Live-in vs live-out caregiver in Italy: costs, organisation, and what to choose
When hiring a caregiver in Italy, the first real decision is often: live-in (convivente) or live-out (non convivente)? Many foreign employers focus only on “monthly salary”. In reality, the choice is about organisation, coverage, and daily life.
Live-in provides continuous presence during scheduled work and simplifies logistics, but it requires clear boundaries and housing organisation. Live-out is easier on privacy and household space, but requires stronger planning for coverage.
1Live-in caregiver (convivente): what it really means
A live-in caregiver lives in the employer’s home. This does not mean 24/7 availability, but it usually means the household has a stable daily presence that supports care routines.
- the assisted person needs daily presence and support;
- night-time routines are part of the care;
- the family wants a stable structure and fewer daily logistics.
2Live-out caregiver (non convivente): what changes
A live-out caregiver comes to work for scheduled hours and then leaves. This model is often preferred when care is needed only part-time, or when the household does not have space for a live-in arrangement.
- care is required for specific hours only (morning / afternoon);
- the family wants stronger privacy boundaries;
- the home layout does not allow comfortable accommodation.
3The real difference: coverage and organisation (not only salary)
Many employers compare costs only by looking at base salary. But the real cost is the quality of coverage and the need for backup plans.
| Topic | Live-in (convivente) | Live-out (non convivente) |
|---|---|---|
| Daily coverage | More continuous presence during the week (within working hours). | Strictly linked to scheduled hours. |
| Emergency flexibility | Often easier (but must remain within rules and agreements). | More difficult: needs planning, extra hours or substitutes. |
| Household privacy | Lower privacy: worker lives in the home. | Higher privacy. |
| Space requirements | Requires appropriate accommodation. | No accommodation required. |
| Risk of misunderstandings | Higher if boundaries are not clearly defined (rest time vs work). | Lower: work time is clearly separated. |
4Costs: what you should consider (technical, but realistic)
Domestic work costs are not only wage: employers must consider contributions, entitlements, and settlement items. Live-in contracts often include elements linked to housing and daily organisation.
The “cheapest” option on paper can become the most expensive one if the family later discovers that coverage is not enough and must add substitutes or extra hours.
5The decision guide: what to choose
the assisted person needs stable daily support, care is intensive, and you can provide proper accommodation.
care needs are limited to certain hours, you prefer privacy, and you can organise coverage with shifts or family support.
6Two common mistakes (and how to avoid them)
Mistake #1 — “Live-in means always available”
Live-in does not mean 24/7 availability. Rest time is personal time. The correct approach is to agree clearly on schedules and boundaries.
Mistake #2 — “Live-out is fine without a backup plan”
With live-out employment, when the worker is off, the family must have coverage: relatives, shifts, replacement workers, or professional services. Organisation is essential.
- Write down schedules clearly.
- Plan weekly rest days and replacements.
- Keep payroll and contributions always updated.
- Do not rely on “informal promises” — they often create disputes.
7Conclusion
Live-in and live-out employment are two different models. The best choice depends on the assisted person’s needs, family organisation, space, and privacy. The traditional rule is simple: choose the model that guarantees real coverage, not just the lowest salary.