Hiring a domestic worker in Italy: the essentials (2026)
If you are a foreign employer living in Italy (or managing a household here), hiring a housekeeper (colf), a caregiver (badante) or a babysitter can feel complicated. This page is a practical “starting point”: clear rules, simple words, and common mistakes to avoid.
Hiring a domestic worker in Italy means: a written contract, INPS social contributions, correct pay, and respect for working hours and rest time. If you keep things organised from the beginning, you avoid almost all problems.
1What counts as “domestic work” in Italy
Domestic work covers household support and care services inside a private home. The most common roles are:
- Colf — housekeeper / cleaning / home support
- Badante — caregiver (often elderly care, sometimes live-in)
- Babysitter — childcare support
Even when the relationship is friendly, in Italy it is still a regulated employment relationship, with contributions and basic rules.
2First decision: live-in or live-out?
One of the most important choices is whether the worker is:
- Live-out (non convivente) — works certain hours and goes home
- Live-in (convivente) — lives in the household, with defined work hours and rest time
“Live-in” does not mean “available all the time”. Even live-in workers have protected rest time and free personal time.
3Contract basics: what you must set from day one
To avoid confusion, set these elements clearly (ideally in writing):
- Job role and tasks (cleaning, cooking, care, companionship, etc.)
- Working hours and weekly schedule
- Pay (hourly or monthly) and payment date
- Live-in arrangement (if applicable)
- Rest time, weekly day off, holidays
- Trial period (if you apply it)
4INPS contributions and payments: what you should know
In Italy domestic work includes INPS contributions. The employer is responsible for paying them correctly and on time. Payments are linked to pagoPA.
Do not wait for paper letters. Keep your access to INPS services organised (SPID / CIE / CNS) and check payments regularly.
5Pay, payslips, and records
A correct relationship is not just about paying the monthly amount. It’s also about keeping clear records:
- Monthly salary with clear calculation
- Any extra hours or additional work
- Paid leave and absences
- End-of-employment amounts (where applicable)
When a disagreement happens, the difference between “a mess” and “a simple solution” is usually documentation and clear rules.
6Working time vs rest time (a key rule)
A correct domestic work relationship always separates: working hours (when the worker must be available and active) from rest time (personal time).
This is crucial for live-in caregivers and for families who need assistance during nights or weekends: the right approach is organisation (shifts, replacements, agreed extra hours), not “expecting constant availability”.
7Best practices: simple rules that prevent conflicts
| Good habit | Why it helps |
|---|---|
| Write the weekly schedule | Clarity on work hours and rest time. |
| Keep salary calculations transparent | Prevents disputes and builds trust. |
| Do not “improvise” changes | Any change should be discussed and agreed. |
| Plan coverage during days off | Avoids tension in live-in care situations. |
8Need help?
If you are unsure about the correct setup (live-in vs live-out, contributions, hours, pay), it is better to clarify early than to fix problems later. Our goal is to help employers stay compliant and organised.