How to Hire a Maid (Kasambahay) in the Philippines
A practical, no-nonsense guide for Filipino families and expats — from legal requirements to finding someone you can trust in your home.
Hiring a maid — or kasambahay — in the Philippines is one of the most important household decisions you will make. You are not just filling a role. You are inviting someone into your home, trusting them with your children, your elderly parents, and your daily life.
Yet many families navigate this process without a clear roadmap — relying on word of mouth, unsure about legal requirements, and facing mismatched expectations that lead to turnover and frustration.
This guide covers everything: the law, the costs, the screening process, the contract, and the practical realities we have learned from placing household professionals in over 80,000 Filipino homes since 2009.
Define What You Actually Need
Most families make a critical mistake at the start — they look for "a maid" without defining what that means. General cleaning, cooking, childcare, and eldercare are very different skill sets. A great cook may not be great with toddlers. A compassionate caregiver may not want to do heavy housework.
Questions to answer before you start looking
Live-in or live-out? Live-in helpers are available throughout the day, but you are responsible for board, lodging, meals, and privacy. Live-out arrangements require higher pay to account for transportation and the helper's own living expenses.
How many people live in your household? A family of six with two toddlers and an elderly lola in a four-bedroom home needs a different staffing plan than a couple in a two-bedroom condo.
What hours do you need coverage? Be realistic. If both parents leave at 6 AM and return at 8 PM, that is a 14-hour workday for your helper — and under the Kasambahay Law, they are entitled to at least eight consecutive hours of rest in every 24-hour period.
Draft an "Annex of Duties" — a specific, written list of tasks — and attach it to the contract. This avoids the most common source of conflict: the "but that wasn't in my job description" argument. We have included a ready-to-use template at the end of this guide — print it, customize it, and attach it to your BK-1.
Getting specific now saves you from the most common reason helpers leave: mismatched expectations.
Understand the Legal Requirements
The Kasambahay Law (Republic Act 10361, or Batas Kasambahay) is not optional. It applies to every household employer in the Philippines — Filipino and expat alike. Whether your helper is a general housemaid, yaya, cook, gardener, or caregiver, the law covers them.
The Written Contract
Before your kasambahay starts work, you must have a written contract. This is non-negotiable. Use the DOLE Form BK-1 (Kontrata sa Paglilingkod sa Tahanan) as your template. It must include duties, period of employment, salary, rest day, benefits, board and lodging terms, and termination clauses — in a language your helper understands.
You must file a copy with your barangay. This registration protects both parties in case of disputes.
2026 Minimum Wage (Updated February 7, 2026)
The NCR kasambahay minimum wage was just raised to ₱7,800 per month under Wage Order No. NCR-DW-06, effective February 7, 2026 — up from ₱7,000 in 2025.
| Region | Monthly Minimum | Wage Order No. | Effective |
|---|---|---|---|
| NCR (Metro Manila) | ₱7,800 | NCR-DW-06 | Feb 7, 2026 |
| Ilocos (Region I) | ₱6,700 | RB1-DW-06 | Nov 2025 |
| Cagayan Valley (Region II) | ₱6,000 | RTWPB-II-DW-05 | May 2024 |
| Central Luzon (Region III) | ₱6,000 | RBIII-DW-05 | Oct 2024 |
| CALABARZON (Region IV-A) | ₱6,000 | IVA-DW-05 | Sept 2024 |
| MIMAROPA (Region IV-B) | ₱7,000 | RB-Mimaropa-DW-06 | Jan 2026 |
| Bicol (Region V) | ₱5,000 | RBV-DW-03 | Sept 2024 |
| Western Visayas (Region VI) | ₱6,500 | RBVI-DW-07 | Nov 2025 |
| Central Visayas (Region VII) | ₱7,000 | ROVII-DW-05 | Oct 2025 |
| Eastern Visayas (Region VIII) | ₱5,500 | RBVIII-DW-04 | Jan 2025 |
| Zamboanga Pen. (Region IX) | ₱5,100 | RIX-DW-04 | Oct 2024 |
| Northern Mindanao (Region X) | ₱6,500 | RBX-DW-06 | Jan 16, 2026 |
| Davao (Region XI) | ₱6,000 | RBXI-DW-04 | Sept 2024 |
| SOCCSKSARGEN (Region XII) | ₱5,500 | RBXII-DW-04 | Oct 2024 |
| Caraga (Region XIII) | ₱6,500 | RXIII-DW-06 | Jan 3, 2026 |
| CAR (Cordillera) | ₱6,600 | CAR-DW-07 | Dec 2025 |
| BARMM | ₱5,000 | BARMM-DW-01 | May 2024 |
Source: National Wages and Productivity Commission (NWPC) · Rates current as of February 16, 2026 · Davao and Bicol wage reviews expected in early 2026
The legal minimum is the floor, not the ceiling. For experienced help in Metro Manila, families typically offer ₱10,000–₱15,000 to attract strong candidates. Agencies that classify their workers as professionals — like MaidProvider.ph's Maid Pros and Nanny Pros — set a ₱12,000+ wage floor with full benefits as standard. But even at minimum wage, full compliance with benefits and contributions is what separates responsible employers from the rest.
Mandatory Benefits: The Real Cost
As an employer, you are legally required to register your helper within 30 days and provide the following benefits. Here is what the total monthly cost actually looks like:
| Item | Monthly Range | Notes |
|---|---|---|
| Basic Salary | ₱7,800 – ₱15,000 | Minimum vs. market rate |
| SSS (Employer) | ₱400 – ₱1,200 | Based on 2026 contribution rate |
| PhilHealth | ₱250 – ₱500 | 5% premium rate; shared if salary > ₱5,000 |
| Pag-IBIG | ₱100 – ₱200 | Mandatory for all |
| 13th Month | 1/12 of annual pay | Budget 13 months, not 12 |
| Meals (live-in) | ₱3,000 – ₱5,000 | 3 adequate meals/day required |
Total realistic cost for Metro Manila: ₱12,000 to ₱22,000+ per month depending on experience, skill set, and whether the arrangement is live-in or live-out.
If your household budget is tight, legal compliance is still achievable. At the ₱7,800 minimum wage, your total employer cost — including SSS, PhilHealth, Pag-IBIG contributions, and prorated 13th-month pay — comes to approximately ₱9,500–₱10,500 per month. You can be a responsible, law-compliant employer at every income level. What matters is that your helper is registered, contracted, and treated with respect.
You cannot deduct recruitment fees, medical exams, or breakage fees from their salary. These are the employer's responsibility under the law.
Choose Your Hiring Method
You have two main options, and each comes with trade-offs.
| Method | Advantages | Risks |
|---|---|---|
| Direct Hire Facebook, referrals, community boards |
No agency fees; personal recommendation; potentially faster placement. | No background check guarantee; no replacement if they leave; you handle all documentation. |
| Licensed Agency DOLE-accredited |
Vetted candidates; re-matching support if the arrangement doesn't work; legal compliance handled; screening included. | Higher upfront service fees; varying quality across agencies. |
If you go the agency route, look for a valid DOLE license (ask for it — legitimate agencies will show it readily), a transparent screening process, clear fee structures, and re-matching support. Ask what happens if the placement does not work out within the first 30 to 90 days.
Be suspicious of agencies that promise perfection. The right agency will tell you the truth about their process — including what they screen for and what they cannot guarantee. Household employment is a human relationship, and no screening process eliminates all risk.
Screen Thoroughly
This is where most hiring decisions succeed or fail. Whether you hire directly or through an agency, these screening steps are what separate a casual hire from a true household professional — or what we call a Pro.
Background Verification
At minimum: a valid government ID, NBI clearance, and barangay clearance from their last place of residence. If they have previous employment, contact former employers directly. Ask specific questions: "Why did they leave?" and "Would you hire them again?"
Medical Examination
A comprehensive medical exam protects your family — and ensures the worker receives health information they may not have had access to otherwise. Many helpers from rural areas have never had a full medical screening, so this is a benefit, not just a requirement. The exam should include a general physical, chest X-ray (TB screening), CBC, urinalysis, hepatitis B screening, and drug testing. Under the Kasambahay Law, the employer pays for all pre-employment medical expenses.
Psychological Screening
This is where most families and agencies cut corners — and where problems emerge months later. A psychological evaluation assesses emotional stability, stress tolerance, honesty indicators, and suitability for household work. This is especially critical if the helper will care for children or elderly family members. Some agencies partner with accredited hospitals for standardized assessments; if yours does not offer this, arrange it independently through any licensed psychologist. The cost is modest compared to the risk.
Skills Assessment
Do not assume. If you need a cook, ask them to prepare a meal. If you need a yaya, observe how they interact with your child. If you need a caregiver, ask scenario-based questions: How would they handle a child with a fever at 2 AM? A lola who refuses her medication?
The Interview
Meet every candidate in person. Conduct the interview in the language they are most comfortable with — Tagalog, Bisaya, or their regional language. Ask about their family situation, their motivations, and their long-term plans. This is not about judging their personal life; it is about understanding whether this placement is likely to last.
Set Clear Expectations From Day One
The first 30 days determine everything.
Walk through the house together. Show every room, every appliance, every product they will use. Explain your standards in specific, concrete terms. "Keep the kitchen clean" means nothing. "Wipe the counters after every meal, wash dishes within 30 minutes, and mop the kitchen floor every evening" means everything.
Establish the daily schedule in writing. What time they start, what tasks happen when, when they eat, when they rest. Post it somewhere visible.
Discuss your non-negotiables. Phone policy during work hours. Visitor policy. Food safety practices. State these clearly and include them in the contract.
Agree on communication norms. How should they tell you about problems? What if they are sick? What if they need to go home for a family emergency?
Schedule a 30-day evaluation. Tell your helper upfront that you will sit down after one month to discuss what is working, what needs adjustment, and whether both parties are happy continuing.
Create a simple payslip using DOLE Form BK-2 to track payments and deductions. This protects you in case of disputes and demonstrates legal compliance.
Be a Good Employer
The Kasambahay Law sets the minimum standards. Being a good employer means going beyond them.
Pay on time, every time. Late or inconsistent payment is the number one complaint of domestic workers. Set a fixed payday and honor it without exception.
Respect their rest day. They are legally entitled to 24 consecutive hours of rest per week. If you need them to work on their rest day, ask — do not assume — and pay the premium (an additional 30% of their daily rate).
Provide a proper living space. For live-in helpers, this means a private sleeping area with adequate ventilation, a proper bed, and access to a bathroom. The law requires sleeping arrangements that ensure safety. Dignity requires more than safety.
Support their development. Even without a legal mandate, investing in your helper's skills — whether that is a cooking class, first aid training, or basic literacy support — benefits everyone. A helper who grows in skill and confidence will serve your family better — and stay longer.
The language matters. When we call them professionals — not "the girl" or "the help" — we set the tone for how our children, our visitors, and even the workers themselves see the role.
What We Believe: The Human+ Standard
Why we set our floor at ₱12,000 — not ₱7,800
The law says ₱7,800. We say that is not enough.
At MaidProvider.ph, every household professional we place earns a minimum of ₱12,000 per month plus full benefits — SSS, PhilHealth, Pag-IBIG, and 13th-month pay included. This is not a marketing position. It is a conviction: if someone is trusted to care for your child, cook your family's meals, or support your aging parents, they deserve compensation that reflects the weight of that responsibility.
We do not call them maids. We call them what they are:
The word Pro is not decorative. Every professional we place has passed psychological screening through an accredited hospital, a comprehensive medical evaluation, NBI and barangay clearance, skills assessment, and reference verification. They have earned the title.
We call this the Human+ standard — the belief that household work is professional work, and that the people who do it deserve professional wages, professional screening, and professional respect. It is not for every family. But for families who share this belief, it changes everything: lower turnover, higher trust, and a household built on mutual dignity rather than minimum compliance.
What to Do When Things Go Wrong
Even with thorough screening, not every placement works out.
If your helper leaves without notice: Under the law, either party may terminate with five days' notice if the contract duration is not fixed. If you hired through an agency, contact them immediately about re-matching support — most licensed agencies provide a free replacement or partial fee refund within a specified period. Note: deployment costs may only be recovered if this is explicitly stated in a written agreement, and the helper leaves within six months without just cause. Without that written clause, you have no legal basis for recovery.
If you need to terminate: You may terminate for just cause — serious misconduct, willful disobedience, habitual neglect, or commission of a crime — without notice. For termination without just cause, give five days' notice and pay all earned wages and benefits.
If there is a wage dispute: File a complaint with the DOLE regional office or call the DOLE Hotline at 1349, available Monday through Friday.
Red Flags to Watch For
The helper has no verifiable references. Everyone starts somewhere, but a complete inability to verify any work history is concerning.
The agency cannot show a DOLE license. Walk away. Unlicensed agencies operate outside the law, and you have no recourse if something goes wrong.
The salary offered is below minimum wage. This is not a negotiation — it is a legal requirement. Anyone who agrees to below-minimum wages is signaling a willingness to operate outside the law.
Pressure to skip the contract. Both parties are legally required to have a written contract. Anyone who suggests otherwise is not looking out for your interests.
No screening beyond an interview. An interview alone does not reveal medical conditions, psychological suitability, or criminal history.
Red flags go both ways. If a prospective employer refuses to give you a written contract, will not register you with SSS, PhilHealth, or Pag-IBIG, asks you to pay your own recruitment or medical fees, or denies you a weekly rest day — those are violations of your rights under RA 10361. You can report violations to the DOLE Hotline at 1349 or visit your nearest DOLE regional office.
Frequently Asked Questions
It depends on whether you hire at minimum wage or market rate. At the legal floor (₱7,800 NCR), your all-in cost with contributions and meals runs roughly ₱9,500–₱10,500. At market rate for experienced help, expect ₱12,000–₱22,000+. The single biggest variable most families overlook is live-in vs. live-out: live-in adds ₱3,000–₱5,000 in meal costs but eliminates transportation issues. See our full cost table in Step 2 above.
Yes, direct hiring through personal referrals is legal and common. However, you are fully responsible for screening, documentation, contract preparation, and government registration. A DOLE-licensed agency provides vetted candidates, re-matching support, and handles legal compliance for you.
DOLE Form BK-1 (Kontrata sa Paglilingkod sa Tahanan) is the standard employment contract for kasambahay required under RA 10361. It must include duties, salary, rest day, benefits, and termination clauses. A copy must be filed with your barangay.
First, don't panic — it happens more often than you'd think, and it's rarely personal. Practically: secure your home (change locks if they had keys), inventory any valuables, and contact your agency about re-matching. Legally: either party can terminate with five days' notice, but sudden departure forfeits the helper's right to separation benefits. You can only recover deployment costs if your written contract explicitly allows it. Document everything — dates, communications, circumstances — in case you need to file with DOLE later.
A yaya (nanny) in Metro Manila typically earns ₱8,000 to ₱15,000+ per month in 2026, depending on experience, number of children, and whether additional household duties are required. The legal minimum is ₱7,800 for NCR. Experienced yayas with childcare training command higher salaries.
Annex of Duties & Responsibilities
Attachment to the Employment Contract (DOLE Form BK-1) under Republic Act 10361. Check duties that apply, cross out those that do not, and sign together.
1. General Housekeeping
| Area | Task | Frequency | Notes |
|---|---|---|---|
| Living Areas | Sweep and mop all floors | Daily | |
| Dust furniture, shelves, and surfaces | Daily | ||
| Arrange and tidy rooms | Daily | ||
| Clean windows and glass surfaces | Weekly | ||
| Kitchen | Wash dishes after every meal | After meals | |
| Wipe counters, stovetop, and sink | After meals | ||
| Clean refrigerator interior | Weekly | ||
| Take out trash and replace bags | Daily | ||
| Organize pantry and check expiry dates | Weekly | ||
| Bathrooms | Scrub toilet, sink, and shower/tub | Daily | |
| Replace towels and refill supplies | As needed | ||
| Deep clean tiles and grout | Weekly | ||
| Bedrooms | Make beds and change linens | Daily / Weekly | |
| Vacuum or sweep bedroom floors | Daily | ||
| Laundry | Wash, dry, and fold clothes | Per schedule | |
| Iron and organize by family member | Per schedule | ||
| Separate whites, darks, and delicates | Per load | ||
| Outdoor | Sweep balcony/terrace/garage | Daily | |
| Water plants | As instructed | ||
| Custom | ____________________________ | ________ | |
| ____________________________ | ________ |
2. Cooking & Meal Preparation
| Area | Task | Frequency | Notes |
|---|---|---|---|
| Meals | Prepare breakfast | Daily | |
| Prepare lunch | Daily | ||
| Prepare dinner | Daily | ||
| Prepare snacks/merienda | As instructed | ||
| Follow dietary needs or recipes provided | As instructed | ||
| Shopping | Accompany employer to market/grocery | Per schedule | |
| Track inventory and report needs | Weekly | ||
| Safety | Proper food storage and labeling | Always | |
| Maintain kitchen hygiene standards | Always | ||
| Custom | ____________________________ | ________ |
3. Childcare (Yaya Duties)
Child(ren): _______________________________________________
| Area | Task | Frequency | Notes |
|---|---|---|---|
| Daily Care | Bathe and dress child(ren) | Daily | |
| Prepare milk/formula/meals for child(ren) | Per schedule | ||
| Supervise play and ensure safety | Always | ||
| Put child(ren) to sleep (nap and bedtime) | Per schedule | ||
| Wash and sterilize bottles/feeding items | After use | ||
| Hygiene | Change diapers / assist with bathroom | As needed | |
| Keep child's room and play area clean | Daily | ||
| Wash child's clothes separately | Daily | ||
| Development | Read to or play educational games | Daily | |
| Accompany to school or activities | Per schedule | ||
| Safety | Administer prescribed medicine (with written instructions) | As needed | |
| Know emergency contacts and nearest hospital | Always | ||
| Never leave child(ren) unattended | Always | ||
| No phone use while supervising child(ren) | Always | ||
| Custom | ____________________________ | ________ |
4. Eldercare / Caregiver Duties
Senior: _______________________________________________
| Area | Task | Frequency | Notes |
|---|---|---|---|
| Daily Care | Assist with bathing and grooming | Daily | |
| Prepare meals per dietary requirements | Per schedule | ||
| Assist with mobility and walking | As needed | ||
| Medical | Administer prescribed medications | Per schedule | |
| Monitor and record vital signs (if trained) | Per schedule | ||
| Accompany to doctor appointments | As scheduled | ||
| Comfort | Provide companionship and conversation | Daily | |
| Assist with light exercises (if prescribed) | Per schedule | ||
| Safety | Know emergency contacts and nearest hospital | Always | |
| Ensure home safety (no trip hazards, etc.) | Always | ||
| Custom | ____________________________ | ________ |
5. Work Schedule
| Detail | Agreed Terms | Detail | Agreed Terms |
|---|---|---|---|
| Start Time | ________________ | End Time | ________________ |
| Rest Day | ________________ | Live-In / Live-Out | ________________ |
| Meal Breaks | ________________ | Phone Policy | ________________ |
6. Household Non-Negotiables
List any rules, safety requirements, or boundaries specific to your household:
1. ________________________________________________________________________
2. ________________________________________________________________________
3. ________________________________________________________________________
4. ________________________________________________________________________
5. ________________________________________________________________________
7. Acknowledgment & Signatures
Both parties acknowledge that this Annex of Duties has been reviewed, discussed, and agreed upon. This document is attached to and forms part of the Employment Contract (DOLE Form BK-1) dated above. Any changes to these duties must be agreed upon in writing by both parties.
EMPLOYER
Signature Over Printed Name
Date
KASAMBAHAY
Pirma sa Ibabaw ng Pangalan
Petsa
2026 Employer Checklist
Click to check off completed items
Over 80,000 Filipino families have trusted MaidProvider.ph to find the right person for their home. Every placement reflects the Human+ standard described above — because the person who enters your home deserves the same care as the family they serve.
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