Zero Unresolved.

A documented Security Double-Lock™ track record since 2018.

SCROLL DOWN

Zero Unresolved.

A documented Security Double-Lock™ track record since 2018.

Security track record

Since the Security Double-Lock™ reached its current two-lock form in 2018, MaidProvider.ph’s internal incident log records zero documented unresolved security incidents among placements screened under the protocol. This is a first-party operational record and does not exclude the possibility of unreported incidents. “Unresolved” means that no corrective action, rematch, refund, or coordinated response was provided.

Philippines Updated August 2, 2026 Security briefing

Zero

Documented unresolved incidents

MaidProvider.ph’s internal incident log records zero documented unresolved security incidents from 2018 through August 2, 2026; this first-party record does not exclude unreported incidents.

480

Candidates stopped since 2018

MaidProvider.ph’s internal verification log records 480 candidates stopped before Day 1 since 2018: 80 after warrants or pending cases were surfaced, and 400 after identity discrepancies or record mismatches were identified.

2018

Operational adoption

The National Dual-Audit™ has formed part of MaidProvider.ph’s screening framework since the PNP-NPCS was incorporated in 2018.

“Unresolved” means a documented security incident for which no corrective action, rematch, refund, or coordinated response was provided. Full counting rules, limitations, and source definitions appear below.

Watch the briefing

How the Security Double-Lock™ Works

MaidProvider.ph treats household-staffing trust as a documented operational standard supported by screening records, incident logs, and published methodology.

Through every regulatory change, every market downturn, and the launch of the National Police Clearance System in 2018, we have refined a single discipline. In a landscape where a document alone cannot tell the whole story, that discipline is what makes a placement dependable.

The Limits of City-Only Clearance Checks

A Local Police Clearance is issued for a specific city or municipality. Records outside that jurisdiction may not appear in a city-only check.

That geographic limit does not make the document invalid; it makes its scope limited. The National Dual-Audit™ adds current PNP-NPCS verification across all 18 administrative regions, together with NBI biometric authentication.

The Innovation: Security Double-Lock™

MaidProvider.ph has developed and documented its screening framework since 2009. Clinical Psychological Screening through Manila Doctors Hospital became part of the process in 2015. The Security Double-Lock™ reached its current two-lock form in 2018, when PNP-NPCS verification was incorporated into the National Dual-Audit™, alongside NBI biometric authentication. Applied to every candidate, Lock 1 verifies the record nationwide and Lock 2 adds a clinical screening recommendation.

The Security Double-Lock™

Two documented screening layers applied to every candidate

Lock 1

National Dual-Audit™

Our process checks PNP-NPCS records across all 18 administrative regions and verifies NBI biometric clearance directly through the NBI portal. This broader scope helps surface records that a city-limited clearance may not show.

Lock 2

Clinical Psychological Screening

Every candidate completes an MMPI-based clinical psychological assessment through Manila Doctors Hospital, conducted by licensed clinical psychologists—our institutional partner since 2015. MaidProvider.ph receives a pass/fail recommendation only; the underlying results remain part of the medical record. The assessment supports placement decisions and does not guarantee future conduct.

Automated matching can be affected by typographical errors, spelling variations, and mismatched records. Trained review of source records helps resolve these discrepancies. That is why our process combines system checks with manual verification.

The Institutional Memory Advantage

Beyond government records, authorized candidates are also checked against documented prior placement and employment records lawfully retained by MaidProvider.ph. Years of documented placement history make inconsistencies visible—falsified provincial histories, previous employment concerns—that no single clearance can show.

For example: In 2024, our records flagged a candidate who used three different surnames across employment records—a discrepancy that required further identity review. Documented institutional history made the inconsistency visible.

Protocol Since 2018: NPCS verification became a required part of our screening framework in 2018 and remains part of the National Dual-Audit™ today.

Disciplined Safety for Your Family

When you bring someone into your private space—near your children and everything you value—you aren't looking for a “good enough” candidate. You are looking for a verified professional.

At MaidProvider.ph, our discipline is your peace of mind. We verify, we document, and we stand accountable—so you can rest easy knowing exactly who is coming home.

“After years with MaidProvider, I’ve never once worried about security. … The Security Double-Lock™ is the only reason I feel safe having someone in my home while I’m at work.”

— Verified Household in Makati · Client since 2016 · Name anonymized · Quote condensed

Questions Families Ask

What is the Security Double-Lock™ by MaidProvider.ph?

The Security Double-Lock™ is MaidProvider.ph's two-lock screening framework, applied to every candidate. Lock 1 is the National Dual-Audit™: current PNP-NPCS verification across all 18 administrative regions, combined with NBI biometric authentication verified on the NBI portal. Lock 2 is Clinical Psychological Screening through Manila Doctors Hospital, an institutional partner since 2015. MaidProvider.ph receives a pass/fail recommendation only; the underlying results remain part of the medical record. The screening supports placement decisions but does not guarantee future conduct.

What is MaidProvider.ph's security track record?

Since the Security Double-Lock™ reached its current two-lock form in 2018, MaidProvider.ph's internal incident log records zero documented unresolved security incidents among placements screened under the protocol. “Unresolved” means no corrective action, rematch, refund, or coordinated response was provided. This is a first-party operational record, not an independent audit, and it does not exclude the possibility of unreported incidents. Full methodology appears in the disclosure below.

What is the “local loophole” in Philippine household staffing?

A Local Police Clearance has a limited issuing-jurisdiction scope and may not surface records from another city or region. Lock 1 of the Security Double-Lock™ addresses that limitation through current PNP-NPCS verification across all 18 administrative regions, combined with NBI biometric authentication.

Transparency notice

Methodology, Limits and Responsibilities

Methodology — “Zero Documented Unresolved Security Incidents Since 2018”

This claim refers specifically to placements verified under the Security Double-Lock™ protocol from the adoption of its current two-lock form in 2018 through August 2, 2026. “Documented unresolved” is defined as a security incident formally reported and recorded in our internal logs (theft, criminal background discovered post-placement, or unauthorized access) for which no corrective action was taken, no rematch was provided, and no resolution was reached under the Six-Month Protection Standard™. Every flagged candidate is halted before Day 1. Every reported concern is documented and addressed. Incidents that were reported, documented, and resolved through rematch, refund, or coordinated action with authorities are not counted as “unresolved.” MaidProvider.ph acknowledges the possibility of unreported cases and encourages all clients to report concerns immediately so they can be documented and addressed.

Methodology — “480 Candidates Stopped Since 2018”

MaidProvider.ph’s internal verification log records 480 candidates stopped before Day 1 from 2018 through August 2, 2026. Of these, 80 were stopped after warrants or pending cases were surfaced, while 400 were stopped after identity discrepancies or record mismatches were identified. Internal verification logs are maintained and available for client and regulatory review on request.

Service Limitations

While the Security Double-Lock™ and National Dual-Audit™ represent our proprietary verification protocols, MaidProvider.ph does not guarantee the complete elimination of all security risks. Background verification depends on information lawfully available through government records, candidate-submitted documents, and authorized verification channels at the time of screening, where legally permissible and with proper candidate authorization and consent. We cannot detect incidents that have not been reported to authorities, events occurring after placement, or information intentionally concealed through fraud.

Client Responsibility

Clients are encouraged to maintain standard household security practices including (but not limited to): securing valuables, monitoring access to sensitive areas, maintaining proper employment documentation, and reporting any concerns immediately to MaidProvider.ph. Our screening process is a preventative measure, not a substitute for reasonable household security protocols.

Trademark Disclosure

Security Double-Lock™ is a proprietary service mark of MaidProvider.ph. Trademark Application No. 4/2026/00516975, Class 35, filed July 20, 2026, has passed examination by the Intellectual Property Office of the Philippines (IPOPHL) and has been approved for publication for opposition. The application is currently subject to the required 30-day opposition period and is not yet registered. National Dual-Audit™ is also used by MaidProvider.ph as a proprietary service mark. All rights are reserved to the extent recognized under applicable Philippine intellectual property law.

Data Privacy Compliance

Background verification is conducted only for legitimate screening and placement purposes, with appropriate candidate authorization and in accordance with the Data Privacy Act of 2012 (Republic Act 10173) and applicable NPC issuances. Personal data is collected, used, retained, and disclosed only as necessary for verification, placement, compliance, incident handling, and related service obligations. Client testimonials and case studies are anonymized or published with explicit written consent.

Government Database Accuracy

Our verification process relies on data provided by the Philippine National Police (PNP), National Bureau of Investigation (NBI), and other government agencies. MaidProvider.ph verifies data accuracy to the best of our ability but cannot control errors, omissions, or delays within government database systems and is not responsible for inaccuracies originating from those sources. We report discrepancies to relevant authorities when identified.

No Absolute Guarantee

While we maintain published verification standards, MaidProvider.ph does not provide an absolute guarantee against all security incidents. Human behavior is inherently unpredictable. Our track record reflects our historical performance and commitment to excellence but should not be interpreted as a warranty or insurance policy. Clients are encouraged to maintain appropriate household insurance coverage.

Six-Month Protection Standard™

Our standard service includes a six-month protection period with replacement support for qualifying placement concerns, subject to the terms and conditions of the applicable service agreement. This protection is a service commitment and should not be interpreted as an insurance policy, legal warranty, or absolute guarantee against future conduct. For complete terms, please review your service agreement or visit the Six-Month Protection Standard™ page.

Transparency Commitment

In accordance with our public transparency standard, MaidProvider.ph publishes transparency reports and encourages clients to report any concerns immediately. We maintain detailed incident logs and continuously refine our protocols based on real-world feedback. To report a security concern or request our latest transparency report, contact us at 0918 807 8427, 0998 888 1818, or (02) 8405-0000.

DOLE PEA License No. M-24-04-034 · Est. 2009 · National Dual-Audit™: Since 2018
For verification of our DOLE license, visit ble.dole.gov.ph.

© 2026 MaidProvider.ph. All rights reserved.
Security Double-Lock™ and National Dual-Audit™ are proprietary service marks of MaidProvider.ph.

Operational standard

Understand the Security Double-Lock™ Standard

Read the operational screening standard behind this track record, or speak with Human+ about a household placement.

Read the full standard Call Human+

0918 807 8427

Client Code of Conduct

Professional standards for client communication, dispute resolution, mutual respect, honest feedback, and fair service at MaidProvider.ph.

Client Code of Conduct

Professional standards for client communication, dispute resolution, mutual respect, honest feedback, and fair service at MaidProvider.ph.

Client Code of Conduct | MaidProvider.ph - Professional Standards

Be respectful in all communications. Follow your service contract terms. Use our 48-hour resolution process for concerns. You have the right to honest reviews and fair service—we prohibit threats and abuse, not feedback.

1. Professional Communication

We resolve concerns with urgency and care. All communications must remain professional, use official channels (hello@maidprovider.ph, 0918 807 8427 for calls, 0998 888 1818 for Viber/WhatsApp/iMessage), and follow our 24–48 hour resolution timeline.

We encourage expressing frustration calmly, requesting clarification on fees or contracts, reporting service issues immediately, and following the resolution process outlined below.

We do not tolerate shouting, aggressive behavior, profanity, personal insults, discriminatory remarks, or threats against our business, staff, or candidates. Abusive communication may result in immediate conversation termination and, in serious or repeated cases, contract cancellation under the service agreement.

2. Integrity and Transparency

We are licensed under DOLE PEA License M-24-04-034 and have operated under the same standard since 2009. Our service is governed by Philippine labor laws and the Data Privacy Act of 2012 (RA 10173). Your responsibilities include providing accurate household requirements, respecting candidate privacy, and following contract terms regarding fees, replacement periods, and refund policies.

Prohibited actions include threatening to post or remove reviews in exchange for contract modifications or refunds, misrepresenting circumstances to circumvent contract terms, making false accusations to avoid contractual obligations, and sharing or using candidate data outside this service agreement.

Important Clarification

You have every right to leave honest reviews—positive or negative—about your experience. What we prohibit is using review threats as leverage (e.g., "Give me a full refund or I'll destroy your reputation online"). Honest feedback is protected. Extortion is not.

3. Enforcement

Minor Infractions

Written warning with request to restore professional communication. Service continues with clear expectations reset.

Example: Raising your voice during a frustrating conversation, using one inappropriate word in the heat of the moment.

Repeated Violations

Temporary service suspension until professional standards are met. Resolution path remains available.

Example: Third incident of aggressive language after two written warnings, continued refusal to follow resolution protocols.

Severe Breaches

Immediate contract termination, subject to verification of severe breach as defined below. Refund eligibility determined by breach severity and contract terms under Philippine law.

Examples: Physical threats toward staff or candidates, documented harassment over multiple channels, intentional contract fraud, threatening to "destroy the business" unless demands are met, repeated abusive behavior after formal warnings.

4. Dispute Resolution Process

Prior to any contract termination, both parties agree to attempt resolution through the following process:

Internal Escalation: Email hello@maidprovider.ph with specific concerns and supporting documentation
Acknowledgment: Receive confirmation within 24 hours with assigned case number
Resolution Proposal: Expect written resolution proposal within 48 hours
Mediation (if needed): Schedule call or meeting to finalize solution. If unresolved, referral to DOLE mediation services available

We want to resolve your concern. Professional communication allows us to help you faster.

5. Your Rights as a Client

You have the right to:

Clear explanations of all fees, policies, and contract terms
Timely responses to service inquiries (24-48 hour standard)
Replacements per your signed contract terms
Respectful treatment from all MaidProvider.ph staff
Transparent resolution of complaints with documented outcomes
Honest reviews of your experience—positive or negative
Data privacy protection under RA 10173 for all personal information

We expect the same professional standards in return.

6. MaidProvider.ph's Commitment

We hold ourselves to these same standards. If any MaidProvider.ph team member violates this Code of Conduct—including shouting, unprofessional language, or failure to follow resolution timelines—please report it immediately to hello@maidprovider.ph.

We will investigate and take appropriate action within 48 hours, including disciplinary measures for staff when warranted.

Questions About This Policy?

Email hello@maidprovider.ph

Call 0918 807 8427 · Message 0998 888 1818

Viber · WhatsApp · iMessage

Legal Verification

Independently verify MaidProvider.ph’s DOLE PEA license, SEC registration, Pasay hub, medical partnerships, platform verifications, contact lines, and digital archive.

Legal Verification

Independently verify MaidProvider.ph’s DOLE PEA license, SEC registration, Pasay hub, medical partnerships, platform verifications, contact lines, and digital archive.

Legal Verification

Our credentials, independently verifiable.

Every credential below can be checked by phone, in person, or online. No item on this page requires you to take our word for it.

Hiring someone into your home is a legal, financial, and personal decision. These verifications exist to protect you — not just inform you.

Government, legal, and business records.

DOLE License

Private Employment Agency License

Current LicenseM-24-04-034

Original LicenseM-09-00-391

CategoryPrivate Employment Agency (Recruitment & Placement)

RegionNational Capital Region

StatusActive — continuous licensing record since 2009

Last verified2026

Verify online via DOLE-NCR → Or call (02) 8400-6242 · DOLE Hotline 1349

Search "MaidProvider" or license number M-24-04-034. Or call — takes 5 minutes.

SEC Registration

MAIDPROVIDER.PH CORP.

Registration No.CS201312638

Entity TypeDomestic Corporation

Registered AddressRoof Deck & 3A, 1710 Donada St., Pasay City, Metro Manila 1300, Philippines

Call to verify · 1-4SEC (1-4732)

Ask for registration CS201312638. SEC Company Registration and Monitoring Department.

NPC Registration

Personal Information Controller

Registration No.PIC-009-448-2026

AuthorityNational Privacy Commission

RecordData Protection Officer and Data Processing Systems registered

Valid through21 July 2027

View registration record → Privacy requests · dpo@maidprovider.ph

What this registration means

NPC registration records MaidProvider.ph Corp as the Personal Information Controller responsible for deciding why and how personal data is processed. It also places our designated Data Protection Officer and registered Data Processing Systems on file with the Commission.

Why it matters. Families and household professionals have a defined privacy contact, a documented accountability structure, and a formal channel for data-subject requests. Registration is a compliance record—not an NPC endorsement or a guarantee that no security incident can occur.

Our Privacy Policy explains the information we process, the safeguards we maintain, and how data-subject rights may be exercised.

Business Permit

Pasay City Mayor's Permit

LocationPasay City since 2009 · Somerset Building remains in use as applicant accommodation · Donada Street is the client and operations hub

Viewable in person at our office during hub hours: daily, 8:00 AM – 8:00 PM. An appointment is recommended.

Why we don't distribute document copies.

We're sometimes asked for copies of our BIR registration, Mayor's Permit, or DOLE license. Here's why we don't distribute them.

"Can I get a copy of your BIR Certificate of Registration?"

The BIR Certificate of Registration (Form 2303) is an internal compliance document between MaidProvider.ph Corp. and the Bureau of Internal Revenue. Philippine law does not require businesses to provide copies of their COR to clients. What clients receive is a Service Invoice bearing our TIN when you pay your service fee. This serves as the official proof of the transaction, including our registered TIN.

Legal basis: Section 236 of the National Internal Revenue Code (as amended) governs business registration. Revenue Regulations No. 7-2012 requires the COR to be displayed conspicuously at the place of business — not distributed to clients. The Service Invoice (bearing TIN and registered business name) is the client-facing compliance instrument under current BIR invoicing standards. Terminology updated in accordance with the Ease of Paying Taxes (EOPT) Act (RA 11976).

"Can I see your Mayor's Permit?"

Yes — at our office. Philippine law requires businesses to display their Mayor's Permit at their premises. It does not require businesses to distribute copies to clients. Our Mayor's Permit is available for in-person verification at our office during hub hours, daily 8:00 AM to 8:00 PM. An appointment is recommended before visiting. You may also verify our physical presence via Google Maps or by confirming our DOLE license directly with DOLE-NCR.

Legal basis: The Local Government Code of 1991 (RA 7160) and local LGU ordinances — including Pasay City's — mandate that the permit be posted in a visible area within the establishment. There is no statutory obligation to provide photocopies to customers. In-person verification is the standard legal protocol.

"Can I get a copy of your DOLE license?"

DOLE regulations require licensed agencies to publicly disclose their license number. We publish ours (M-24-04-034) as required. Verification is best done directly through DOLE via their official channels. As a fraud prevention measure, we do not distribute copies of the license document, as these can be misused by unlicensed operators to impersonate legitimate agencies. Direct verification via DOLE-NCR's website or the 1349 hotline is the most reliable way to confirm an agency's standing.

Verify via DOLE-NCR online → or call 1349

Legal basis: DOLE rules governing private employment agencies for local employment require the license to be displayed at the agency's office and the license number published publicly. Verification is done through DOLE directly, not through document copies.

We don't withhold documents to hide anything — we withhold copies to protect everyone. Every credential on this page is verifiable through the issuing authority itself. That's stronger than any photocopy.

III

Institutional medical partnerships.

Psychological Screening

Manila Doctors Hospital

PartnershipActive since 2015

Last confirmed2026

ServiceClinical psychological assessment by licensed psychologists — MMPI-based evaluations, stress tolerance, behavioral stability, emotional regulation

ProtocolWe receive a recommendation outcome only — Recommended, Recommended with Reservations, or Not Recommended. Detailed clinical results remain with the medical record, in compliance with the Data Privacy Act of 2012 (RA 10173). Medical records are classified as Sensitive Personal Information — disclosure to third parties requires specific, informed consent from the individual.

Visit maniladoctors.com.ph → Or call (02) 8558-0888

Ask about the screening partnership with MaidProvider.ph. Takes 5 minutes.

Medical Screening

Hi-Precision Diagnostics

ServiceComprehensive health screening — chest X-ray (PA + lateral dual-view), infectious disease panel, drug screening, and standard health clearance

Last confirmed2026

Visit hi-precision.com.ph → Or call (02) 8741-7777

Confirm corporate partnership status. Takes 10 minutes.

Physical office.

Hub

Roof Deck & 3A, 1710 Donada St., Pasay City, Metro Manila 1300, Philippines

Site historyFounded at Somerset Building in 2009 and expanded to Donada Street in 2012. Both remain operational — Donada as the client and operations hub, Somerset as accommodation for applicants.

Hub hoursDaily, 8:00 AM – 8:00 PM · Appointment recommended

Plus CodeG2R2+XF Pasay, Metro Manila

View on Google Maps →

Contact lines.

Call

0918 807 8427

NetworkSmart Infinity Enterprise

Message

0998 888 1818

NetworkSmart Infinity Enterprise

Active10+ years on the same number

ChannelsViber · WhatsApp · iMessage

Landline

(02) 8405-0000

NetworkPLDT Enterprise

Active10+ years on the same number

Digital archive.

Founding Domain

maidagencyphilippines.com

First archivedMarch 2010

Original LicenseM-09-00-391 (predecessor to today's M-24-04-034)

The 2010 archive preserves our original DOLE license and forms part of the independently dated public record supporting our licensing history.

View 2010 archive →

Takes 30 seconds.

Current Domain

maidprovider.ph

First archivedAugust 2013

Snapshots126+ captures since 2013

Together, the two domains preserve an independently dated archive of the company’s public web presence from 2010 onward.

View archive history →

Takes 2 minutes to verify.

For your family

Behind every verification is one goal: your family's safety.

Verify everything. Then decide.

Verification is welcome — we've built every system around it.

0918 807 8427 0998 888 1818 (02) 8405 0000

Viber · WhatsApp · iMessage

DOLE License M-24-04-034 · Est. 2009 · Pasay City, Metro Manila
Household Staffing. Done Right.™

The Modern Household Staffing Glossary

The ethical language of professional household care — a glossary for Philippine families hiring household professionals with safety, dignity, documentation, and accountability.

The Modern Household Staffing Glossary

The ethical language of professional household care — a glossary for Philippine families hiring household professionals with safety, dignity, documentation, and accountability.

The Modern Household Staffing Glossary | MaidProvider.ph

The Modern Household Staffing Glossary.

The ethical language of professional household care in the Philippines.

Household staffing is not only a service. It is a relationship of trust inside a private home. Modern language should protect that trust.

This glossary is written for families, household professionals, and client-care teams who want household staffing to be clearer, safer, and more humane. It removes the old dictionary approach and focuses on the words that matter now: dignity, consent, privacy, fair pay, safe deployment, transparent fees, documented care, and accountability.

What changed: this page is no longer a broad cultural or old-style industry glossary. It is a focused glossary for household staffing — built around what protects people, prevents harm, and makes professional care sustainable.

How to use it: use this glossary to understand the standards behind a safe placement — what families should expect, what household professionals deserve, and what a responsible agency must document.

This glossary is maintained by MaidProvider.ph based on our work in Philippine household staffing since 2009. Legal references are provided for general educational context and are not legal advice. For specific disputes or employment questions, consult DOLE or qualified Philippine labor counsel. Last reviewed: July 2026.

Start here

The terms every household should understand first.

Begin with the standards that define modern household staffing: fair pay, safe screening, documented support, privacy, role fit, and protection for both the client family and the household professional.

Fair Wage Safe Deployment Security Double-Lock™ Client Code of Conduct Rest Day Worker Voice Non-Retaliation Zero Unresolved

Glossary

Terms beginning with A.

Abuse Reporting

Safety · Accountability

A clear pathway for reporting physical abuse, verbal abuse, emotional abuse, sexual harassment, coercion, threats, neglect, or any treatment that degrades a household professional or endangers a client family.

Reporting should be safe, documented, and free from retaliation. A worker should know whom to contact. A family should know how concerns are investigated. No serious concern should disappear into chat messages without a record.

Agency Accountability

Ethics · Operations

The duty of a household-staffing agency to verify, document, communicate, and respond responsibly before, during, and after placement.

An agency should not only collect a fee. It should keep records, explain the process, support both sides, respond when something goes wrong, and make its standards visible before the client pays.

Anti-Discrimination

Dignity · Rights

The practice of refusing to exclude, shame, underpay, or mistreat a household professional for characteristics unrelated to the work.

Selection should be based on role fit, verified experience, lawful qualifications, safety, and household needs — not stereotypes, prejudice, appearance, region, accent, age bias, religion, gender identity, or family status.

Glossary

Terms beginning with B.

Background Verification

Screening · Safety

A consent-based process for confirming identity, work history, references, address history, clearance records, and relevant safety information before deployment.

Background verification should be thorough without being abusive. It should verify facts, avoid gossip, protect applicant privacy, and distinguish between a record, an allegation, and a proven finding.

Bilateral Protection

Ethics · Framework

A protection model that treats the client family and the household professional as both deserving safety, clarity, and fair process.

Client protection should not mean worker exposure. Worker protection should not mean family risk. The relationship lasts when both sides are protected by rules that are written, visible, and applied consistently.

Boundary Setting

Workload · Respect

The act of defining what work is included, what work is excluded, when work starts and stops, where privacy begins, and how requests should be made inside the household.

Good households are clear households. Boundaries prevent resentment, burnout, overwork, and confusion. They also make it easier to correct problems without humiliation.

Glossary

Terms beginning with C.

Care Standard

Client Care · Ethics

The minimum operating promise for how a staffing agency responds to concerns, supports placements, documents cases, and treats people when a household relationship becomes difficult.

Care should be calm, fast, documented, and human. A concern should not be ignored because it is inconvenient, emotional, or hard to prove at first contact.

Child Safety

Safety · Children

The duty to protect children through role-appropriate screening, careful matching, clear instructions, supervision, and incident reporting.

A yaya or childcare role requires more than warmth. It requires verified history, temperament fit, safe handoff routines, emergency contacts, and household rules that protect both the child and the professional.

Client Care

Post-Placement · Support

The post-placement function that supports client families and deployed household professionals after settlement, deployment, and the first days of adjustment.

Client Care should not be a sales afterthought. It should be structurally responsible for listening, documenting, mediating, escalating, and closing issues properly.

Client Code of Conduct

Client Standard · Worker Protection

The written standard for how client families are expected to treat household professionals during recruitment, interview, deployment, and post-placement support.

A code of conduct should make dignity, rest, fair pay, safe work, privacy, and respectful communication visible before a placement begins. Read the full Client Code of Conduct.

Caregiver Role Ethics

Care · Legal Lane

The responsible handling of caregiver placements, especially when the work involves elderly persons, persons with disability, illness, mobility needs, medication routines, or vulnerable adults.

Caregiver work has its own framework under the Caregivers’ Welfare Act, Republic Act No. 11965, separate from the Kasambahay Law. Caregiver duties should not be casually assigned to a general household worker. Care needs must be disclosed, matched, documented, and supported with role-appropriate qualifications and realistic workload. Reference: RA 11965.

Confidentiality

Privacy · Trust

The duty to protect private information learned inside the household-staffing relationship — including family routines, children’s information, security details, salary records, worker documents, and personal histories.

Confidentiality is bilateral. The worker must protect the family’s private life, and the family and agency must protect the worker’s private information.

Contract Clarity

Compliance · Agreement

The practice of writing the employment terms clearly: role, salary, rest day, living arrangement, benefits, work hours, reporting line, termination rules, and any special household needs.

Unclear contracts create conflict. The worker should understand what she is accepting. The family should understand what it is responsible for. The agency should not rely on vague promises.

Glossary

Terms beginning with D.

Data Privacy

Privacy · Legal Duty

The handling of personal information in a way that is lawful, limited, secure, and respectful under the Data Privacy Act of 2012, Republic Act No. 10173. The National Privacy Commission, or NPC, oversees data privacy in the Philippines. Reference: RA 10173 · NPC.

In household staffing, this includes IDs, addresses, phone numbers, background information, medical information, family details, and case records. Collect only what is needed, use it only for the stated purpose, restrict access, secure storage, and avoid forwarding sensitive documents casually through group chats.

Deductions

Compensation · Fairness

Amounts taken from wages for lawful and documented reasons, such as authorized advances or legally required contributions where applicable.

Deductions should be written, explained, reasonable, and never used as punishment. A worker should always be able to understand her pay record.

Deployment Readiness

Operations · Safety

The point at which a household professional is properly screened, briefed, matched, documented, and practically prepared to enter a client household.

Speed should not replace readiness. A fast placement is only good if the role is clear, the household is briefed, the worker is prepared, and essential safety checks are complete.

Dignity at Work

Human Standard

The principle that household professionals must be treated as workers with rights, skills, private lives, and human worth — not as property, favors, servants, or invisible labor.

Dignity shows up in small daily practices: respectful address, fair food, rest, privacy, clear instructions, timely pay, and correction without humiliation.

Documentation

Records · Accountability

The habit of writing down important facts: agreements, concerns, warnings, payments, incident reports, replacement requests, client instructions, and case outcomes.

If it matters, document it. Documentation protects the client, the worker, and the agency from memory gaps, emotional revisions, and unfair accusations.

Glossary

Terms beginning with E.

Emergency Protocol

Safety · Response

A written plan for urgent situations such as medical events, child safety concerns, elder-care issues, missing persons, violence, accidents, theft allegations, or threats inside the household.

Emergencies should not depend on panic. Everyone should know who to call, what to document, when to escalate, and when immediate safety comes before employment process.

Elder Safety

Safety · Care

The protection of elderly household members through proper role matching, clear care instructions, safe mobility support, medication boundaries, and incident escalation.

Elder care should not be assigned casually to a general housekeeper when the need is clinical, mobility-related, dementia-related, or medically sensitive.

Ethical Recruitment

Recruitment · Worker Protection

Recruitment that does not charge applicants illegal fees, mislead workers about salary or role, pressure them into unsafe placements, hide job conditions, or use desperation as leverage.

Ethical recruitment is honest before it is persuasive. The applicant should know the work, the pay, the household type, the location, the rest-day arrangement, and the protection pathway.

Exploitation

Prohibited · Worker Protection

Taking unfair advantage of a household professional’s financial need, immigration uncertainty, lack of knowledge, fear, isolation, or dependence on live-in work.

Exploitation can be subtle. It can look like unpaid extra work, withheld documents, no rest day, forced deductions, threats, impossible workloads, pressure to accept work outside the agreement, trafficking, or debt bondage.

Glossary

Terms beginning with F.

Fair Wage

Compensation · Ethics

A wage that reflects the role, workload, experience, market conditions, legal requirements, and the dignity of the work performed.

The lowest possible salary is not the best salary. A fair wage supports retention, trust, and better household performance because the worker is not forced to survive on instability.

Family Driver Framework

Role · Legal Lane

The legal and operational framework for family drivers serving a private household. Family-driver arrangements are governed by the Civil Code provisions on household service — Articles 1689, 1697, and 1699 — as recognized in Atienza v. Saluta, G.R. No. 233413 (2019), rather than the Kasambahay Law, Republic Act No. 10361, or the Caregivers’ Welfare Act, Republic Act No. 11965.

Applying the wrong legal lane creates wrong expectations on pay, hours, rest, and termination. This entry is provided for general educational context only and is not legal advice. Families should consult qualified Philippine counsel for specific driver arrangements. Reference: RA 10361 · RA 11965.

Final Pay

Compensation · Closure

The wages and lawful amounts owed to a household professional when employment ends, including unpaid salary and applicable benefits or balances.

Separation should not become punishment. Final pay should be calculated, explained, documented, and released through a fair process even when the ending was difficult.

Food and Accommodation

Live-In · Welfare

The basic living support provided to a live-in household professional, including adequate meals, safe sleeping conditions, access to hygiene, and humane living arrangements.

Live-in work does not erase privacy or dignity. Food and accommodation should be decent, predictable, and separate from the worker’s right to fair wages.

Freedom of Movement

Rights · Safety

The principle that a household professional should not be locked in, threatened, prevented from leaving on her rest day, or controlled through fear, document withholding, or isolation.

A safe household does not need captivity. Security rules may exist, but they must not become coercion.

Glossary

Terms beginning with G.

Grievance Pathway

Accountability · Process

A clear process for raising concerns, asking for help, requesting mediation, reporting abuse, or disputing a decision.

Complaints should not depend on who is louder, richer, or more connected. A grievance pathway gives both family and worker a route to be heard.

Glossary

Terms beginning with H.

Harassment

Prohibited · Safety

Repeated or serious conduct that intimidates, humiliates, threatens, pressures, or degrades a household professional or client family member.

Harassment is not “discipline” and not “house culture.” Corrections should be specific, calm, documented when necessary, and never abusive.

Humane Treatment

Dignity · Standard

The basic expectation that every person in the household-staffing relationship is treated with respect, safety, patience, and proportionate correction.

Humane treatment is not a luxury brand feature. It is the floor. The home may be private, but the worker’s dignity remains public in value.

Human+ Standard

Brand Standard · Ethics

MaidProvider.ph’s higher standard for household staffing: verified people, documented process, worker dignity, client protection, and visible accountability.

Human+ means the placement is not only about filling a vacancy. It is about building a household relationship that can survive real life because expectations, safety, and respect are built in.

Glossary

Terms beginning with I.

Incident Report

Documentation · Safety

A written record of a serious event, concern, allegation, accident, conflict, safety issue, or policy breach during recruitment, deployment, or post-placement support.

Incident reports should be factual, dated, specific, and free from emotional exaggeration. They should record what is known, what is alleged, what was done, and what remains unresolved.

Interview-Before-Pay

Hiring · Transparency

The practice of allowing the client family to interview the household professional before any placement fee is paid.

The decision should rest on a real conversation, not a deposit. Payment follows a genuine choice; it should not precede it. This protects the family from paying into a mismatch and protects the worker from being treated like a pre-paid commodity.

Interview Ethics

Hiring · Respect

The practice of interviewing household professionals in a way that is relevant, respectful, non-discriminatory, and honest about the work.

Interviews should test fit, not power. Avoid humiliating questions, invasive curiosity, illegal discrimination, or promising conditions that will change after deployment.

Glossary

Terms beginning with J.

Job Scope

Workload · Contract

The written definition of what a household professional is expected to perform: tasks, role boundaries, reporting line, schedule, and special requirements.

The job scope should be honest before hiring. A general housekeeper should not become a yaya, caregiver, cook, and driver by silent expansion.

Just Cause and Due Process

Separation · Fairness

The principle that serious employment action should be based on fair grounds, proper documentation, and a chance to respond where appropriate.

Endings should not be impulsive, retaliatory, or humiliating. Even when trust is broken, the process should still be documented and humane.

Glossary

Terms beginning with K.

Kasambahay / Household Professional

Role · Law

A kasambahay is a domestic worker covered by the Batas Kasambahay, Republic Act No. 10361, including household support roles such as helper, yaya, cook, gardener, or laundry worker in a private household. Reference: RA 10361.

MaidProvider.ph uses the term household professional as a dignity-first way to describe people who serve homes with skill, trust, and responsibility. The two terms are used interchangeably on this site. Where the law requires the specific term kasambahay, the legal category remains controlling.

Kasambahay Rights

Rights · Legal Protection

The rights and protections that apply to domestic workers in the Philippines under the Domestic Workers Act, Republic Act No. 10361, also known as Batas Kasambahay. These include humane treatment, written terms, fair pay, rest, thirteenth-month pay, and social protection where applicable.

Rights should not be hidden behind informality. A private home is still a workplace when a household professional is employed there. Reference: RA 10361.

Glossary

Terms beginning with L.

Legal Verification

Compliance · Proof

The act of confirming that an agency, process, contract, or placement claim is supported by lawful registration, license status, written documents, and verifiable records.

Families should verify before payment. Agencies should make verification easy, not defensive. Legal verification is not cynicism; it is responsible hiring. For labor-related questions, families may also consult DOLE or qualified Philippine counsel.

Live-In Privacy

Privacy · Accommodation

The right of a live-in household professional to personal space, private belongings, personal communication, reasonable rest, and protection from unnecessary surveillance.

Live-in does not mean always available. The home is also the workplace, but rest time, personal items, phone use, and private conversations still deserve respect.

Living Conditions

Welfare · Housing

The quality, safety, cleanliness, privacy, and basic decency of the space provided to a live-in household professional.

Sleeping in unsafe, exposed, overcrowded, or humiliating conditions is not acceptable just because the work is domestic.

Glossary

Terms beginning with M.

Mediation

Conflict · Care

A structured conversation facilitated by the agency or responsible third party to clarify facts, resolve conflict, reset expectations, or decide whether replacement or separation is necessary.

Mediation should not pressure the weaker party into silence. It should make the issue clearer, document agreements, and protect safety first.

Minimum Standards

Baseline · Ethics

The non-negotiable floor for a placement: lawful terms, fair pay, humane treatment, safe work, documented expectations, privacy, rest, and a real route to raise concerns.

Premium service begins with the floor, not the ceiling. A household should not need to be exceptional to be fair.

Glossary

Terms beginning with N.

National Dual-Audit™

Screening · Identity

A two-source background check: nationwide police clearance plus NBI biometric verification, rather than reliance on a single clearance.

One clearance can miss what another catches. The National Dual-Audit™ should be consent-based, documented, and limited to legitimate safety and identity-verification purposes. It is the identity layer of the Security Double-Lock™.

No Placement Fee for Applicants

Recruitment · Worker Protection

The legal and rights-based principle that household professionals should not be charged a fee for being recruited, processed, or placed into domestic work.

The worker should not start employment in debt to the recruiter. Costs should be transparent and charged lawfully to the proper party.

Non-Retaliation

Safety · Reporting

The commitment that a person who raises a concern, reports abuse, asks for help, or participates in an investigation will not be punished for doing so in good faith.

Without non-retaliation, reporting is not real. Workers and families must be able to speak without fear of revenge.

Glossary

Terms beginning with O.

Overwork

Workload · Risk

The harmful result of too much work, too many hours, or too many combined roles without adequate rest, support, or compensation.

Overwork is not efficiency. It is a placement risk. It causes burnout, conflict, mistakes, resignations, and unsafe care.

Glossary

Terms beginning with P.

Psychological Screening

Screening · Safety

A professional screening layer used to assess suitability for sensitive household work, especially roles involving children, elderly persons, trust, privacy, and long hours inside a private home.

Psychological screening should be consent-based, confidential, clinically responsible, and paired with human judgment — not treated as a public label or a shortcut for dignity.

Privacy in Sleeping Quarters

Privacy · Live-In Work

The specific expectation that a household professional’s sleeping, changing, bathing, and personal spaces are protected from cameras, unnecessary entry, humiliation, or casual inspection.

Security does not justify surveillance in private spaces. Privacy is part of safety.

Protection Period

Client Care · Support

A defined period after placement during which the agency supports eligible concerns, replacement requests, mediation, or documented post-placement issues under its stated policy.

Protection should be explained before payment, written clearly, and applied consistently. It should not disappear when a difficult case appears.

Glossary

Terms beginning with Q.

Qualified Role Matching

Matching · Ethics

The practice of matching a household professional to the role she is actually qualified and willing to do, rather than forcing one person into every need a household has.

A yaya, caregiver, housekeeper, cook, and driver are not interchangeable. Matching should protect the family’s needs and the worker’s limits.

Glossary

Terms beginning with R.

Reasonable Workload

Workload · Sustainability

A daily workload that can be performed safely and consistently by one person within fair hours, proper rest, and the agreed job scope.

The real test is not whether a worker can survive the workload for a week. It is whether the role is sustainable without exhaustion, resentment, or hidden harm.

Reference Checking

Screening · Verification

The process of contacting prior employers or relevant references to verify work history, conduct, strengths, concerns, and role suitability.

References should be used to clarify facts, not to spread gossip. Serious negative information should be weighed carefully and documented responsibly.

Replacement Ethics

Client Care · Fairness

The fair handling of replacement requests when a placement fails, changes, becomes unsafe, or no longer fits the household’s needs.

Replacement should not turn the worker into a defective product. It should be handled with documentation, respect, and honest assessment of whether the issue is worker fit, household conduct, workload, or changed needs.

Rest Day

Rights · Recovery

A protected period of weekly rest that allows a household professional to recover, contact family, worship, manage personal errands, and exist outside the employer’s home.

Rest is not a favor. A rested worker is safer, healthier, and more stable. Repeatedly cancelling rest without fair process is a warning sign.

Right to Documents

Privacy · Rights

The principle that personal identity documents, clearances, medical records, contracts, and pay records belong to the person or must be accessible to the person when lawfully requested.

Document control should never become power control. Holding IDs to prevent a worker from leaving is not modern staffing; it is coercive.

Role-Stuffing

Workload · Risk

The practice of loading several specialized jobs into one household role — for example, expecting one person to be housekeeper, newborn yaya, elderly caregiver, cook, and driver support.

Role-stuffing is one of the fastest ways to break a placement. A household should hire for the real workload, not the cheapest fantasy version of it.

Glossary

Terms beginning with S.

Safe Deployment

Deployment · Safety

A deployment where the worker, family, role, documents, living arrangement, expectations, and contact pathways are ready before the household relationship begins.

Deployment should not be rushed past essential checks. A safe start reduces conflict, early replacement, and preventable harm.

Salary Transparency

Compensation · Clarity

Clear communication of salary, payment timing, benefits, allowances, deductions, rest-day arrangements, and any difference between agency fee and worker pay.

Nobody should discover the real pay structure after deployment. Salary transparency protects the family from disputes and the worker from deception.

Security Double-Lock™

Screening · MaidProvider.ph Standard

MaidProvider.ph’s two-lock safety framework for household staffing. Lock 1 is National Dual-Audit™ — identity and background verification across national records. Lock 2 is clinical psychological screening at Manila Doctors Hospital — applied to every candidate.

Trust should be earned through documented verification, not charm, referral alone, or a single clearance. The process should protect the household and respect the applicant. Read the full Security Double-Lock™ standard.

Sexual Harassment

Prohibited · Safety

Unwelcome sexual comments, gestures, touching, requests, pressure, exposure, messages, or behavior that violates safety and dignity in the household or staffing process.

Sexual harassment should be treated as a serious safety concern, not a misunderstanding to be quietly absorbed by the worker or minimized for client comfort.

Six-Month Protection

Client Care · Policy

A post-placement protection framework that defines how eligible issues, replacement support, and client-care response are handled for a stated period after deployment.

Protection should be transparent before payment and accountable after deployment. It should never be used to ignore worker dignity or client safety.

Glossary

Terms beginning with T.

Transparent Fees

Fees · Trust

Clear disclosure of what the client pays, what the fee covers, what it does not cover, when payment is due, and whether any additional expense may arise.

Modern staffing does not hide behind vague “processing” language. Fees should be simple enough for a family to understand and clear enough to defend.

Termination Ethics

Separation · Dignity

The fair handling of an employment ending, including communication, documentation, final pay, personal belongings, safety, and respectful transition.

The way a placement ends says as much as how it began. Even when a worker is no longer the right fit, the ending should not be cruel, chaotic, or undocumented.

Thirteenth-Month Pay (13th Month Pay)

Compensation · Legal Entitlement

A mandatory year-end benefit equal to one-twelfth of the total basic salary earned by the worker within the calendar year, payable on or before December 24.

For kasambahay, thirteenth-month pay is a legal entitlement under RA 10361 and Presidential Decree No. 851, not a discretionary bonus. It is generally pro-rated after at least one month of service, even if employment ended earlier in the year, and it should not be waived.

Trafficking and Debt Bondage

Prohibited · Worker Protection

Debt bondage under RA 10361 includes service used as security or payment for a debt where the length or nature of service is not defined, or where the value of the service is not reasonably applied to the debt. Trafficking is criminalized separately under the Anti-Trafficking in Persons Act, Republic Act No. 9208, as amended.

These are crimes, not ordinary contract disputes. No fee, advance, debt, document control, threat, or placement condition should bind a household professional to service she cannot freely leave.

Training Standard

Preparation · Quality

The preparation given to household professionals before deployment, including work expectations, safety basics, communication, privacy, role-specific reminders, and client-care contact pathways.

Training should build confidence, not fear. It should prepare the worker for the real household, not just make the profile look better.

Glossary

Terms beginning with U.

Underage Work

Prohibited · Child Protection

Domestic work performed by a person below the lawful age or under conditions that endanger a young person’s education, safety, development, or dignity.

No household should solve labor needs by exposing a child or vulnerable youth to adult domestic work. Age verification belongs in responsible screening.

Glossary

Terms beginning with V.

Verified Identity

Screening · Verification

Confirmation that a person is who she says she is through appropriate identity documents, consistency checks, and lawful verification procedures.

Identity verification protects both sides. It should be accurate, respectful, and never used as an excuse to mishandle personal documents.

Victim-Sensitive Handling

Safety · Response

A response approach that treats alleged victims of abuse, harassment, threats, or coercion with seriousness, privacy, and care while facts are being documented.

Do not shame the person reporting harm. Do not force confrontation as the first step. Protect safety, preserve evidence, document carefully, and escalate appropriately.

Glossary

Terms beginning with W.

Worker Voice

Dignity · Listening

The household professional’s ability to speak about workload, safety, instructions, treatment, schedule, health, and concerns without being dismissed as difficult.

Workers often see the household reality first. Listening to them is not weakness. It is risk management, retention, and respect.

Workload Fit

Matching · Sustainability

The alignment between what the household actually needs and what one role can reasonably perform.

The right placement is not only about personality. It is about capacity. When the workload is wrong, even a good worker may fail.

Glossary

Terms beginning with Y.

Youth Protection

Child Protection · Ethics

The commitment to protect minors and young household members from unsafe staffing arrangements, harmful exposure, negligent supervision, or underage labor.

Responsible household staffing protects children as clients, as dependents, and as potential workers. Safety should be built into screening, role matching, and household rules.

Glossary

Terms beginning with Z.

Zero Unresolved

Accountability · Standard

A standard that every serious concern should have an owner, record, next step, and outcome — not necessarily an instant fix, but never silence.

Zero unresolved means the organization refuses to hide behind volume, confusion, or forgetfulness. The case stays visible until it is closed properly.

Frequently asked questions

What is ethical household staffing?

Household staffing that protects both sides: verified, consent-based screening; fair pay and lawful rest; clear written terms; privacy; and a documented way to raise concerns. It treats the household professional as a worker with rights, not as invisible labor, and holds the family to a code of conduct too.

What should a household staffing agency verify before placement?

Identity, work history, and references; appropriate background/clearance records; role fit for the actual job (yaya, caregiver, cook, housekeeper, or family driver are not interchangeable); and, for sensitive roles, psychological screening — all consent-based and documented.

What should a family pay before hiring?

Only clearly disclosed, lawful fees, explained up front. A worker should never be charged a placement fee. Under an interview-before-pay approach, the family meets and interviews the candidate before any placement fee is paid, so the decision rests on a real conversation, not a deposit.

Modern household staffing is not only about who enters the home. It is about the standard that protects everyone inside it.

Clear language creates clear expectations. Clear expectations create safer placements. Safer placements protect both the family and the household professional.

Speak with Human+ Care

MaidProvider.ph Is Not for Everyone

MaidProvider.ph works with families who value screened, supported, and dignified household professionals. Since 2009, with clinical screening since 2015.

MaidProvider.ph Is Not for Everyone

MaidProvider.ph works with families who value screened, supported, and dignified household professionals. Since 2009, with clinical screening since 2015.

MaidProvider.ph

Not for everyone.

In 2015, we began requiring clinical psychological screening for every candidate—years before anyone asked us to—and started turning away clients who didn't share our values.

17 years · Documented since 2009 · Philippines

Not the right fit if you:

View contracts as suggestions
Expect instant refunds
See household professionals as "just the help"
Want the cheapest option
Believe shortcuts beat processes
Think workers have no rights

Designed for families who:

Honor commitments
Value partnership over hierarchy
Recognize professional expertise
Invest in fair wages
Trust proper processes
Believe in mutual respect

The decision that changed everything.

Since 2009, we'd built our reputation on bilateral protection—safeguarding both families and household professionals. But after six years of operations, we recognized something crucial: interviews and references weren't enough.

2015

We partnered with Manila Doctors Hospital to introduce clinical, MMPI-based psychological screening for every candidate—evaluating emotional resilience, stress management capabilities, interpersonal conflict resolution styles, and psychological compatibility indicators.

Not because regulations required it. Not because anyone asked. Because it was the right thing to do.

The decision cost us business. Screening added time and expense to our process. Some families chose cheaper agencies.

For 11 years now, every household professional placed through MaidProvider.ph has been screened.

What screening reveals

In 2023, screening indicated that one candidate would do her best work in a calm, predictable household—and that a home with young children and shifting schedules would ask more of her than was fair. We matched her instead with a retired couple with structured routines.

Both placements succeeded.

That's what screening does: it doesn't exclude candidates—it matches them with households where they'll thrive, not just survive.

What you get

Your household professional has passed clinical psychological screening through our Manila Doctors Hospital partnership. They've been interviewed for compatibility with your specific needs. They're earning fair wages that reflect their professional value. They have support if issues arise—and so do you.

A household professional isn't a commodity to be returned at will. They're a human being you're partnering with to run your home successfully.

What we learned between 2009–2015.

Our first six years taught us hard lessons about what happens when processes aren't comprehensive enough.

We could verify work history. We could check references. We could assess skills during interviews. But we couldn't reliably predict how candidates would handle the emotional demands of live-in work, homesickness and isolation, conflict resolution with employers, or stress management in high-pressure households.

Some placements thrived. Others struggled—not because of skill gaps, but because of unaddressed psychological factors that no interview could reveal.

Between 2015–2019, we learned even more about what happens when concerns go unaddressed until they become crises. That's why our resolution process begins with structured mediation. Mediation doesn't delay or replace the protections in your Service Agreement—the Six-Month Protection Standard™ stands in full—it's how most concerns get resolved before replacement is ever needed.

"When our yaya struggled with homesickness, MaidProvider.ph didn't offer us a refund. They mediated family meetings, connected her with a support group, and helped us adjust her schedule. She's been with us for four years now."

Gonzalez Family, Makati

Our three-step resolution process.

Documented Communication

We facilitate a structured conversation between family and household professional to identify specific issues and document concerns from both sides.

Professional Mediation

Our team mediates solutions: schedule adjustments, clarified expectations, additional training, or support resources. Most issues resolve at this stage.

Structured Transition

If resolution isn't possible, we manage a dignified transition that protects both parties—proper notice, final settlement, documented closure, and replacement under the Six-Month Protection Standard™.

Choose wisely.

If you believe household professionals deserve psychological screening, fair wages, and respectful treatment—if you understand that success requires partnership rather than power dynamics—if you value quality over quick fixes—then we should talk.

If this feels like too much structure, too much mutual accountability, or too much respect required—we understand. There are many other agencies across the Philippines. Some will ask fewer questions. Some will promise faster exits. Some will not hold both sides to the same standard.

We're not those agencies. We've been doing this since 2009. In 2015, we raised the standard. And we only work with families who share our values.

Ready to partner with household professionals who've been screened, supported, and treated with dignity?

Book Consultation

Questions

Does MaidProvider.ph offer instant refunds?

No—and we don't hide what happens instead. The Six-Month Protection Standard™ defines it precisely: structured mediation first, free replacement within Days 1–30 if mediation doesn't resolve the concern, and a 75% refund (net of VAT) under the Service Agreement in the rare case we cannot replace. What we don't offer is a no-questions-asked exit that treats a household professional as a returnable purchase.

What makes MaidProvider.ph different from other Philippine household staffing agencies?

Since 2009, we've operated with bilateral protection as our core principle. In 2015, we introduced mandatory clinical psychological screening for every candidate through our Manila Doctors Hospital partnership—years before anyone asked. We advocate for fair wages above industry standards and only work with families who value household staff as skilled partners, not subordinates.

Who is MaidProvider.ph NOT for?

We're not the right fit for families who view contracts as suggestions, expect instant refunds without following resolution processes, want the cheapest option regardless of ethics, or believe household professionals don't deserve dignified treatment and fair wages.

What does bilateral protection mean?

Bilateral protection means our processes, contracts, and operations safeguard both families and household professionals. This includes clear contracts, structured resolution steps, weekly operational reporting, professional mediation when needed, and accountability on both sides.

When did MaidProvider.ph start requiring psychological screening?

In 2015, after six years of operations, we recognized that successful placements required more than interviews and references. We partnered with Manila Doctors Hospital and began requiring clinical psychological screening for every candidate—years before anyone asked us to. For 11 years now, every household professional placed through MaidProvider.ph has been screened.

What does psychological screening test for?

Our Manila Doctors Hospital partnership screens for emotional resilience, stress management capabilities, interpersonal conflict resolution styles, attachment patterns, and psychological red flags that could indicate compatibility issues. The screening helps us match candidates with households where they'll thrive, not just survive.

The Contract

Drafted to be read.

The Contract

Drafted to be read.

Included with placement

The Contract.

Three contracts. One standard.

Plain-language employment contracts for kasambahay, caregivers, and family drivers. Drafted to comply with Philippine labor law. Drafted to be read.

Complete Compliance

Every requirement covered: Batas Kasambahay (RA 10361), Caregivers’ Welfare Act (RA 11965), or Civil Code Art. 1689–1699 — applied to the role. Plus DOLE, SSS, PhilHealth, and Pag-IBIG compliance.

Minimized Obligations

Carefully drafted to keep your obligations clear and your compliance clean. Years of refinement, in one document.

Plain Language

No legalese. No confusing clauses. Written so you actually understand what you're signing. Because protection only works if you know what it says.

Fully Customizable

Salary, work hours, duties, and employment terms — set the way that fits your household. Fillable format. No rigid templates.

Employer Guide Included

A complete manual covering the questions families actually ask: wage deductions, termination procedures, leave policies, discipline protocols, and day-to-day employment compliance.

Human+ Protection

This isn't just employer protection—it protects your household professional too. Fair terms. Clear expectations. Dignity for both parties. That's the Human+ difference.

What’s Inside

What’s shared. What’s different.

Three Philippine legal frameworks govern household work. We use a contract built for each — so the role gets the right protections, and you stay compliant.

Shared across all three contracts

The foundation every household contract needs.

Names and addresses of both parties
Duties and responsibilities, clearly listed
Period of employment
Monthly salary and payment frequency
Working hours and weekly rest day
Board, lodging, and medical assistance
SSS, PhilHealth, and Pag-IBIG registration
13th-month pay, where required by law or expressly granted by the contract
Confidentiality and non-disclosure
Grounds for termination, both sides
Signatures and effective date
Anti-discrimination protections

Variant 1

Kasambahay Contract

RA 10361 · DOLE Form BK-1

Roles covered Maid Pro, Yaya Pro, Cook Pro, Laundress Pro, Elder Sitter Pro (non-medical)

What’s specific to this contract

NCR minimum wage floor of ₱7,800/month under Wage Order No. NCR-DW-06 (effective February 2026), with our advocacy for ₱12,000+
Weekly 24-hour uninterrupted rest day, with optional additional days by mutual agreement
5-day paid annual leave after one year of service
Bilingual English & Tagalog terms
Barangay registration of the contract, where the employer resides
Pregnancy and marriage anti-discrimination clause
Prohibition on charging recruitment or finder’s fees to the worker

Variant 2

Caregiver Pro Contract

RA 11965 · Caregivers’ Welfare Act (2023)

Roles covered TESDA-certified Caregiver Pro for elderly, post-operative, or specialized medical care

What’s specific to this contract

TESDA NC II certification verified and referenced in the contract
Scope of medical and care responsibilities defined clearly — vital signs, medication, mobility assistance, hygiene support
RA 11965 welfare protections including skills training access and recognition as a caregiver profession
Welfare and continuing education provisions
Salary structure typically above kasambahay tier given specialized skill
Health and safety protocols specific to caregiving work

Variant 3

Family Driver Pro Contract

Civil Code Art. 1689, 1697, 1699

Roles covered Family Driver Pro for personal and household transportation

What’s specific to this contract

Governed by Civil Code Articles 1689 (reasonable compensation), 1697 (term and indemnity), 1699 (employment certificate)
Per Supreme Court ruling in Atienza v. Saluta (G.R. 233413, 2019) — family drivers are not kasambahay and not regular Labor Code employees
Reasonable compensation in addition to lodging, food, and medical attendance
Fixed-term employment with indemnity rule: if unjustly dismissed, driver receives compensation already earned plus 15 days’ pay
Right to certificate of employment upon end of service (Art. 1699)
Vehicle care, fuel, maintenance, and travel scope provisions
Defined work hours and travel parameters

Get the contract when you hire.

Included with every placement. No add-ons, no extras.

Call Human+

0918 807 8427

Contract + Employer Guide included with every placement

Zero Unresolved.

Zero Unresolved.

How the Security Double-Lock™ Works

The Limits of City-Only Clearance Checks

The Innovation: Security Double-Lock™

National Dual-Audit™

Clinical Psychological Screening

The Institutional Memory Advantage

Disciplined Safety for Your Family

Questions Families Ask

What is the Security Double-Lock™ by MaidProvider.ph?

What is MaidProvider.ph's security track record?

What is the “local loophole” in Philippine household staffing?

Methodology, Limits and Responsibilities

Methodology — “Zero Documented Unresolved Security Incidents Since 2018”

Methodology — “480 Candidates Stopped Since 2018”

Service Limitations

Client Responsibility

Trademark Disclosure

Data Privacy Compliance

Government Database Accuracy

No Absolute Guarantee

Six-Month Protection Standard™

Transparency Commitment

Understand the Security Double-Lock™ Standard

Client Code of Conduct

Client Code of Conduct

Client Code of Conduct

1. Professional Communication

2. Integrity and Transparency

3. Enforcement

4. Dispute Resolution Process

5. Your Rights as a Client

6. MaidProvider.ph's Commitment

Legal Verification

Legal Verification

Government, legal, and business records.

Private Employment Agency License

MAIDPROVIDER.PH CORP.

Personal Information Controller

Pasay City Mayor's Permit

Why we don't distribute document copies.

Institutional medical partnerships.

Manila Doctors Hospital

Hi-Precision Diagnostics

Physical office.

Roof Deck & 3A, 1710 Donada St., Pasay City, Metro Manila 1300, Philippines

Contact lines.

0918 807 8427

0998 888 1818

(02) 8405-0000

Digital archive.

maidagencyphilippines.com

maidprovider.ph

Verify everything. Then decide.

The Modern Household Staffing Glossary

The Modern Household Staffing Glossary

The Modern Household Staffing Glossary.

The terms every household should understand first.

Dignity & Rights

Safety & Screening

Fair Pay & Workload

Accountability & Care

Terms beginning with A.

Abuse Reporting

Agency Accountability

Anti-Discrimination

Applicant Consent

Terms beginning with B.

Background Verification

Bilateral Protection

Boundary Setting

Terms beginning with C.

Care Standard

Child Safety

Client Care

Client Code of Conduct

Caregiver Role Ethics

Confidentiality

Consent-Based Screening