The 50/50 Rule
The uncomfortable truth about household staffing that most agencies won't tell you.
When families hire through MaidProvider.ph, they sometimes assume we guarantee perfect outcomes. We don't—and anyone who promises that is lying.
After 16 years in this industry, here's what we've learned: Successful household employment is 50% agency, 50% employer. Our job is to minimize risk through DOLE-licensed screening, psychological assessment, and medical testing. Your job is to create a work environment where a skilled professional can actually succeed.
What the Agency Controls
We handle what happens before a Maid Pro or Yaya Pro enters your home.
What You Control
We can't control what happens after placement. That part is yours.
Why This Changes How You Choose an Agency
Understanding the 50/50 rule changes everything.
-
Red Flag Agencies
Promise perfect matches, zero turnover, unlimited free replacements. They're selling fantasy.
-
Ethical Agencies
Explain what they can control through rigorous screening—and what you must manage through proper employment practices.
What Success Actually Looks Like
The placements that last years have this in common.
From the Agency Side
→ Thorough screening caught potential issues early
→ Skills matched the family's stated needs
→ Candidate had realistic expectations about the role
→ Legal compliance was handled correctly from day one
From the Employer Side
→ Clear job description with specific duties and hours
→ A workload one person can reasonably manage
→ Respectful communication and constructive feedback
→ Comfortable living quarters and real rest periods
→ On-time payment and mandated benefits provided
→ Willingness to support the adjustment period
How MaidProvider.ph Maximizes Our 50%
We take our half of the equation seriously.
-
16 Years of Refinement
Over 80,000 placement inquiries since 2009. We've seen what works and what fails. Learn our story.
-
DOLE Licensing Compliance
License M-24-04-034. Documented screening processes and legal employment practices.
-
Medical & Psychological Partnerships
Accredited institutions, not guesswork. Manila Doctors Hospital and Hi-Precision Diagnostics.
-
Transparent Communication
We tell you what screening found, strengths and limitations, realistic expectations.
-
Fair Wage Advocacy
₱12,000+ minimum reflects 2025 standards. Filters for employers who understand professional compensation.
-
Legal Documentation
Contracts, SSS enrollment, Kasambahay Law compliance built into every placement.
The Bottom Line
MaidProvider.ph can significantly reduce your risk. We can't guarantee perfect outcomes—no one can.
What We Can Guarantee
✓ DOLE-licensed screening process
✓ Medical and psychological clearance
✓ Accurate skills representation
✓ Legal compliance with Kasambahay Law
✓ Transparent communication
What We Can't Guarantee
✗ Success with unrealistic expectations
✗ Perfect personality chemistry
✗ Retention despite labor law violations
✗ Success with unmanageable workload
Frequently Asked Questions
Common questions about the 50/50 Rule and hiring household professionals.
What is the 50/50 rule in hiring household help? ›
The 50/50 rule means successful household employment is 50% agency responsibility and 50% employer responsibility. The agency minimizes risk through DOLE-licensed screening, psychological assessment, and medical testing. The employer creates a work environment where a skilled professional can succeed through clear expectations, reasonable workload, respectful treatment, and proper compensation.
How much should I pay a maid in the Philippines in 2025? ›
MaidProvider.ph requires a minimum starting wage of ₱12,000 for household professionals in 2025, which aligns with fair compensation standards and is above the typical industry rate of ₱5,000-8,000. This reflects current yaya salary rates in Metro Manila and ensures professional-level compensation for skilled household workers.
What screening does a DOLE-licensed maid agency conduct? ›
A DOLE-licensed agency like MaidProvider.ph conducts: background and identity verification through government IDs, psychological screening with Manila Doctors Hospital, comprehensive medical clearance with Hi-Precision Diagnostics (including drug testing and infectious disease panels), practical skills assessment for cooking and childcare, and legal compliance documentation including SSS enrollment and Kasambahay Law contracts.
Why did my maid placement fail? ›
Maid placements typically fail when either the agency or employer (or both) don't fulfill their 50% responsibility. Agency failures include inadequate screening or falsified credentials. Employer failures include unrealistic workload expectations, unclear job descriptions, poor living conditions, or disrespectful treatment. Successful placements require both sides to manage their responsibilities properly.
How do I know if my household workload is reasonable? ›
A reasonable workload for one household professional typically includes: one residence (not multiple properties), 2-4 family members, basic cooking and cleaning duties, and childcare for 1-2 children. Unreasonable expectations include: managing 3+ story houses alone, caring for 4+ children plus elderly relatives, working 16-hour days without breaks, or handling extensive outdoor maintenance.
What's the difference between licensed and unlicensed agencies? ›
DOLE-licensed agencies (like MaidProvider.ph with license M-24-04-034) must conduct documented background verification, maintain legal employment contracts, ensure Kasambahay Law compliance, and undergo regular government audits. Unlicensed agencies often skip screening processes, provide no legal documentation, offer no worker protections, and have no regulatory oversight or accountability.
How long is the adjustment period when hiring a new maid? ›
The typical adjustment period is 30-90 days. During this time, the household professional learns your family's routines, preferences, and communication style. Expecting immediate perfection or performance matching a previous long-term employee is unrealistic. Successful employers provide training, clear feedback, and patience during this period.
What are Kasambahay Law requirements in the Philippines? ›
The Kasambahay Law (Republic Act No. 10361) requires household employers to provide: written employment contracts, minimum wage compliance, SSS/PhilHealth/Pag-IBIG enrollment, paid rest days, service incentive leave, 13th month pay, and safe working conditions. DOLE-licensed agencies like MaidProvider.ph ensure all placements meet these legal requirements.
Ready to Hire the Right Way?
Book a free 30-minute consultation to assess your workload and determine if your household is ready for successful employment.
The 50/50 Rule
The uncomfortable truth about household staffing that most agencies won't tell you.
When families hire through MaidProvider.ph, they sometimes assume we guarantee perfect outcomes. We don't—and anyone who promises that is lying.
After 16 years in this industry, here's what we've learned: Successful household employment is 50% agency, 50% employer. Our job is to minimize risk through DOLE-licensed screening, psychological assessment, and medical testing. Your job is to create a work environment where a skilled professional can actually succeed.
What the Agency Controls
We handle what happens before a Maid Pro or Yaya Pro enters your home.
What You Control
We can't control what happens after placement. That part is yours.
Why This Changes How You Choose an Agency
Understanding the 50/50 rule changes everything.
-
Red Flag Agencies
Promise perfect matches, zero turnover, unlimited free replacements. They're selling fantasy.
-
Ethical Agencies
Explain what they can control through rigorous screening—and what you must manage through proper employment practices.
What Success Actually Looks Like
The placements that last years have this in common.
From the Agency Side
→ Thorough screening caught potential issues early
→ Skills matched the family's stated needs
→ Candidate had realistic expectations about the role
→ Legal compliance was handled correctly from day one
From the Employer Side
→ Clear job description with specific duties and hours
→ A workload one person can reasonably manage
→ Respectful communication and constructive feedback
→ Comfortable living quarters and real rest periods
→ On-time payment and mandated benefits provided
→ Willingness to support the adjustment period
How MaidProvider.ph Maximizes Our 50%
We take our half of the equation seriously.
-
16 Years of Refinement
Over 80,000 placement inquiries since 2009. We've seen what works and what fails. Learn our story.
-
DOLE Licensing Compliance
License M-24-04-034. Documented screening processes and legal employment practices.
-
Medical & Psychological Partnerships
Accredited institutions, not guesswork. Manila Doctors Hospital and Hi-Precision Diagnostics.
-
Transparent Communication
We tell you what screening found, strengths and limitations, realistic expectations.
-
Fair Wage Advocacy
₱12,000+ minimum reflects 2025 standards. Filters for employers who understand professional compensation.
-
Legal Documentation
Contracts, SSS enrollment, Kasambahay Law compliance built into every placement.
The Bottom Line
MaidProvider.ph can significantly reduce your risk. We can't guarantee perfect outcomes—no one can.
What We Can Guarantee
✓ DOLE-licensed screening process
✓ Medical and psychological clearance
✓ Accurate skills representation
✓ Legal compliance with Kasambahay Law
✓ Transparent communication
What We Can't Guarantee
✗ Success with unrealistic expectations
✗ Perfect personality chemistry
✗ Retention despite labor law violations
✗ Success with unmanageable workload
Frequently Asked Questions
Common questions about the 50/50 Rule and hiring household professionals.
What is the 50/50 rule in hiring household help? ›
The 50/50 rule means successful household employment is 50% agency responsibility and 50% employer responsibility. The agency minimizes risk through DOLE-licensed screening, psychological assessment, and medical testing. The employer creates a work environment where a skilled professional can succeed through clear expectations, reasonable workload, respectful treatment, and proper compensation.
How much should I pay a maid in the Philippines in 2025? ›
MaidProvider.ph requires a minimum starting wage of ₱12,000 for household professionals in 2025, which aligns with fair compensation standards and is above the typical industry rate of ₱5,000-8,000. This reflects current yaya salary rates in Metro Manila and ensures professional-level compensation for skilled household workers.
What screening does a DOLE-licensed maid agency conduct? ›
A DOLE-licensed agency like MaidProvider.ph conducts: background and identity verification through government IDs, psychological screening with Manila Doctors Hospital, comprehensive medical clearance with Hi-Precision Diagnostics (including drug testing and infectious disease panels), practical skills assessment for cooking and childcare, and legal compliance documentation including SSS enrollment and Kasambahay Law contracts.
Why did my maid placement fail? ›
Maid placements typically fail when either the agency or employer (or both) don't fulfill their 50% responsibility. Agency failures include inadequate screening or falsified credentials. Employer failures include unrealistic workload expectations, unclear job descriptions, poor living conditions, or disrespectful treatment. Successful placements require both sides to manage their responsibilities properly.
How do I know if my household workload is reasonable? ›
A reasonable workload for one household professional typically includes: one residence (not multiple properties), 2-4 family members, basic cooking and cleaning duties, and childcare for 1-2 children. Unreasonable expectations include: managing 3+ story houses alone, caring for 4+ children plus elderly relatives, working 16-hour days without breaks, or handling extensive outdoor maintenance.
What's the difference between licensed and unlicensed agencies? ›
DOLE-licensed agencies (like MaidProvider.ph with license M-24-04-034) must conduct documented background verification, maintain legal employment contracts, ensure Kasambahay Law compliance, and undergo regular government audits. Unlicensed agencies often skip screening processes, provide no legal documentation, offer no worker protections, and have no regulatory oversight or accountability.
How long is the adjustment period when hiring a new maid? ›
The typical adjustment period is 30-90 days. During this time, the household professional learns your family's routines, preferences, and communication style. Expecting immediate perfection or performance matching a previous long-term employee is unrealistic. Successful employers provide training, clear feedback, and patience during this period.
What are Kasambahay Law requirements in the Philippines? ›
The Kasambahay Law (Republic Act No. 10361) requires household employers to provide: written employment contracts, minimum wage compliance, SSS/PhilHealth/Pag-IBIG enrollment, paid rest days, service incentive leave, 13th month pay, and safe working conditions. DOLE-licensed agencies like MaidProvider.ph ensure all placements meet these legal requirements.
Ready to Hire the Right Way?
Book a free 30-minute consultation to assess your workload and determine if your household is ready for successful employment.