Have her contract, house rules and routine ready before she starts, and go through them together on day one. In the first weeks, show her how you like things done, give short, kind feedback every day, and write down anything that isn't working. Hold a written review at day 30. Probation, typically 60 days with a possible 30-day extension, is for guidance and assessment, not a trial you can end without reason: she has full rights from her first day, and you must give her a chance to respond before ending or extending it. Choose a guarantee period that covers her whole probation.
Why the first month matters
A new domestic worker is learning a new home, new people and new routines all at once, often while trying hard to make a good impression. Families, meanwhile, often assume she'll "just know" how they like things done. When a placement breaks down early, it's usually down to unclear expectations, not bad intentions.
The good news is that most early problems can be fixed with a clear start and regular, honest conversations. A structured first month gives her the best chance to succeed, and gives you a fair, documented basis for your decision at the end of probation.
Before her first day
- Prepare her employment contract. See our guide to what it must include
- Write down your house rules and a simple daily routine
- Register for UIF and COIDA if you haven't already
- For a live-in worker, have her room clean, furnished and lockable
- Have keys, gate remotes and alarm codes ready, and decide who else needs to know she's starting
- Stock the cleaning products and equipment she'll need
- Put emergency numbers on the fridge: ambulance 10177, 112 from a cellphone, your numbers and a neighbour's
- Plan to be at home, or have another adult there, for at least part of her first day
Day one
- Welcome her properly. Introduce the family, including the children and pets, and give her a moment to settle.
- Show her around. Where things are kept, which rooms need what, how the appliances work, and where she takes her breaks.
- Go through the contract together, in a language she understands. Explain her hours, pay day, breaks and leave, and the probation period and how it will be reviewed. Both of you sign, and she gets a copy.
- Explain the house rules and routine. Keep it to the essentials for now. Invite her questions.
- Cover safety: the alarm, gate, keys, emergency numbers, chemicals that mustn't be mixed, and any child or pet safety rules.
- End on time with a short chat: how was the day, and what questions does she have?
Setting fair house rules
Clear house rules prevent most misunderstandings. Put them in writing, keep them short, and explain the reason behind each one. Here's what to cover:
| Area | For example |
|---|---|
| Hours and breaks | Start and finish times, tea and lunch times, and what to do if she's running late |
| Phones | Personal calls and social media during breaks, and how to reach you during the day |
| Visitors | Whether friends or family may visit, and when |
| Security | Keys, the alarm, who may be let in, and deliveries |
| Children and pets | Screen time, snacks, discipline, and what she should and shouldn't do |
| Food and meals | What she may eat or drink, and whether meals are provided |
| Property | Valuables, what to do if something breaks, and how to report it |
| Absence | How and when to let you know if she's sick, and when a medical certificate is needed |
| Cameras | Where cameras are, and her written consent |
Fair rules
- Personal phone use during breaks
- Calling ahead if she'll be late or absent
- Reporting breakages straight away
- No visitors without permission
- Cameras in shared areas, with her written consent
Rules that cross the line
- No phone even during her breaks
- Working through breaks without pay
- Deducting breakages from her pay without her written agreement
- Cameras in a bathroom or in her room
- Different crockery, cutlery or toilets "for staff"
Deductions from wages are tightly limited by law: for loss or damage, she must have agreed in writing, a fair process must be followed, and the deduction can't be more than a quarter of her net pay.
Weeks 1 to 4
Week 1: show, don't assume
- Work through the routine one area at a time. Show her once how you like each task done.
- Have a five-minute chat at the end of each day: one thing that went well, one thing to adjust.
- Be specific. "Please fold the towels in thirds and put them on the top shelf" works better than "the cupboard is messy".
- Hold a slightly longer check-in on day 7. Ask what she's finding hard, and what would help.
Weeks 2 to 4: build independence
- Step back and let her run the routine. Add the weekly jobs, such as ironing and deep cleans.
- Keep a simple dated note of anything that needs improving, and what you agreed with her.
- Raise problems early, privately and calmly. Small issues are easy to fix. Saved-up issues aren't.
- Notice what she does well, and say so.
- Check the workload is realistic. Our workload guide and calculator can help.
Your 30-day onboarding checklist
Tick each step as you go.
Before day one
Day one
Week one
Weeks two to four
Day 30
The day 30 review
Set aside 20 minutes somewhere quiet. Cover three things, and write a short note that you both sign:
- What's going well. Start with the positives, and be specific.
- What needs to improve. No more than two or three points, each with a clear example and what good looks like.
- Her view. What's working for her, what isn't, and what she needs from you.
If things are going well, tell her. If there are concerns, agree on a plan and a date to look at it again, before the end of probation.
How probation works
South Africa's Code of Good Practice: Dismissal, in force since September 2025, sets out how probation should be handled. In short:
- Agree it upfrontThe probation period must be set in advance, in her contract, and be a reasonable length for the job. For domestic workers it's typically 60 days.
- Guide and assessDuring probation, you must give her reasonable guidance to help her succeed, such as instruction, training or counselling, and assess how she's doing.
- Let her respondBefore you end her employment or extend probation, you must tell her your concerns, give her a chance to respond, and consider what she says.
- Extend only for a reasonAn extension, typically of 30 days, should relate to the purpose of probation, for example more time to improve in a specific area.
- Confirm or end fairlyReasons for ending employment during probation can be less compelling than after it, but they must still be fair, and you must give the notice in her contract (at least one week in her first six months).
Probation isn't a free trial. From her first day she's entitled to at least the minimum wage, UIF and COIDA cover, annual leave that builds up as she works, and paid sick leave of one day for every 26 days worked in her first six months. She can also take an unfair dismissal claim to the CCMA, even during probation.
Common early problems, and what to do
| The problem | What to do |
|---|---|
| Tasks aren't done the way you like | Show her again, write it into the routine, and check it the next day. Assume she doesn't know before assuming she doesn't care |
| She's often late | Ask why. Transport problems may have a practical fix, such as adjusting the start time. Then agree on what's expected and note it |
| Too much time on her phone | Remind her of the house rule kindly and privately. Personal use during breaks is fair |
| The children don't listen to her | Back her up in front of the children, and agree on the same rules for everyone |
| Something gets broken | Thank her for telling you. Accidents happen. Deductions need her written agreement |
| It just doesn't feel like a fit | Talk to her first, then to us. Personality clashes do happen, and that's what the guarantee is for Speak to us early |
How our guarantee fits with probation
Every Domestic Angels placement is backed by our replacement guarantee. You choose the guarantee period when you hire. If the placement doesn't work out within it, we find you a new Angel with no additional placement fee.
Covers the first month
Covers a typical 60-day probation
Covers probation plus a 30-day extension
To get the most from your guarantee:
- Match the guarantee to probation. Choose 60 or 90 days and your whole probation is covered.
- Tell us early if something isn't working. Often a conversation, with our help, puts things right.
- Keep your notes and the day 30 review. They help us understand what went wrong and find a better match.
- Still follow a fair process. The guarantee covers our fee. It doesn't change her rights, so give notice and a chance to respond.
Every placement also comes with our free Employer Toolkit: an employment contract, an employee conduct policy, an employee integration guide, a disciplinary code, warning templates, a CCTV consent template, CCMA guidelines and a legal deductions guide. See how it works.
Frequently asked questions
How long should probation be for a domestic worker?
The law doesn't set a fixed length. It must be reasonable for the job and agreed in advance. For domestic workers, 60 days is typical, with a possible 30-day extension if there's a good reason.
Can I let her go during probation without a reason?
No. You need a fair reason, such as poor performance after guidance, and you must give her a chance to respond first. The reasons can be less compelling than after probation, but she's still protected against unfair dismissal, and you must give proper notice.
Does she get leave during probation?
Yes. Annual leave builds up from her first day, and in her first six months she earns one day of paid sick leave for every 26 days worked.
Should I register her for UIF during probation?
Yes. If she works 24 hours or more a month, register and pay UIF from her first month. COIDA applies from day one too. Probation doesn't change either.
What if she resigns during probation?
She must give the notice in her contract, which is at least one week in her first six months. Let us know straight away so we can help.
What should I do if I'm unsure after 30 days?
Hold the day 30 review, agree on clear improvement points, and set a date to look at them again. Call us too: we've seen most early problems before and can help.
Placements that last, backed by our guarantee.
We find, vet and place nannies, housekeepers and caregivers, give you a free Employer Toolkit, and back every placement with a 30, 60 or 90-day replacement guarantee.
Sources: Code of Good Practice: Dismissal (in force from 4 September 2025); Labour Relations Act 66 of 1995; Basic Conditions of Employment Act 75 of 1997 (section 34, deductions); Sectoral Determination 7: Domestic Worker Sector (written particulars, sick leave and notice); Domestic Angels replacement guarantee and Employer Toolkit.
This guide is general information, not legal advice. Guarantee terms are set out when you apply.