A domestic worker is entitled to at least 3 weeks of paid annual leave a year — that is 15 working days for a 5-day week or 18 for a 6-day week. On top of that they get paid sick leave (the days normally worked in 6 weeks over each 36-month cycle) and 3 days of family responsibility leave a year, all under the Basic Conditions of Employment Act.
Annual leave: 3 weeks
Under the BCEA a worker earns 21 consecutive days of annual leave per year — an unbroken 3-week span. Only the worker's ordinary working days in that span are paid, so a 5-day-a-week worker gets 15 paid days and a 6-day-a-week worker gets 18. Leave must be granted and taken; you cannot simply pay it out instead while employment continues.
Sick leave
Over each 36-month cycle a worker is entitled to paid sick leave equal to the number of days they normally work in 6 weeks (for example, 30 days for a 5-day week). During the first 6 months of employment, sick leave accrues at 1 day for every 26 days worked.
Family responsibility leave
A worker who has been employed for more than 4 months and works at least 4 days a week is entitled to 3 days of paid family responsibility leave per year — for the birth or illness of a child, or the death of a close family member.
The 24-hour threshold
These leave entitlements apply once a worker works more than 24 hours a month for you. Below that threshold the BCEA leave provisions (and UIF) do not apply.
Frequently asked questions
How many days' annual leave does a domestic worker get?
3 weeks of paid leave a year — 15 working days for a 5-day week, or 18 for a 6-day week.
How much sick leave is a domestic worker entitled to?
Over each 36-month cycle, the number of days normally worked in 6 weeks (about 30 days for a 5-day-a-week worker). In the first 6 months, 1 day accrues for every 26 days worked.
Can I pay out annual leave instead of giving it?
No, not while employment continues — leave must be granted and taken. Outstanding leave is only paid out when employment ends.
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.