One of the most awkward parts of hiring a nanny is money. Not because families do not want to pay fairly, but because many people genuinely do not know what is normal, what is legal, and what actually makes sense for the role they need.
Some families worry they'll overpay. Some worry they'll insult good candidates by offering too little. Some compare completely different kinds of roles and end up more confused than when they started.
So let's make this simpler.
This is not a one-size-fits-all situation. In South Africa, nanny and au pair pay depends on quite a few things. But there is a legal floor, and there are also practical market ranges that can help families budget more realistically.
Start with the legal floor
In South Africa, domestic workers are covered by the national minimum wage.
From 1 March 2026, the national minimum wage is R30.23 per hour, including for domestic workers. That means any nanny arrangement needs to start there at a minimum for ordinary hours worked.
As a rough example, at that hourly rate, a 45-hour week works out to about R5,894 per month before other role-specific considerations.
That is the floor. Not the market ceiling. Not the recommended rate for every role. Just the legal starting point below which you should not be going.
Why there is no single "normal" nanny salary
Families often ask, "So what does a nanny earn per month?"
The honest answer is: it depends on the job.
A nanny caring for one toddler during standard day hours is not doing the same role as a nanny caring for a newborn and a preschooler, helping with meals, managing school collection, and working longer days.
Those are different roles with different levels of responsibility.
That is why the better question is:
What is this specific role worth, fairly, in this area, for this level of responsibility?
The biggest things that affect nanny pay
1. The number of hours
This is the most obvious one.
A full-time live-out nanny working Monday to Friday is priced differently from someone working mornings only, afternoons only, or three days a week.
Always work from the actual hours first.
If the role is irregular, be careful not to advertise it as part-time when in reality it still demands high flexibility, transport availability, or full-day backup care. Candidates notice that quickly.
2. The ages of the children
Caring for a baby or toddler usually requires a different kind of involvement from caring for school-going children.
Babies and very young children often mean:
- bottle prep
- feeding
- naps
- stimulation
- more hands-on supervision
- a higher level of routine management
That often affects the rate because the day is more care-intensive.
3. Experience and qualifications
A candidate with years of solid nanny experience, strong references, infant experience, or formal childcare training will usually command more than someone very new to the role.
And that makes sense.
You are not just paying for time. You are paying for judgement, calmness, consistency, and the ability to handle the small things without everything becoming dramatic.
4. Driving and transport requirements
The moment transport becomes part of the role, the conversation changes.
If your nanny must:
- fetch children
- attend appointments
- handle school lifts
- drive in traffic regularly
that should be reflected fairly in the package and expectations.
Be especially clear if the role requires a licence, use of your car, or heavy travel within the workday.
5. Live-in vs live-out
Families often assume a live-in role should automatically be much cheaper because accommodation is included.
That is not always a smart way to think about it.
Accommodation has value, yes. But a live-in nanny is still doing a job, and the actual duties, hours, and level of responsibility still matter.
You also need to be very clear on boundaries in live-in roles so that live-in does not quietly turn into always available.
6. Your area
Location matters.
Rates in premium suburbs or major urban areas may sit differently from rates in smaller towns, especially when the role includes driving, long commutes, higher expectations, or more specialised experience.
Pretoria East, Waterkloof, Mooikloof, Midstream, Sandton, Bryanston, and similar areas often come with a different market expectation from more basic or less demanding roles.
Do not forget the employment basics
Money is not only about the monthly figure.
If someone is working for you on a regular basis, especially more than 24 hours a month, you should also think properly about the employment side of the relationship.
That includes things like:
- written employment details
- leave arrangements
- UIF, where it applies
- a clear understanding of duties, hours, and notice
For employees who work 24 hours or more per month, UIF contributions generally apply. The standard contribution is 2% in total: 1% deducted from the worker's earnings and 1% paid by the employer.
Annual leave matters too. Under the Basic Conditions of Employment framework, workers are entitled to at least 21 consecutive days of annual leave per annual cycle, which is basically three weeks.
This is one reason families should avoid making pay decisions in isolation. The monthly number is only one part of a fair and workable arrangement.
A simple way to think about budget
Instead of asking, "What is the cheapest rate I can get away with?" try asking:
- How many hours do we really need?
- What are the actual duties?
- Are we hiring for routine childcare or a more demanding all-round role?
- Will this person be caring for very young children?
- Do we need transport support?
- How important is experience to us?
Once those answers are clear, your budget gets much easier to set realistically.
A common mistake families make
One of the biggest mistakes is wanting a highly experienced candidate with lots of flexibility, infant confidence, transport help, and household support, while budgeting for a much lighter role.
That mismatch usually leads to one of two things:
- you do not attract the right candidates in the first place
- you hire someone under pressure, and the placement becomes shaky quite quickly
A clearer role and a fairer offer usually lead to better fit, less turnover, and a calmer home.
So what should you expect to pay?
Here's the practical answer: start with the legal minimum, but do not stop there.
If you want a genuinely good candidate in a major metro, especially for a long-term role with real responsibility, you will usually need to budget above the minimum.
Below is Sitters Co's practical market guidance based on current South African norms, metro demand, and the kinds of placements families are actually trying to secure.
These are not legal rates or fixed rules. They are realistic budgeting guides.
Practical nanny salary ranges by city
Pretoria
Full-time nanny, more entry-level but still good fit
Around R6,500 to R8,000 per month
This is often where families need to start if they want someone solid for a full-time live-out role in Pretoria, especially for straightforward childcare without heavy transport demands.
More experienced full-time nanny
Around R8,000 to R11,000+ per month
This is more realistic for candidates with stronger references, more confidence with babies or toddlers, or a role that asks for more maturity, structure, and long-term reliability.
Johannesburg
Full-time nanny, decent market starting point
Around R7,500 to R9,500 per month
In Johannesburg, especially in higher-demand suburbs, families often need to come in stronger than the legal minimum if they want a dependable nanny who presents well and has good references.
More experienced or more demanding roles
Around R9,500 to R13,000+ per month
This is more realistic where the role involves babies, multiple children, longer hours, driving, or a higher level of professionalism and flexibility.
Cape Town
Full-time nanny, decent market starting point
Around R7,500 to R10,000 per month
Cape Town can vary quite a bit depending on area, hours, and whether the role is live-in or live-out, but many stronger placements sit above the legal floor fairly quickly.
More experienced or premium roles
Around R10,000 to R14,000+ per month
This is more realistic for families looking for someone highly competent, polished, and experienced, especially in premium suburbs or more demanding roles.
Practical au pair salary ranges by city
Au pair pay works a bit differently because the role often includes transport, aftercare, school runs, and more flexible schedules.
Pretoria
Part-time to lighter full-time au pair roles
Around R6,000 to R8,000 per month
This is often where simpler or less demanding au pair roles land, especially where there is less driving or fewer total hours.
Stronger full-time au pair roles
Around R8,000 to R12,000+ per month
For a good Pretoria au pair with a licence, strong references, confidence with school routines, and possibly their own car, families often need to start around R8,000 and up, plus AA rates or fuel support where relevant.
Johannesburg
Full-time au pair roles
Around R10,000 to R15,000 per month
This lines up with what many agencies and families are seeing for full-time au pair roles in Johannesburg, especially where the candidate is expected to drive, manage busy schedules, and work with more independence.
Premium or high-demand au pair roles
Around R15,000 to R18,000+ per month
Great au pairs in Johannesburg, especially in premium suburbs and more demanding family setups, can absolutely sit around R15,000 per month and above, especially when driving, experience, and flexibility are all part of the brief.
Cape Town
Full-time au pair roles
Around R9,000 to R14,000 per month
Cape Town often sits somewhere between Pretoria and Johannesburg depending on the suburb, hours, driving expectations, and how competitive the family wants to be.
Stronger or premium roles
Around R14,000 to R17,000+ per month
This is more realistic for families wanting someone highly capable, well-spoken, reliable, and confident with transport-heavy or logistically demanding roles.
A quick note on petrol, AA rates, and extras
If an au pair or nanny is using their own vehicle for your children, do not leave that fuzzy.
Be clear about:
- whether petrol is covered
- whether you are paying per kilometre
- whether AA rates or another agreed mileage rate applies
- whether babysitting, overtime, or weekend help is paid separately
These details make a big difference to whether an offer feels fair.
If you want one very practical benchmark
If you are hiring in Pretoria and want a good full-time nanny, a realistic starting point is often around R6,500 per month and upward, with many stronger long-term fits sitting closer to R8,000 per month.
If you are hiring a good full-time au pair in Pretoria, especially one who can drive and handle school logistics properly, R8,000 and up is often a more realistic starting point.
In Johannesburg, especially for strong full-time au pair roles, families should be prepared for the fact that really good candidates can sit closer to R15,000 per month.
Final thought
Hiring a nanny or au pair is one of those decisions where the cheapest option can become the most expensive if the fit is wrong.
The goal is not to overpay. It is to pay fairly for the level of care, trust, and consistency your family actually needs.
Start with the legal minimum. Build upward based on the real role. Be honest about your expectations. And try to think long-term, not just month to month.
That is usually where the best placements begin.
Need help figuring out what kind of role you're hiring for and what is realistic in your area? Sitters Co can help you think it through before you start interviewing.