 months to 1 year; 4 weeks for more than 1 year)
- During the notice period, the au pair is entitled to remain in the accommodation
- You cannot lock the au pair out of their room during notice — this would constitute an illegal eviction
If the employment ends on disciplinary grounds and you want the au pair to leave immediately, you must either pay out the notice period or seek urgent legal advice — you cannot simply instruct them to leave that day without compensation.
Is live-in right for your family?
Live-in arrangements work best when:
- The family needs coverage outside standard working hours (early mornings, late evenings)
- The family is in a location where commuting is difficult for an au pair
- The role involves infant care that benefits from immediate overnight availability
- The family has a separate, self-contained room or flat on the property
Live-in arrangements require more thought and planning than live-out, and not every home or relationship is suited to it. The additional proximity demands higher trust and clearer boundaries from day one.
Frequently asked questions
Can I make my au pair available for night duties if they live in?
Only if this is agreed as part of the employment contract and compensated. Night duty is not an automatic expectation of a live-in arrangement. If the au pair is required to respond to the baby at 2am, this is additional working time that must be factored into the total hours worked and compensated accordingly. Working hours that consistently exceed 45 hours per week (BCEA s.9) require overtime pay.
Can I deduct more than 10% if I'm providing a very nice room?
No. Sectoral Determination 7 sets the 10% ceiling regardless of the quality or size of the accommodation. You cannot charge market rent.
Does a live-in au pair have to eat with the family?
No. Sharing meals is optional and should be agreed at the start. Many families provide a meal allowance rather than shared meals, which preserves the au pair's independence and the family's privacy at mealtimes.
What if the au pair damages the room?
You may deduct the cost of damage from the au pair's salary only if there is a written agreement authorising such a deduction, and only to a reasonable amount. Deductions for alleged damage cannot exceed one quarter of the au pair's remuneration in any pay period (BCEA s.34(2)). For significant damage, the legal route is a civil claim, not a unilateral salary deduction.
Is a live-in au pair covered by UIF?
Yes. UIF applies to all domestic workers, including live-in arrangements. The contribution is calculated on the gross cash salary (not the accommodation value). The employer registers and contributes 1% + 1% as with any other domestic employment.
Can I hire a live-in au pair on a fixed-term contract (e.g., for one year)?
Yes. Fixed-term contracts are valid for au pair employment. The accommodation deduction and end date must both be specified in writing. At the end of the fixed term, the au pair's right to the accommodation also ends.
Sources
- Sectoral Determination 7: Domestic Worker Sector — clause 11 (Accommodation)
- Basic Conditions of Employment Act, No. 75 of 1997 — sections 9, 34, 37
- National Minimum Wage: R30.23/hour from 1 March 2026 — SA News
- UIF contributions — SARS
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This page is for general information only. It is not legal advice. For advice specific to your situation, consult a labour law practitioner.