Regulation of paid domestic work

Employment contract and registration

The engagement of domestic workers must be formalized through a written employment contract, regardless of whether it is agreed for a fixed term, an indefinite term, or for a specific task or project.

The contract must set out, among other matters:

• The duties to be performed
• The place of work
• Working hours
• Salary and method of payment
• The probationary period
• The duration of the relationship

Likewise, the contract and any changes relating to supplementary work must be registered in the Single Workers Registry of the Ministry of Labor, whose platform is currently being implemented for this type of work. Social security contributions must be paid through the PILA system.

Working hours

As of July 15, 2026, the maximum working time for domestic workers, both live-in and live-out, will be 42 hours per week.

Working time may be distributed over five (5) to six (6) days per week, with a maximum of nine (9) hours per day, provided the weekly limit is not exceeded.

Likewise, overtime and premium pay for supplementary, night, Sunday and public-holiday work must be recorded and recognized whenever applicable.

Labor rights

The Decree reiterates and develops the labor rights applicable to domestic workers, including:

• The current statutory minimum wage
• Transportation allowance, where applicable
• Service bonus (prima de servicios)
• Severance pay and interest on severance pay
• Work supplies (dotación), where the legal requirements are met
• Mandatory rest periods and other rights arising from the employment relationship

In particular, it refers to the right to 15 business days of paid vacation for each year of service.

Social security and family compensation fund

From the beginning of the employment relationship, the employer must ensure enrollment and timely payment of contributions to the Comprehensive Social Security System and to the Family Compensation Fund, in accordance with the conditions applicable to each worker.

Occupational risks

Enrollment in the General Occupational Risk System is mandatory, even when the worker provides services part-time or on a per-day basis.

The entire contribution to the General Occupational Risk System is borne by the employer.

Multiple employers

Where a domestic worker has more than one employer, each employer must independently comply with enrollment and contribution obligations, in proportion to the days actually worked.

Occupational health and safety

Employers must identify the hazards associated with domestic work and adopt the necessary prevention and protection measures. Among other obligations, they must:

• Implement measures to prevent occupational accidents and diseases.
• Provide, free of charge, the personal protective equipment required.
• Ensure the proper maintenance of the equipment and tools used.
• Report workplace accidents to the occupational risk insurer (ARL) within two (2) business days of their occurrence.

Prevention of and response to violence, workplace harassment and sexual harassment

The Decree includes specific provisions to prevent and address gender-based violence, workplace harassment and sexual harassment in the domestic work environment. To that end, it establishes a special procedure for filing complaints and specific safeguards for victims:

a) Filing the complaint. Where the alleged offender is the household employer, the complaint may be filed with the Labor Inspectorate, which will follow up on the matter and, where it finds grounds to do so, will forward copies to the competent authority.

b) Safeguards for the victim. The complainant will have special job protection for six (6) months following the filing of the complaint. The complainant may also turn to the ARL for emotional and psychological support, has the right not to be confronted with the alleged offender, and may terminate the employment contract without penalty by giving the corresponding prior notice, under the terms set out in the regulation.

c) Employer obligations. The employer must have an internal prevention and response protocol, incorporated as an annex to the employment contract.

Freedom of association and collective bargaining

Domestic workers are expressly granted the right to freedom of association and sector-level collective bargaining, even where there is a single worker in the household.