The cost of recruiting a domestic worker: what drives it?

Type of service: recruitment, monthly or hourly

The biggest difference in cost comes from the type of service. With recruitment, the family is the employer: it pays the recruitment costs through the licensed office, then the worker’s salary and benefits for the whole contract. With a monthly service, the family pays a service fee to a licensed company that remains the employer, with no direct recruitment costs. With hourly help, the family pays only for the hours or visits.

Each has its logic: recruitment suits a long-term need, monthly a medium-term need or a trial, and hourly a limited need. So comparing the price of recruitment directly with the monthly service isn’t fair — they are different in nature and obligations. Read recruitment, monthly or hourly?.

Official fees and the country of recruitment

Recruitment involves official fees and procedures that differ by country and current rules, and change from time to time. That’s why we don’t give figures; refer to the official information published through official channels, and ask the licensed office for the fee details in writing.

We don’t compare or rank countries by price, because the choice should rest on the family’s needs and job-related skills, not on classifying people. In the request form you can name a preferred country or choose “no preference”, and the office explains which countries are currently open.

What the office’s offer includes

Offers differ in what they include: some cover following the request until arrival, reception, a longer guarantee period and contract insurance; others include less. So the cheapest offer may cover less, and a higher one may be clearer and more protective.

Ask each office for a written list of what the offer includes and excludes, and compare offers item by item, not by the final figure alone.

The guarantee or replacement period

After the worker arrives there is usually a guarantee or replacement period during which certain situations can be resolved according to the contract and the rules. Its length and conditions vary between offices, and that shows in the offer.

Ask how long it lasts, which situations it covers, what happens if you need a replacement, and whether the office bears any costs then. Read the guarantee and replacement period explained.

Insurance on the recruitment contract

Recruitment may include insurance on the contract that covers certain situations, as regulated by the competent authorities. Because the details and coverage can change, ask the office in writing: is insurance included, what does it cover, and who provides it?

Salary and benefits in the contract

With recruitment the family pays the salary agreed in the contract, on time and through approved channels. The salary reflects the duties and experience needed, such as childcare, cooking or driving.

Alongside the salary come basic benefits and rights the family provides, such as accommodation, food and health care, annual leave and the travel ticket under the rules. These aren’t “extras” to ignore — they are part of the contract and the worker’s rights. Read rights and obligations.

Accommodation, travel and contract length

A live-in worker needs suitable accommodation in the home: a clean room with ventilation and privacy. Some homes need to plan for this before arrival.

The contract length affects the total cost, as do travel tickets on arrival and at the end of the contract under the rules. With a monthly service the term matters too — some companies offer different terms for longer contracts.

Seasons and demand

Demand for monthly and hourly help rises before Ramadan, in the holidays and at the start of the school year. This can affect availability and offers, so plan early if you can.

Monthly and hourly: what are you paying for?

With a monthly service the family pays a service fee to the licensed company, and the company pays the worker’s salary and carries the main employer obligations. So the offer usually covers the worker’s pay and the company’s costs of organising the service, follow-up and replacement when needed — and terms can differ between a one-month and a twelve-month contract.

With hourly help you pay for hours, visits or a package, and the company organises attendance and follows up the service. Either way, ask: is the price all-inclusive, are there fees for cancelling or changing, and what happens if the worker is absent? Clear answers prevent surprises later.

Questions before you pay anything

• Is the provider licensed, and have I checked the licence through official channels?
• Do I have a written offer showing what the amount covers and doesn’t cover?
• Is the payment tied to a clear official contract?
• What is the refund policy if the request isn’t completed?
• Will I get a receipt or invoice in the licensed provider’s name?

If anyone hesitates to answer these questions, that is a sign worth pausing on before you pay.

Why be wary of very cheap offers?

An offer that looks far cheaper than the rest deserves an extra question: is the provider licensed? Is the offer written and does it include the official contract? Are you asked to pay without a contract? Is someone offering to “transfer” a worker from another family outside the rules?

Irregular offers may look cheaper at first, but they don’t protect you if something goes wrong, can put you in breach of the rules, and don’t protect the worker’s rights. That’s why we only pass requests to licensed providers. Read how to choose a licensed recruitment office.

How to compare offers fairly

• First check each provider’s licence through official channels.
• Compare what each offer includes, not the final figure alone.
• Ask about the guarantee period, insurance and refunds in writing.
• Work out the full cost over the contract, not just the starting cost.
• Notice how clearly the provider answers your questions.