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Interview Questions for a Domestic Worker or Nanny (and What You May Not Ask)

Hiring someone to work inside your home is one of the highest-trust decisions a household makes, yet most interviews are ten minutes of small talk. This guide gives you a structured set of 25+ questions — experience, childcare, judgement scenarios and references — plus the questions South African law forbids, and a ready-to-use script for checking references by phone.

Last reviewed June 2026 · wage figures from 1 March 2026

REFERENCE-CHECK CALL SCRIPT — DOMESTIC WORKER / NANNY

Before you dial: get the candidate's consent to contact her previous employers, and have her CV or application in front of you.

Introduction

1. "Good day, my name is [YOUR NAME]. I'm considering employing [CANDIDATE'S FULL NAME] as a [DOMESTIC WORKER / NANNY / HOUSEKEEPER] and she gave me your name as a previous employer. She has agreed that I may contact you. Do you have five minutes?"

Verify the basics (catch forged references here)

2. "Can you confirm she worked for you from [START DATE] to [END DATE]?"

3. "What was her role, and what were her main duties?"

4. "How many days a week did she work for you, and was she live-in or live-out?"

Performance

5. "How would you describe the quality of her cleaning / cooking / childcare?"

6. "Was she reliable with time-keeping and attendance? Roughly how often was she absent?"

7. "Did you trust her alone in the house, with keys and the alarm?"

8. [IF CHILDCARE] "How did she manage your children? Would you describe her as patient? Any safety concerns, ever?"

9. "Was there anything you asked her to improve on, and did she?"

Ending and honesty

10. "Why did she leave your employment?"

11. "Was anything ever missing or damaged that caused concern?" (Listen for facts, not vague suspicion.)

12. "Did you give her a certificate of service or written reference when she left?"

The closing question (the most revealing one)

13. "If your circumstances allowed, would you employ her again?"

Wrap-up

14. "Is there anything else you think I should know before employing her?"

15. Thank them, and note the date, time and answers on the candidate's file. Repeat with a second referee — never rely on one reference alone.

RED FLAGS: referee cannot recall basic dates or duties; phone number actually belongs to a friend or relative; vague or evasive answer to "would you employ her again?"; dates that contradict the CV.

REFERENCE-CHECK CALL SCRIPT — DOMESTIC WORKER / NANNY

Before you dial: get the candidate's consent to contact her previous employers, and have her CV or application in front of you.

Introduction
1. "Good day, my name is [YOUR NAME]. I'm considering employing [CANDIDATE'S FULL NAME] as a [DOMESTIC WORKER / NANNY / HOUSEKEEPER] and she gave me your name as a previous employer. She has agreed that I may contact you. Do you have five minutes?"

Verify the basics (catch forged references here)
2. "Can you confirm she worked for you from [START DATE] to [END DATE]?"
3. "What was her role, and what were her main duties?"
4. "How many days a week did she work for you, and was she live-in or live-out?"

Performance
5. "How would you describe the quality of her cleaning / cooking / childcare?"
6. "Was she reliable with time-keeping and attendance? Roughly how often was she absent?"
7. "Did you trust her alone in the house, with keys and the alarm?"
8. [IF CHILDCARE] "How did she manage your children? Would you describe her as patient? Any safety concerns, ever?"
9. "Was there anything you asked her to improve on, and did she?"

Ending and honesty
10. "Why did she leave your employment?"
11. "Was anything ever missing or damaged that caused concern?" (Listen for facts, not vague suspicion.)
12. "Did you give her a certificate of service or written reference when she left?"

The closing question (the most revealing one)
13. "If your circumstances allowed, would you employ her again?" 

Wrap-up
14. "Is there anything else you think I should know before employing her?"
15. Thank them, and note the date, time and answers on the candidate's file. Repeat with a second referee — never rely on one reference alone.

RED FLAGS: referee cannot recall basic dates or duties; phone number actually belongs to a friend or relative; vague or evasive answer to "would you employ her again?"; dates that contradict the CV.

Set the interview up properly

Interview in the home where the person will work, so you can both see the actual environment and workload. Have the job written down before you start: days, hours, duties, and the wage you intend to offer — which must be at least the national minimum wage of R30.23 per hour. Ask every candidate the same core questions so you can compare fairly, and take notes.

Ask to see her ID (or passport and valid work visa for a foreign national) and write down the details — you will need them anyway for UIF registration if you hire her. Ask for the names and current phone numbers of at least two previous employers; treat reluctance to provide any contactable reference as a serious warning sign.

Experience and work-style questions

These establish what the candidate has actually done day-to-day, not just how long she was employed.

Tell me about your last two jobs — what did a normal day look like?
How long were you in each job, and why did each one end?
Which household tasks are you strongest at, and which do you like least?
Have you used appliances like a washing machine, tumble dryer, dishwasher, steam iron or vacuum cleaner? Which ones?
How do you decide what to clean first when there is more to do than time to do it?
Have you ever cooked for a family? What meals do you make confidently?
Have you worked in a home with pets? Are you comfortable with dogs/cats?
Have you ever had to handle keys and the alarm on your own? How did you manage security when leaving the house?

Childcare questions (for nannies and childminders)

If the role includes children, this section matters more than anything else. Listen for specifics — real experience produces detailed answers.

What ages of children have you cared for, and for how long?
Walk me through a typical day you ran with a toddler / a baby.
What would you do if a child refuses to eat or won't nap?
How do you discipline a child who is misbehaving? Give me a real example.
Have you done any first-aid training? What would you do if a child burned a hand on the stove?
What activities would you do with a 4-year-old on a rainy day?
Are you comfortable preparing bottles / following an allergy plan / giving prescribed medicine exactly as instructed?
How would you keep me informed during the day — messages, photos, a daily notebook?

Scenario questions that reveal judgement

Scenarios show how a person thinks under pressure, which CVs and references never do.

You break or damage something valuable while cleaning. What do you do?
You find money lying loose while tidying. What do you do with it?
A stranger arrives at the gate saying I sent them to collect something. How do you respond?
You finish all your tasks two hours early. What do you do with the time?
The child in your care has a fever and I'm not answering my phone. What are your steps?
You disagree with how I want something done. How do you raise it?

References, availability and practical questions

Close the interview with logistics — and always follow up on references before making an offer. Use the call script below this article, and see our guide to reference letters and certificates of service for what a credible written reference looks like.

May I phone your previous employers? (Get consent and numbers.)
What days and hours are you available, and from when could you start?
How will you travel to work, and how long is the trip? What does transport cost you?
Are you looking for live-in or live-out work?
What wage are you expecting? (Your offer must be at least R30.23 per hour, and you must pay for a minimum of 4 hours on any day worked.)
Is there anything about the duties I've described that you would not be comfortable doing?

What you may NOT ask: discrimination law applies to your kitchen table

Section 6(1) of the Employment Equity Act prohibits unfair discrimination on grounds including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language and birth — and section 9 says these protections cover applicants, not just employees. An interview question designed to screen people out on one of these grounds is unlawful, however casually it is asked.

In practice, do not ask: Are you pregnant or planning children? What is your HIV status? (testing for HIV status is specifically prohibited by section 7 unless the Labour Court authorises it), How old are you? What church do you go to? Are you married? What is your nationality or 'culture'? Do you have a disability or chronic illness?

You may always ask about the job itself: whether she can legally work in South Africa (ask everyone, not only foreign-sounding candidates), whether she can work the hours and perform the physical tasks the role genuinely requires, and whether anything would prevent her from starting on the agreed date. Distinguishing on the inherent requirements of the job is allowed; fishing into protected personal territory is not.

After the interview: trial day, offer and contract

A paid trial day is the best predictor of fit — but it must be paid at the full hourly rate, with the 4-hour daily minimum applying. Treating a 'trial' as free labour breaches the National Minimum Wage Act from the first hour.

Once you decide, confirm the offer in writing and move straight to the paperwork: a signed contract, UIF and COIDA registration, and payslips from day one. The full sequence is in our step-by-step guide to employing a domestic worker.

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Frequently asked questions

Can I ask a candidate whether she is pregnant?

No. Pregnancy is a listed prohibited ground in section 6(1) of the Employment Equity Act, and section 9 extends that protection to job applicants. You may describe the job's genuine physical demands and ask whether she can meet them — but you may not ask about pregnancy or plans to have children.

Can I ask about HIV status or require a test?

No. HIV status is a prohibited ground under section 6 of the Employment Equity Act, and section 7 specifically prohibits testing an employee or applicant to determine HIV status unless the Labour Court has authorised it. There is no household job for which this would be justifiable.

Can I ask to see an ID document or work permit?

Yes. Confirming identity and the legal right to work in South Africa is legitimate, and you will need the ID details for UIF registration anyway. Apply the same check to every candidate rather than singling people out by accent or nationality, which would amount to discrimination on ethnic or social origin.

Do I have to pay for a trial day?

Yes. A working trial is work, so the national minimum wage of R30.23 per hour applies, and you must pay for at least 4 hours even if the trial is shorter. An unpaid 'trial week' is unlawful.

How many references should I check?

At least two, by phone, using a consistent set of questions like the script above. Always verify dates and duties first — that is where invented references collapse — and treat 'would you employ her again?' as the single most informative answer in the call.

Can I ask why she left her last job?

Yes — it is one of the most useful questions you can ask, and you should cross-check the answer with her referee. Just keep the follow-up factual and job-related rather than probing into protected areas like family responsibilities, marital status or health.