Transparency Report
DOLE PEA License M-24-04-034 · SEC CS201312638 · Setting the standard since 2009
Published August 18, 2026
July brought tighter applicant eligibility, a higher placement settlement and a higher monthly target. This report records the results, service issues and actions that followed.
The month in short
- During July, 214 applications were received, 160 applicants completed training and assessment, 159 clinical psychological screenings were conducted at Manila Doctors Hospital, and six applicants were disqualified at screening.
- 175 applicants were medically screened at Hi-Precision Diagnostics; six — 3.4% — required further medical evaluation and treatment.
- 304 inquiries arrived across email, chat, calls and text messages, about 15% fewer than June.
- New-placement performance reached 70.73% of a monthly target that was increased in July, the same month the placement settlement rose.
- 81 replacements were delivered under existing contracts, against 74 new requests; one refund was processed and six service contracts ended.
- Two incidents are published in full and two are held until they conclude. A documented turnover protocol for resignations during a client’s absence begins in August.
- All seven measures committed to in the June report are in force.
MaidProvider.ph Transparency Report — July 2026 · Video overview
Worker protection over five stars. Transparency over perfection. Always. The Human+ Standard
Two decisions shaped July: tighter applicant eligibility and a higher placement settlement. Both affected the month’s operating results.
July at a Glance
Reading these figures. Applications received, psychological screenings and training completions cover different groups active during July; screening, medical clearance and training can span several weeks, so the figures should not be divided into one another. June used a different recruitment-intake measure, so applicant volume is not yet comparable month on month. The 81 replacement placements include requests carried over from June and are not a fulfillment rate against the 74 requests received in July. New-placement performance measures contract value only and excludes post-placement service. The three counts of six refer to separate groups: medical follow-up, screening disqualification and service contracts ended. Derived figures are 8.2% psychologist endorsement, 3.4% requiring further medical evaluation, 2.8% screening disqualification and a 15% decline in client inquiries from June.
What We Said We Would Do
Each report returns to the commitments made in the previous month. The seven measures published in June were in force by the end of July.
These statuses are based on MaidProvider.ph’s internal records and are not independently audited. July’s new commitments — the turnover protocol, earlier eligibility screening, post-deployment tracking and the Client Retention and Service Recovery Program — will be reviewed in the August report.
HR & Training
Clinical psychological screening
159 applicants completed the psychological assessment at Manila Doctors Hospital. Of these, 146 required no further evaluation and 13 were endorsed for a follow-up interview with the psychologist. Follow-up interviews are scheduled weekly, which extends the assessment timeline for those applicants. Pending cases are tracked with the hospital until completion.
Medical screening
175 applicants underwent medical screening at Hi-Precision Diagnostics during July. Six — 3.4% — required further medical evaluation and treatment before they could continue toward deployment. June recorded five of 195 on the same basis; two months are insufficient to establish a trend. Applicants awaiting chest X-ray results at the Pasay hub wear face masks, while shared utensils and common areas are routinely sanitized.
Health concerns during recruitment
Four applicants experienced health concerns during recruitment, including one active condition not disclosed at initial assessment. Each required medical attention and could not continue at that stage. Applicants showing signs of illness or elevated blood pressure are advised to seek medical consultation before proceeding. Health information is reported only in aggregate and handled under the Data Privacy Act.
Applicants who did not return
Two applicants left the hub to complete pre-employment requirements, did not return and later stopped responding to follow-up. Recruitment Care now follows applicants more closely during the requirements stage, where loss of contact occurs most often.
Disqualifications
Six applicants were disqualified during the month for age eligibility, falsified or missing documents, work restrictions too narrow for current demand, or the absence of a valid background-checking contact. Those checks now happen at the first stage. An applicant who cannot qualify should learn that in the first hour, not the third week. Full employment history is also checked before a profile is finalized.
Training completion
160 applicants completed the required training and assessment. Others active during July had not yet reached that stage. Training is scheduled once initial requirements are complete, with follow-up and flexible scheduling where needed. We do not deploy a household professional without completed training and assessment.
Recruitment
Applicant volume
214 applications were received in July, an average of seven a day against a target of at least ten. Recruitment is widening sourcing through channels already used by household professionals.
Returning candidates
28 of 214 applicants — 13.1% — were returning candidates. The figure may reflect longer employment among previously placed professionals or candidates finding work elsewhere; current data do not distinguish between the two. Post-deployment tracking is being added to establish why candidates return or do not.
Withdrawals and tighter eligibility
Withdrawals increased, particularly among candidates who waited longest for a match. We tightened eligibility earlier in the process so fewer applicants spend weeks pursuing placements they are unlikely to secure. The change reduced the candidate pool and increased the need for broader sourcing.
Client Acquisition
Against target
New-placement contract value reached 70.73% of July’s monthly target, which had been increased for the month. The measure includes new and returning households at the applicable settlement and excludes replacements, refunds and retention activity reported under Client Care. Because the target changed in July, the figure is not directly comparable with earlier months.
Client inquiries fell to 304 from 359 in June, a decline of about 15%, during the first full month at the new settlement. July alone does not establish whether pricing caused the decline.
The placement settlement and monthly target both increased in July. The data do not isolate pricing from matching performance. Client Acquisition identified two recurring points of attrition: the revised settlement for returning families and difficulty matching qualified applicants to specific household requirements. Settlement options are being clarified and applicant profiling tightened. August will provide a second month of data at the new settlement.
The Settlement Link
In July, settlement options, client details and document requirements were consolidated into a single Settlement Link, replacing separate messages. Credit-card settlements, available since 2025 and now presented from first inquiry, accounted for 38% of transactions.
Higher fees, higher expectations
The higher settlement has increased scrutiny of applicant qualifications, fit and service delivery.
The settlement supports work completed before placement: PNP-NPCS and NBI verification, clinical psychological assessment at Manila Doctors Hospital, medical screening, document authentication, training and assessment. It also includes the applicable post-placement protection period.
What July cannot establish
Client conversations suggest greater sensitivity to household budgets than a year ago, but this is an observation rather than a measure of the wider economy. July alone cannot separate the effects of pricing, demand, matching and the higher target.
Client Care
Replacements are handled under the family’s original contract and protection window and are not counted as new placements. Each requires verification, medical and clinical screening, training and matching. Replacement is free to the family during the first 30 days after the original placement; from Day 31 through the end of the protection period, a rescreening cost applies.
Replacements
81 replacement placements were facilitated during July, while 74 new replacement requests were received. The 81 includes requests carried over from June.
Recurring reasons were performance, behavior and attitude, skills and competency, attendance and reliability, and medical or health concerns. Cases are now reviewed together to identify recurring issues in matching, coaching, skills and attendance.
Refunds
One refund was processed and deposited during July. A second family reached the end of the replacement period without a suitable replacement and elected a refund. Client Care has increased follow-up on open replacement requests.
Service contracts ended
Six families chose not to continue their service contracts. The Client Retention and Service Recovery Program will track non-renewals, intervene earlier when concerns emerge and identify where service performance contributed to the decision.
Operations
A shift toward stay-out arrangements
Inquiries for stay-out household professionals increased during July. Because recruitment had been built primarily around stay-in arrangements, the available stay-out pool was insufficient for some searches. Recruitment has begun building a dedicated stay-out pool and sourcing through channels used by household professionals. The broader shift is examined in The Stay-Out Shift.
What happens when a household professional resigns while the family is abroad
Under the Batas Kasambahay, where employment has no fixed term, either side may end the relationship by giving notice five days before the intended last day (RA 10361, Sec. 32). A July departure exposed a separate operational issue: the existing handover process assumed someone would be present at the residence to receive keys, access credentials and employer-provided property.
From August, we coordinate a documented turnover whenever a departure falls during a client’s absence:
- Written notice acknowledged by us, with the last working day confirmed to both sides.
- A joint checklist of keys, access credentials and employer-provided items and equipment, completed before the household professional leaves.
- A witness present — a household member, a family representative, or someone the family nominates — with our team coordinating remotely where no one can attend in person.
- Photographs and a signed record kept on file, with a copy given to the family and to the household professional.
- Final pay, benefits and the certificate of employment settled in the ordinary way.
The handover creates a record of returned keys, access credentials and employer-provided property. Because deposits and deductions for loss or damage may not be imposed on a kasambahay (RA 10361, Sec. 14), documentation — rather than money withheld at the end of employment — is the safeguard.
Incidents We Handled
Resolved incidents are published here; matters under active review are held until they conclude. Two July matters remain under review and will be included in a later edition. The cases below were resolved or under supervision at month-end.
An injury sustained on duty
A household professional was injured while performing assigned duties at an employer’s residence and required hospital examination, treatment and observation. MaidProvider.ph coordinated medical and financial assistance and documented the incident.
Confidential information shared without consent
Two household professionals shared confidential employment information, including client contact details, with their partners without the families’ knowledge or consent. Both placements ended. The incidents were documented, including through a barangay record, and data-privacy guidance was reinforced before deployment.
Frequently Asked Questions
What is the MaidProvider.ph Transparency Report?
A monthly public record of our operational numbers, the service challenges we met, the corrective actions we took, and the worker-protection measures behind them.
Why do we publish replacement and refund figures?
Because replacements and refunds are part of service performance. Reporting them alongside placements gives a fuller account of the client relationship.
Why are some incidents not published?
Matters under active review are held until they conclude. Publishing an unresolved account could misstate events before they are established. Resolved matters are included later where appropriate.
What happens if a kasambahay resigns while the employer is abroad?
Under RA 10361, where employment has no fixed term, either side may give notice five days before the intended last day. From August 2026, MaidProvider.ph coordinates a documented turnover during a client’s absence, including written notice, a checklist of keys and employer-provided items, a witness or remote coordination, and a signed record for both sides.
How do we protect household professionals?
We screen every candidate through the Security Double-Lock™ — a national dual-audit and clinical psychological screening — document welfare concerns, and withdraw a professional from a placement when their well-being may be at risk.
Who leads background checking at MaidProvider.ph?
Our background checking is led by Cristina Dijan, HR Director, who has 14 years of industry experience and focuses on applicant screening and verification.
Is MaidProvider.ph licensed?
Yes. MaidProvider.ph Corp. operates under DOLE PEA License M-24-04-034.
August’s report will return to the commitments recorded here: the turnover protocol, earlier eligibility screening, post-deployment tracking and service recovery.
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About this report. Published by MaidProvider.ph Corp., Roof Deck & 3A, 1710 Donada St., Pasay City. Figures reflect internal operational records for July 2026. Licenses may be verified with the issuing authorities.
Regulatory alignment. Our practices are designed to align with Republic Act 10361 (Batas Kasambahay), Republic Act 11965 (Caregivers’ Welfare Act) where applicable, and DOLE-PEA placement and refund governance. Our current salary position is published as a salary recommendation.