Domestic workers’ rights and employers’ obligations

A clear, written contract

The relationship rests on a written domestic work contract signed by both sides through official channels, setting out the duties, working hours, salary, term, accommodation and leave. The worker is entitled to understand the contract in a language she knows and to know what is expected before she starts.

A clear contract protects the family too: it sets what can and can’t be asked and makes any disagreement easier to resolve. Read the domestic work contract: what it must include.

Full salary, on time

One of the worker’s most important rights is to receive her agreed salary in full and on time, without delays or irregular deductions, through approved channels that document the payment. Documented payment protects both sides: it proves the worker’s entitlement and the employer’s compliance.

Salary must never be delayed “as a guarantee” or withheld for any reason. If the family has a concern about the work, the way forward is conversation or official channels — not the salary.

Daily rest and a weekly rest day

Domestic work is tiring and can’t go on without a break. The worker is entitled to enough daily rest and a weekly rest day, as the rules and contract set out. A rested worker works with more care and patience, especially with children and older people.

In busy seasons such as Ramadan and family occasions, agree in advance how time will be organised so days don’t turn into non-stop hours.

Annual leave and the end of the contract

The worker is entitled to paid annual leave under the rules, and to clear arrangements at the end of the contract, such as the return ticket and her agreed entitlements. Plan the leave early with her so the family can arrange its needs while she is away.

Passport and personal documents

The worker keeps her own passport and personal documents; the employer may not hold or withhold them. These documents belong to their owner, and keeping them is a basic human right.

If the family needs a copy of a document for an official procedure, a copy is enough, with the original returned straight away.

Decent accommodation, food and privacy

A live-in worker needs decent accommodation in the home: a clean room with ventilation, light and privacy, a comfortable bed and space for her belongings. She is also entitled to sufficient, suitable food and somewhere to rest away from work.

Privacy means respecting her own time and her calls with her family — being far from home isn’t easy, and staying in touch gives reassurance. Read preparing your home for a new domestic worker.

Health care

The worker is entitled to health care when she is ill, as the rules and contract set out, including medical insurance arrangements. If she falls ill, her rest and treatment come first; she shouldn’t be asked to work while unwell.

Work within the contract

The worker carries out the duties agreed in the contract, for the family that contracted her. She shouldn’t be asked to work for relatives, neighbours or anywhere else, to do dangerous or unlawful work, or to perform tasks she isn’t trained for, such as medical procedures.

If the family needs extra tasks, they are agreed clearly within the rules — or the family looks for a suitable service for them.

Respect and dignity in everyday details

Respect doesn’t need a written rule to show: speaking kindly, calling the worker by her name, thanking her for her work and giving feedback calmly. These small details make a calm home where the family and the worker both feel at ease.

There is no place for verbal or physical abuse, discrimination or humiliation. Dignity is everyone’s right; the worker is a partner in the home’s comfort, not a tool in it.

Communication and language

Much of the misunderstanding between a family and a worker comes from language, not intention. Explain tasks in short, clear sentences, show how rather than only describing, and write important things such as safety rules and emergency numbers on a clear sheet. Ask whether anything is unclear, and encourage her to ask without embarrassment.

The worker is also entitled to contact her family back home in her rest time. Knowing her family is well eases being far away and shows in how comfortable she feels at work.

The first weeks

The first weeks are a getting-to-know-you period for both sides: the worker learns the home’s routines, and the family learns how she works. Tasks may need explaining or adjusting, so set aside a few minutes every day or two to talk about what’s going well and what could be better.

If a real problem arises that conversation doesn’t solve, contact the licensed office or company during the guarantee period under the contract, rather than making hasty decisions.

The family has rights too

The relationship is balanced: the family is entitled to have the agreed work done honestly, to have the home’s privacy and customs respected, and to have the agreed safety rules followed, especially with children. It is also entitled to clear service from the licensed office or company and to the guarantee period under the contract.

When a disagreement arises

Most disagreements begin with a misunderstanding and are solved by a calm conversation about what each side expects. If talking doesn’t resolve it, the next step is the licensed office or company, then the official channels for domestic labour.

Neither side should take matters into their own hands — withholding salary or documents, stopping the worker from making contact, or leaving work without notice. Official channels exist to protect everyone.

A short checklist to start

• A written contract both sides understand.
• Full salary on time through documented channels.
• Daily rest, a weekly rest day and annual leave.
• The worker keeps her documents.
• Decent accommodation, food and health care.
• Duties within the contract only.
• Calm communication, and official channels for disputes.