Produced by

2024
7TH ANNUAL REPORT
ON DOMESTIC WORKER
PAY AND WORKER
CONDITIONS
 Table of Contents
Executive Summary 2
Introduction 3
Pay & Work Conditions of Currently Employed Domestic Workers 4
Domestic Worker Demographics 5
Family Structure 6
Education & Aspirations 7
Employment Dynamics 8
Work Days & Commute 9
Earnings Analysis 10,11
Earnings vs. Minimum Wage 12
Expenditure Breakdown 13,14

1
Saving Habits & Financial Security 15,16
Debt Levels & Repayment 17
Abuse in the Workplace 18
Mental Health 19
Life After Domestic Work 20
Employment After Domestic Work 21
Unemployment 22
Conclusion 23 - 25
Key Recommendations 26,27
Addendum 28
 Executive Summary
The 2024 SweepSouth Report paints a complex picture of The mental well-being of domestic workers is significantly
the domestic work sector in South Africa, drawing on survey impacted, with 16% reporting a decline in the past year,
responses from over 5,600 workers. This year's report primarily due to unemployment, financial stress, and
spotlights the struggles faced by domestic workers amidst family problems. Access to professional mental health
high unemployment, rising living costs, and the lingering treatment remains limited, leaving many to cope without
effects of the COVID-19 pandemic. For the first time, we've adequate support.
explored what life looks like after domestic work and how this
sector can be a stepping stone towards economic For those who transitioned to different jobs, encouragingly,
freedom in South Africa. 39% reported better pay and 70% experienced improved or

Luke Kannemeyer The domestic workforce remains predominantly female

similar treatment. However, 21% lost their jobs in the
past year, mainly due to employer affordability
SweepSouth Group COO (92%), with most workers between the ages of 26 and 41 issues or relocation.
(64%). South African and Zimbabwean nationals comprise
the majority of respondents (37% and 59% respectively). Our key recommendations aim to address these issues:
In SweepSouth’s seventh Annual Report on These workers play a vital role as breadwinners, with 83% • Enforce labour laws more rigorously, exploring solutions
Pay and Working Conditions for Domestic supporting their households financially. The average number for compliance in private homes, considering diverse
Workers, we gain invaluable insights into of dependents remains high at four, underscoring the work arrangements and vulnerable groups.
immense financial responsibility they carry. • Improve access to ongoing education and training for
the lives of the resilient women and men domestic workers. Government, employers, and the
who care for our homes and families. Since While 42% of domestic workers have completed high school, private sector must collaborate to provide affordable
and an additional 15% have pursued higher education, a thirst education, flexible scheduling, financial assistance, and
2018, we have tracked progress in their pay
for learning remains strong. A significant 85% expressed a technology access.
and working conditions. While our 2021 desire to continue their education if resources allowed. • Invest in mental health support, including accessible
report offered a glimmer of hope, the services, training for community leaders, and safe
Part-time employment across multiple employers remains spaces for women.
optimism for continued improvement in • Increase support for workers facing abuse through
the norm (79%), with cleaning as the primary role for the
2022 was sadly extinguished. Rising vast majority (96%). However, job security is a constant education, reporting mechanisms, and material
inflation and economic turmoil have worry, with 36% reporting job losses due to employer assistance for survivors.
affordability issues. • Foster collaboration among government, private sector,
disproportionately affected emerging and civil society to drive data-driven solutions and
economies, creating a challenging Despite a 5% increase in median earnings for SweepStars, advocate for the rights and well-being of
backdrop for domestic workers. earnings still struggle to beat the rising cost of living, domestic workers.
especially for non-SweepSouth workers. A concerning 46%
Although our 2023 report highlighted some of workers earn below the National Minimum Wage. Expenses The 2024 SweepSouth Report underscores the complexities
positive trends, concerns around low pay, have risen across all categories, with housing costs showing a and challenges within South Africa's domestic work sector.
particularly alarming 17% increase - a finding that warrants While positive trends in earnings and savings offer glimmers
the impact of rolling blackouts, and
further investigation. of hope, the persistent issues of low wages, job insecurity,
stagnant employment figures persisted. safety concerns, and mental health struggles highlight the
Unfortunately, these challenges have Financial insecurity is widespread, with 75% unable to save urgent need for collaborative action. By implementing the
money each month. While there's a positive trend towards recommendations outlined in this report and working
carried over into 2024. together, we can create a more equitable and sustainable
savings and pension participation, 35% of domestic workers
are in debt, with a third feeling trapped in a hopeless domestic work sector that values the essential contributions
repayment cycle. of these workers to our society.
 This suggests a potential stabilisation within the This is where the seventh Annual SweepSouth

Introduction
sector, although it's important to note that this Report on Pay and Working Conditions for
figure still reflects a nearly 15% decrease in Domestic Work in South Africa provides
domestic work jobs since before the COVID-19 valuable insights. As an online platform
pandemic. Currently, domestic work accounts connecting domestic workers with
for 5.2% of South Africa's total employment and employers, a core aspect of SweepSouth's
The 2023/2024 period has been particularly challenging for a significant 11% of employment for women mission is advocating for improved working
domestic workers. While all South Africans have felt the impact of nationally.* Understanding the key statistics of conditions within the domestic work sector.
the stagnant economy, marginal growth, and geopolitical instability, South Africa's domestic work sector is crucial, Our Annual Report offers a comprehensive
it is those at the lower end of the economic spectrum who are most but the numbers alone don't reveal the daily look at the financial circumstances and
vulnerable to these hardships. This year's report highlights the realities faced by those employed in this field. working conditions experienced by domestic
immense financial pressure faced by domestic workers, with 83% workers in the country.
serving as the primary breadwinners for their households and *Stats SA (2024) Quarterly Labour Force Survey
supporting an average of four dependents. 2024, Quarter 1

In the first quarter of 2024, Statistics South Africa's Quarterly Labour

Force Survey reported a national unemployment rate of 32.9%, a slight
increase from the 32.7% reported in the fourth quarter of 2023. Within
Study Time Frame
this context, the domestic work sector saw a marginal decrease in
employment, with 7 000 fewer individuals employed compared to the
3 - 10 July 2024
previous quarter - a 0.8% decline - in sharp contrast to the reduction
observed in our 2023 report.

Survey Design
This year's survey was distributed via SMS We received a total of 5,617 responses in
and WhatsApp to a broad sample of South Africa. The analysis mainly focuses
domestic workers in South Africa, both on respondents who are currently
within and outside the SweepSouth platform. employed as a domestic worker, but also
examines those respondents who have
Approximately 36 000 domestic workers worked as a domestic worker in the last
were invited to participate, including 20 000 year but lost their job (after May 2023),
who had never used SweepSouth, 10 000 as well as respondents who worked as a
who previously found work through domestic worker longer than a year ago
SweepSouth, and just over 6 000 were but are now either unemployed or have a
currently active workers on the platform. The different job. This makes our survey the
survey was conducted online, which would largest and most detailed of its kind in
generally require respondents to have access Africa, and offers a comprehensive view
to a smartphone. of the declining mental health and other
socio-economic burdens of domestic
workers in the country.
Pay & Work Conditions
of Currently Employed
Domestic Workers
Domestic Worker Demographics
The primary focus of the
2024 survey is individuals who
are currently employed as a
domestic worker.

Consistent with previous years, the

majority of respondents were
women (92%) and between the ages
of 26 and 41 (64%). The nationality
of respondents was split between
South Africa (37%) and Zimbabwe
(59%), with Malawi (3%), Lesotho
(1%) and other nationalities making
up the remainder.
Men
GENDER

Women

Other/Prefer
not to say
92%
7%
1%
NATIONALITY

59% Zim
37% SA
3% Malawi
1% Lesotho
1% Other
5
The regional distribution of
respondents remains broadly

37
unchanged to past years.
Median Age

Which province
of South Africa 56% 37% 6%
do you work in? Gauteng Western Cape Other
Family Structure
5
The average number of dependents
supported financially, as well as the
percentage of respondents who are the 4
breadwinners in their household, has
remained relatively stable compared to
2021, 2022, and 2023 after they 3
increased significantly at the height of
the COVID-19 pandemic in 2020.
2

1
83% 67% 4.26 2.25 4.08
0
Average Number in Average Number Average Number
Household of Children “Of of Dependents
Breadwinners Single Parent Your Own” Supported
Household Financially

However, the financial pressure on domestic workers

remains high with 83% being the main earners in their
household and 60% supporting four or more people
(children and adults) in their household.
Education & Aspirations
What is your highest level of education?

Did not complete high school 43%

Completed high school 42%
Post high school education 15%

Currently furthering their education 35%

Using free online education resources to help with their own education 27%
Want to further their education if they had the money and/or time 85%

The proportion of respondents who have completed high school is 42%, with a further 15% having completed
further education including a certificate/short course, an undergraduate degree or diploma,
or ‘some tertiary education’.

When asked about currently furthering their education, just over a third of respondents (35%) indicated that
they are either studying through an academic institution, doing practical courses, or doing self-study. Just over
a quarter of respondents (27%) indicated that they use free online education resources to assist with their
education, and a large proportion of respondents (85%) expressed a desire to further their education if they had
the money and/or the time to do so.
Employment Dynamics
The majority of respondents work part-time for Do you work full-time for one client
multiple employers rather than full-time for 21% 79%
or part-time for multiple clients?
one employer (79% versus 21% respectively).
Full-time for Part-time for
The vast majority of respondents (96%) reported One Client Multiple Clients
that cleaning is one of their primary roles while
just just over one in four respondents (26%)
reported childcare as one of their primary roles. What are your primary roles as a domestic worker?

Do you work on the

SweepSouth platform? 96% 26% 16%

Cleaning Childcare Cooking

13% 9% 8%

Elderly Care Special Care* Gardening

8
*Care for a child or adult with
special needs, such as a mental or
I currently work on the SweepSouth platform (active SweepStar). physical disability.

I’ve never worked on the SweepSouth platform, but I am a domestic worker.

Not currently on the SweepSouth platform, but still work as a domestic worker.

I worked on the SweepSouth platform, but no longer work as a domestic worker.

Work Days & Commute
Our 2024 survey continues to
Median number of days worked per week
reveal insights into the demanding
working conditions of domestic
workers. The median number of
5 days worked per week is 5, with a
notable 7% working 7 days a week.
This suggests that economic
pressures may be driving longer
Spend more than 1 working hours, potentially
Work more than 9 Work 7 days impacting workers' well-being and
hour commuting to
hours a day a week work in one direction family life.

Additionally, over a third (36%) of

domestic workers reported losing
5% 7% 25% employers due to affordability
issues. This highlights the financial
strain on employers and the
precarious nature of domestic
work, where job security is often
Have you lost some of your clients due to them not being able to afford a tied to the employer's financial
domestic worker anymore? stability. These findings emphasise
the need for interventions to
ensure fair working hours and
enhance job security within the
domestic work sector.
36% 12% 53%

Yes Maybe No
Earnings Analysis

2019

R3 600

R2 400
Median earnings per month from domestic work*

2020
(from COVID-19 report)

R3 359

R2 814
2021

Currently a SweepStar*
R3 470

R2 730

Never a SweepStar
2022

R4 203

Not a SweepStar (currently working as a domestic worker)

R2 963
2023

R4 999

R2 992
2024

R5 242

R3 404
10
SweepStar median earnings have
shown a modest increase of around
5% in 2024 despite our recent
increase of 8% to our enforced
minimum pay per job. While this
increase is positive, we do also see the
impact of continued economic
pressure on all consumers.

Overall, domestic workers who are not

on the SweepSouth platform also saw
an increase of their median earnings
from last year but still fall below the
minimum wage increase as of 1 March
2024. Respondents who had previously
been on the SweepSouth platform had
- - R2 615 R2 810 R2 911 R3 105 significantly higher earnings than those
who had never joined the platform. This
is likely due to the screening processes
Ex-SweepStar
required to join SweepSouth.

- - R2 916 R3 634 R3 540 R4 017

The increases in the minimum wage for
domestic workers over the past few
Minimum wage years have contributed to an upward
pressure in earnings. Continued
R2 699 R2 740 R3 054 R3 710 R4 067 R4 413
increases matched with better
enforcement hold the potential for
significant improvement in domestic
*SweepStar median earnings calculated based on average job earnings and utilisation for post-probation workers, worker earnings in the years to come.
available at least 5 days per week.
Earnings Analysis

Median domestic work earnings

R3 349

GAUTENG
R3 059
Primary Roles
Cleaning

R3 348
Gardening

R3 128
Childcare

R3 464 11Elderly Care

R3 324

Most domestic workers have a single primary role. Similar to our

2023 report, additional primary roles increase earnings, but in
contrast, this seems to level off after two primary roles rather
than increase with each additional primary role. Childcare and
cooking are the most lucrative roles, while gardening earns the
lowest. This is consistent with male respondents reporting lower
earnings. Earnings in the Western Cape and Gauteng are higher
than other provinces.
Cooking

R3 463

Special Care*
R3 352

R3 291
Number of Primary Roles

1 2 3 4
OTHER
R2 659 R3 259 R3 571 R3 500 R3 551

Full-time for one employer/client R3 702

Earnings in the Part-time for multiple clients R3 250

Western Cape and
WESTERN
CAPE Gauteng are higher
than other provinces
R3 557 *Care for a child or adult with special needs, such as a
mental or physical disability.
Earnings vs. Minimum Wage
Since 2022, the South African national minimum wage (NMW) has applied to all workers in South Africa, including domestic workers, and as
of 2024, a legal loophole that allowed live-in domestic workers to be paid less has been closed. Prior to 2022, wages for domestic
workers were regulated by area and frequency, with a daily, weekly, and monthly rate stipulated.

Given the above, it may be more accurate to look at hourly rates when estimating pay compliance. Our findings are mixed. While men earn
slightly more than women, there is little variation by nationality and all average hourly earnings exceed the current NMW of R27.58/h.
However, when breaking down hourly rates by individual worker, we found that while the bulk of workers earn above minimum wage (54%), an
alarmingly large number of workers earn less than the NMW (46%).

Average earnings
Earning below Gender per hour
minimum wage
Women R33.35

46% Men R34.24

Average earnings
Nationality per hour
Other R33.90

South Africa R36.64

Expenditure Breakdown
The data shows that costs have increased by 15% overall from 2023 to 2024, with the majority of categories
showing a considerable increase. Expenditure on housing has increased by 17% since last year’s report, while
transport and electricity have increased by 10% and 8% respectively. These increases in the expenses of domestic
workers will put further pressure on their budgets, eating into their disposable income and affecting their ability to
save, pay off debt, or invest in their future and education.

2019
Food

1 100
Data/Airtime

115
Housing

1 136
Median monthly spend:

Monthly spend on:Electricity

Transport

445 279
Other Items

-
TOTAL
EXCL.
SCHOOL
FEES

3 075
13
School Fees

62
TOTAL
INCL.
SCHOOL
FEES

3 137

2020 1 667 74 1 525 486 371 - 4 123 102 4 225

2021 965 82 1 054 481 308 380 3 270 136 3 406

2022 1 043 92 1 105 531 333 445 3 549 77 3 626

2023 1 170 94 1 081 550 330 447 3 672 74 3 745

2024 1 241 96 1 268 606 357 640 4 207 91 4 298

Annual Increase
2023 vs. 2024 6% 3% 17% 10% 8% 43% 15% 23% 15%
Expenditure Breakdown
The total median expenses for housing (R1 268), food (R1 241), transport (R606), electricity (R357), data/airtime
(R96), and other items (R640) brings the basic cost basket to R4 207 per month. This shows a deficit between
domestic worker earnings and basic costs, and a surplus when comparing household income and basic costs.
While it is good to see that household income covers basic costs, these are median values and therefore many
domestic workers still cannot afford these expenses. In addition, given the large proportion of single parent
households and that domestic workers financially support on average four dependents, this means a larger financial
financial burden on them as well.

While it is encouraging to see that the new minimum wage in South Africa is above the reported basic expenses, a
minimum wage is only as good as its adoption and enforcement. It is also important to recognise that these are basic
costs only. When it comes to additional savings and investments, there is little left on the table.

Monthly costs as a % of surveyed domestic work earnings

14 Median monthly
dowmestic worker
income is approx.

R3 337

TOTAL COSTS
EXCL. SCHOOL
Median monthly
household income
is approx.

R5 001

Surplus/
Earnings Deficit
FEES
Food Data/Airtime Housing Transport Electricity Other Items

37% 3% 38% 18% 11% 19% 126% (R870)

Monthly costs as a % of surveyed household income

25% 2% 25% 12% 7% 13% 84% (R793)

I stress a lot, the increasing

cost of rentals, not able to
find an affordable place
to stay.
Saving Habits
& Financial Security
15
Three quarters of domestic workers report not
making sufficient money to save on a monthly
basis. Just 13% say they have any savings or a
pension, and 18% participate in a stokvel
(rotating savings). A low savings rate leaves
households vulnerable to any financial
shocks and prevents them from investing
in their future.

13% 73% Medical aid rates remain low and unaffordable

for most domestic workers, who typically rely on
the government healthcare system. While
government facilities are mostly free,
inefficiencies within the current system often
Have savings/pension Don’t make enough money to save
require workers to take an entire day off work to
visit their local clinic. This frequently results in a
loss of earnings, forcing workers to make
difficult decisions and often delaying treatment
Do you have Do you have a Are you part until absolutely necessary, which can lead to
medical aid? funeral plan? of a stokvel?
poorer health outcomes.

While the financial security of most domestic

workers remains extremely fragile, there are
some positive trends over the past few years.
2% 55% 18% There is a noticeable increase in the proportion
of workers who have savings or a pension, while
correspondingly, the proportion of workers who
do not make enough money to save continues
to decrease.
Saving Habits
& Financial Security
Have savings/pension?

2021 2022 2023 2024

8% 10% 9% 13%
Don’t make enough money to save?

2021 2022 2023 2024

78% 75% 75% 73%
Do you have medical aid?

2021 2022 2023 2024

2% 1% 1% 2%
Do you have a funeral plan?

2021 2022 2023 2024

49% 50% 52% 55%
Are you part of a stokvel?

2021 2022 2023 2024

17% 18% 16% 18%
Debt Levels & Repayment Debt levels are still concerning among
domestic workers, with 35% of
respondents reporting that they are
currently in debt (this proportion is stable
Domestic workers in debt since the 2023 report). South African
Breakdown by nationality nationals showed higher levels of
indebtedness than foreign respondents.
South African Other This is likely due to a reduced ability of
foreigners to access credit.
35% 62% 20% Debt levels amongst domestic workers
remains a concern. 35% of survey
respondents reported being in debt, a
Who do you owe money to? figure that has remained stable since the
2023 report. The level of debt is higher for
A shop/store 50% South African nationals than foreign
respondents, likely due to reduced access
Friends 27% to credit for foreigners.

Loan shark 20% Of those in debt, 1 in 3 described

17
their repayment situation
Family 16% as "hopeless".

My bank 16% Half of those in debt owe money to a shop

or store, indicating a high level of easy
Stokvel 4% credit and predatory lending practices in
South Africa. This is particularly concerning

Other 1% given the already high financial pressures

faced by domestic workers and their role as
primary breadwinners for their households.

R3 462
Median owed debt amount
DEBT The level of debt and the perceived inability
to repay loans highlights the precarious
financial situation of many domestic
(out of those who have debt) workers in South Africa.
Abuse in the Workplace
Our data continues to reveal a
concerning aspect of domestic work:
the issue of safety and abuse. The
survey results indicate that 6% of
domestic workers do not feel safe in
their employer's home, a statistic that
points to potential issues with working
environments or client interactions.

Even more alarming is the finding that

22% of domestic workers reported
experiencing some form of abuse in
their workplace, whether verbal,
physical, or sexual. This figure
80%

60%

40%

20%
Do you feel safe/comfortable working in your employer's home?

68%

27%
18
underscores the vulnerability of Foreign nationals are
5%
domestic workers and the urgent need 0.4% more likely to have
0%
for interventions to ensure their safety experienced
and well-being. This acts as a stark Yes - always Yes - mostly No - not often No - never verbal abuse
reminder that despite the essential role
domestic workers play, their work
environments can sometimes expose
them to unacceptable risks.

This is where SweepSouth takes the

Have you ever suffered from abuse from an employer?
lead. Workers on our platform rate their
clients and can end their relationship
From SA
with any client, without any reason 21%
required. Any abuse reported to us is 22%
Other 18%
dealt with swiftly; necessary authorities
5%
22%
are informed and the client banned
Verbal Abuse 4% 5% Verbal Abuse
from using our platform.
2%
1% 2% 4%
Physical Abuse 2% Physical Abuse

Sexual Abuse Sexual Abuse

Mental Health Has your mental health been negatively
affected in the last year?

Delving into the critical issue of mental health What negatively impacts your
amongst domestic workers, a significant finding Women Men mental health the most?
is that 16% of workers reported a negative
impact on their mental well-being within the
YES
past year, with women being more affected than 16% 9% Unemployment 43%
men. This could be attributed to the multiple
pressures they face, including financial strain Debt / financial stress 25%
and balancing work and family responsibilities.
Of those whose
The primary stressors were identified as mental health has Family problems 23%
been negatively
unemployment, financial concerns, and family
affected, diagnosed
27%
problems, highlighting the interconnectedness Other 10%
with a mental illness
of these issues. It's encouraging to note that by a nurse or mental
many workers utilise coping mechanisms health professional. Yes
such as church involvement, exercise, How do you take care of your
and social connections. mental health?
If yes, what diagnosis did you receive?
However, access to professional mental health Church / religious
community 39%
treatment remains low, with only a quarter of

19
Depression 72%
those affected receiving a formal diagnosis, Exercise / spend
time outdoors 29%
predominantly for depression and anxiety. Anxiety 38%
This underscores the necessity for improved Spending time with
friends or family 29%
mental health support systems within this Trauma 10%
vulnerable population. Volunteering to
Bipolar 3% help others 9%

Alcohol abuse 2% Taking medication 5%

Seeing a mental
Schizophrenia 1% health specialist 4%
I have been diagnosed but I don't
know the name of the illness 2% Nothing 15%
Life After
Domestic Work
Employment After Domestic Work
For the first time, our 2024 survey aimed to collect more insights
on individuals who previously worked as domestic workers but
Were you studying or working towards this job
have since transitioned to different jobs.
while you were a domestic worker?
The survey results show a positive shift in their employment
circumstances. Notably, 39% of these respondents reported better
pay in their new jobs compared to their previous roles as domestic
workers. Furthermore, a combined 70% of respondents feel better 36% Yes 64% No
treated or about the same in their new roles, suggesting an
improvement in overall job satisfaction and working conditions. This
data indicates that transitioning out of domestic work can lead to
improved financial and work-related outcomes for some individuals
Do you feel better treated in your new job
and this continues to emphasise the value of domestic work as a
launchpad for career growth opportunities.
than when you were a domestic worker?

Is the pay better at your new job than when Yes 30%
you were a domestic worker?

No 26%
Yes 39% 31% No
About the same; I feel like I am treated as
well in my new job as when I worked as a 40%
domestic worker.
30%
About the same; I feel treated badly in
my new job and when I worked as a 3%
domestic worker.
About the same
Unemployment
Domestic workers
The 2024 data indicates that 21% of domestic who have lost 21%
workers report having lost their job in the last
year. The percentage of those who lost their
their jobs in the
jobs because their employer could no longer
last year
afford to pay them remained stable from the
previous annual surveys (25% in 2024
compared to 25% in 2023 and 24% in 2022).
Lost their jobs
There was a slight drop in the percentage who due to affordability 25%
lost their jobs because their employer moved
home, although still a significant increase over
the previous year (34% in 2024 compared to
40% in 2023 and 25% in 2022). Lost their jobs
due to dismissal 4%
Employers who moved home primarily moved
overseas (58%) while a significant portion
moved to a different city within South Africa
(23%). These trends have continued to be Lost their jobs
due to employer 34%
compounded by the accelerating emigration of moving homes
skilled professionals as well as the evolving
semigration trends seen during the COVID-19
pandemic due to remote work possibilities.

22
Of those respondents who were dismissed by Domestic workers UIF registered
their employer in the last year, 20% do not who lost their job domestic workers who
who were registered lost their job and
believe they were dismissed for a valid reason. for UIF submitted a claim
While a significant decrease from 2023’s annual
survey, this figure is still concerning and
warrants further investigation.
15% 64%
59%
Conclusion
Conclusion
Reflecting on the progress made since our stabilised at around 850 000 jobs, marking a 15% results of the 2024 general elections represent
2023 report, we observe a mix of reduction from its pre-pandemic peak. a crucial opportunity for South Africa to chart a
encouraging developments and persistent path toward a more equitable and prosperous
challenges, mirroring the situation in South This trend is particularly troubling given the sector's future. We must safeguard against political
Africa as a whole. The unprecedented importance for employment and the broader instability, corruption, and violence, which
levels of loadshedding (rolling blackouts) economy. Our findings underscore the potential of threaten to undermine economic recovery and
experienced in 2023 have subsided, domestic work to provide a pathway to a better disproportionately affect vulnerable
promising a positive economic impact and future for workers and their families. However, the populations. This demands accountability from
potential improvements in the lives of persistent threat of unemployment poses a our leaders and a commitment to driving
domestic workers. Concerns about unrest significant risk, impacting mental wellbeing and positive change at all levels of society.
surrounding the 2024 national elections making workers vulnerable to exploitation.
have also proved unfounded. The global domestic work sector is expected to
However, the effectiveness of the This report serves as a vital tool for monitoring the experience significant growth in the coming
Government of National Unity (GNU) domestic work landscape and evaluating the years, driven by aging populations and evolving
in addressing the nation's significant effectiveness of initiatives aimed at improving lifestyles. As technology continues to transform
challenges remains to be seen. working conditions and compensation. While it's the nature of domestic work, it is imperative
disheartening to observe the stagnation or reversal that South Africa not only keep pace but also
The cost of living continues to be a major of certain positive trends, even incremental gains seize the opportunity to expand access to
concern for domestic workers and their must be carefully considered. For example, although benefits and protections for workers. This will
employers. While inflation has eased and earnings have increased, these gains may be offset require collaborative efforts among individuals,
interest rate cuts are anticipated, our data by inflation and remain insufficient to meet the cost the private sector, and the government to
reveals a substantial 15% increase in costs of living. Furthermore, the data does not fully foster a more equitable, sustainable, and
for domestic workers, far outpacing the 5% reflect the consequences of job losses, which prosperous domestic work sector that
rise in earnings. Housing costs, in particular, can push domestic workers and their families into recognises the invaluable contributions of these
have risen disproportionately, warranting precarious circumstances. workers to our society.
further investigation. The lingering effects of
the COVID-19 pandemic are also evident in Navigating the challenges ahead will require strong
the domestic work sector, which has leadership, collaboration, and decisive action. The
Conclusion
What are we doing to effect change at SweepSouth?

Earning Opportunities:
• Expanded Offerings: We've extended our services to other businesses and B2B2C partnerships, creating more job opportunities.
• Permanent Employment: We've partnered with various organisations to connect domestic workers with permanent employment opportunities.
• Data-Driven Approach: We're continuously raising minimum platform pricing and encouraging customers to contribute more, leading to higher
SweepStar earnings.
• Customer Success: Over 25% of our customers pay significantly more than the minimum platform rates, demonstrating our success in motivating
fair compensation.
• Industry Collaboration: We're working with industry players to establish minimum work standards and benefits for domestic workers.

Innovative Products:
• Same-Day and Express Bookings: These features increase booking flexibility and earning potential for SweepStars.
• Matching Algorithm: We connect SweepStars with multiple bookings per day, maximising their earning potential.

Cost-of-Living Reduction:
• Rewards Programme: We leverage partnerships with other brands to offer SweepStars discounts and benefits.
• Expanded Programme: Our cost-of-living reduction program is now available to domestic workers beyond the SweepSouth platform.

Upskilling and Training:

• SweepSouth Foundation: We're expanding the Foundation's reach to provide upskilling and training opportunities for domestic workers.
• Technology Education: We're equipping domestic workers with the skills to leverage technology effectively.

Public Awareness:
• Living Wage Education: We're raising awareness about what constitutes a living wage for domestic workers.
• Domestic Worker Experiences: This report sheds light on the lived experiences of domestic workers and supports us to encourage
employers and industry roleplayers to adopt better practices.
Conclusion
What can you as an employer of a domestic worker do to
effect change?

Fair Compensation: Ensure your domestic worker receives a living wage.

Assess your current pay practices using tools like the Living Wage Calculator
(living-wage.co.za).

Respectful Treatment: Treat your domestic worker with dignity and respect.
Be mindful of their physical and mental wellbeing, recognising the additional
responsibilities many face as caregivers. Promote mental health awareness and
support access to resources like The Warrior Project
(https://thewarriorproject.org.za/) if they experience abuse.

Legal Compliance: Adhere to labour laws, including the Basic Conditions of

Employment Act, Sectoral Determination Seven on Domestic Work, and the
National Minimum Wage. Uphold their rights to annual leave, sick leave, lunch
breaks, and reasonable working hours. (For a comprehensive guide, visit
izwi.org.za).

Shared Resources: Consider sharing bulk food purchases with your domestic
worker. This can help alleviate their higher food costs due to limited buying power
and transportation options.

Community Engagement: Advocate for fair domestic worker pay within your
social circles and community. Share this report's insights and participate in
initiatives supporting economically vulnerable groups. Use your voice on social
media to raise awareness about the challenges faced by domestic workers.
 Key Recommendations
Review and Expansion of Legal Protections:
• Prioritise enforcement: Government and labour departments must allocate resources to actively enforce
existing minimum wage and labour laws that safeguard domestic workers.
• Innovative solutions: Collaborate with technology partners to develop user-friendly solutions
that simplify compliance and make it easier for everyone to follow labour regulations in private households.
• Tailored legislation: Acknowledge the diverse nature of domestic work, often involving multiple employers
and irregular schedules, and adapt legal protections to reflect these realities and protect all workers.

Improve Access to Continued Education and Training:

• Accessible education: The government should implement affordable education programs, scholarships, and flexible
learning opportunities designed for domestic workers, while actively promoting these initiatives.
• Employer support: Employers can play a vital role by offering financial assistance, flexible schedules,
on-the-job training, and even simple gestures like providing internet access to support their workers' educational goals.
• Private sector engagement: Businesses can contribute through sponsorships, mentorship, resource centers, and initiatives
that provide technology access and training, empowering domestic workers to pursue further education.

Improved Access to Mental Healthcare:

• Invest in mental wellbeing: Expand access to affordable, high-quality mental health services for domestic workers,
especially those grappling with unemployment and financial stress.
• Community-based support: Train religious leaders and community members to recognise and address mental
health needs within their congregations, offering an additional layer of support for domestic workers.
• Safe and accessible spaces: Create safe environments for women to exercise and connect with nature,
promoting mental wellbeing and overall health.
Key Recommendations
Increased Support for Workers Facing Abuse:
• Encourage reporting: Foster a safe and supportive environment where domestic
workers feel empowered to report abuse, both in their homes and workplaces.
• Education and awareness: Launch comprehensive campaigns to educate the public,
employers, law enforcement, and communities about the signs of abuse, how to intervene,
and the legal rights of domestic workers.
• Practical assistance for survivors: Offer financial aid, legal support, and resources to help
survivors of abuse leave dangerous situations and rebuild their lives.

Collaboration and Collective Action:

• Partnerships for change: Encourage collaboration between government agencies,
private companies, and civil society organisations to tackle the complex challenges
facing domestic workers.
• Evidence-based solutions: Use data and research to inform policies and develop effective
strategies for improving working conditions and mental health in the domestic work sector.
• Raise your voice: Advocate for fair wages, safe working conditions, and access to mental
health support for domestic workers. By raising public awareness and promoting these values,
we can drive positive change and create a more just and equitable sector.
 Contact Information
For media enquiries, contact:
[email protected]

For data-sharing and academic

enquiries, contact:
[email protected]

2024
Authors
Luke Kannemeyer
Reut Agasi (Independent Consultant)

Design
Kelley Wayne
Caterina Toffoli-Metcalfe

With special thanks to

Dean Hopf
Rishka Matthews
Kevin Mafuwe
Kyra Beth
The SweepSouth Team
July 2024 Irvine Partners
Copyright © SweepSouth All the respondents
Designed by SweepSouth

www.sweepsouth.com