Domestic work in Spain: frequently asked questions what to know before accepting a position

A domestic worker's salary depends on several factors: the number of hours worked, whether the position is live-in or live-out, the city where the service is provided, the responsibilities of the role and the professional's experience.

Spain has a statutory minimum wage (SMI) that sets the legal minimum pay for a full-time position: in 2026 it is €1,221 gross a month across 14 payments — €17,094 a year — and €9.55 per hour worked for those paid hourly, an amount that already includes holidays and the proportional part of the extra payments. No offer may pay below that minimum.

That said, many of our offers pay above the legal minimum, particularly when the role calls for additional duties such as cooking, childcare, elderly care, languages or availability to travel.

Live-in workers also receive accommodation and board on working days, although these do not replace the salary agreed in the contract.

At Maids & Co. we always publish the salary range of every offer, so you know the financial terms of the position from the outset.

Yes. Pay can be negotiated before the contract is signed.

Factors such as experience, references, languages, availability to travel, cooking, caring for several people or additional duties can all influence the salary offered.

At Maids & Co. we aim for families and candidates to reach balanced agreements that match the responsibilities of the position.

Yes. Anyone working in a private household is entitled to an employment contract and to be registered with Social Security from the moment the employment relationship begins.

The contract should set out the working hours, the salary, the duties, the rest periods and the holidays. Although the law allows certain contracts to be agreed verbally, it is always advisable to put the terms in writing so that both the family and the worker have greater certainty. Where there is no written agreement, the law presumes the contract to be permanent and full-time, and either party may require it to be put in writing at any time (article 5 of Royal Decree 1620/2011, which governs this special employment relationship).

Paying Social Security contributions gives access to a range of benefits, including healthcare, temporary incapacity leave, a pension and — since the reform of the system — unemployment protection where the established requirements are met.

Working with a contract and contributions also makes it easier to evidence your professional experience for future jobs.

Yes. Since October 2022, following the reform introduced by Royal Decree-Law 16/2022, domestic workers pay unemployment contributions and can claim the benefit if they meet the requirements set out in law.

To claim, you must have contributed for the minimum period required, be legally unemployed and meet the conditions established by the State Public Employment Service (SEPE).

This change was a significant step towards bringing domestic workers' rights into line with those of other employees.

If your contract ends, it is worth asking for information as soon as possible to find out which benefits you may be entitled to.

Working hours depend on what is agreed in the contract, always within the limits set by law. For full-time contracts, ordinary hours run up to 40 hours a week of actual work.

In some cases, particularly in live-in positions, there may also be on-call time: hours when the worker is available to attend to occasional needs but is not continuously performing actual work. On-call time must be agreed in writing and compensated either financially or with time off, as agreed.

Distinguishing between actual working hours, on-call time and rest periods matters, because it is what keeps working conditions fair.

Actual work is the time during which the worker performs the duties of the role, such as cleaning, cooking, ironing, childcare or caring for older people.

On-call time refers to periods when the worker remains available in the family home without carrying out tasks continuously. For example, a family may ask the worker to stay in the house while the children sleep, or during certain hours in case something comes up.

The difference matters because the two are regulated differently and must not be conflated when calculating working hours. On-call time must be agreed in the contract and compensated with pay or equivalent rest.

It cannot be used to extend the working day indefinitely.

Live-in workers are entitled to enough rest to safeguard their wellbeing.

As a general rule, weekly rest is 36 consecutive hours, usually covering Saturday afternoon or Monday morning plus the whole of Sunday, although it can be arranged differently if both parties agree.

In addition, every day must allow enough time for a night's rest and for meals.

Respecting rest periods is essential to a healthy, long-lasting working relationship.

Domestic workers are entitled to 30 calendar days of paid holiday for each year worked. If the employment relationship lasts less than a year, holiday accrues in proportion to the time worked.

Holiday dates are normally agreed between the family and the worker, taking both parties' needs into account. If no agreement is possible, the law sets a clear rule: the employer may set 15 days and the worker freely chooses the other 15. In that case, the dates must be known at least two months in advance.

The worker continues to receive their usual salary during the holiday. A live-in worker is not required to remain in the family home or to travel with the family if they go away, since that period must be genuine rest. If they accompany the family and work, that time cannot count as holiday.

A live-in worker lives in the family home on working days and has their own room and board. This type of position tends to suit families who need continuous attention or greater availability.

A live-out worker, by contrast, works set hours and returns to their own home at the end of the day.

Both types of employment come with a contract, Social Security contributions, holidays and every other employment right. The main difference lies in how the working day is organised and how the service is provided.

Live-in positions generally require more flexibility with hours and tend to offer higher pay because of the availability they involve.

When an offer includes caring for children, the duties must be clearly defined from the outset.

Depending on the children's ages, tasks may include taking them to school, preparing meals, helping with homework, organising activities or attending to their daily needs.

Many families also value first-aid knowledge, languages or previous experience as a nanny.

In every case, the responsibilities must be reasonable and consistent with the salary and hours agreed.

Yes. Many live-out workers work for more than one family, especially on hourly or part-time contracts.

Each employment relationship must have its own contract and Social Security registration, always respecting the agreed hours and avoiding clashes between jobs.

Working for several families can be a good way to make up a full working week or increase monthly income.