Legal and contractual aspects in the recruitment of domestic staff in Italy

Hiring domestic staff for a private residence in Italy requires not only a careful selection process but also full compliance with current regulations. Contracts, employment classification, social contributions, and tax obligations must be managed precisely, especially in high-profile contexts where staff members hold positions of trust.

In this article, we outline the key legal and contractual aspects for those who wish to hire domestic staff in Italy in a regular, safe, and transparent manner.

1. Employment contracts: types and obligations

In Italy, domestic staff are employed under the National Collective Labour Agreement (CCNL) for domestic work.
The main contract types include:

• Permanent employment contracts (commonly used for housekeepers, house managers, senior domestic staff)

• Fixed-term contracts (often used for seasonal staff)

• Live-in or live-out arrangements

The contract must clearly specify:

• Duties and working hours

• Job classification level (from A to D Super, depending on the role)

• Salary

• Any benefits (board, lodging, reimbursements)

2. Social security and insurance obligations

Employers are required to:

• Pay INPS (National Social Security Institute) contributions quarterly

• Ensure INAIL (National Insurance) coverage for accidents at work

• Keep copies of contracts and payslips on file

Exact contributions depend on weekly hours, agreed salary, live-in arrangements, and working schedule.
Allure Domestic Staff also supports families in administrative management after the recruitment process through personalized consultancy.
Discover our approach here.

3. Privacy protection and confidentiality obligations

In high-confidentiality environments, it is common to include an NDA (non-disclosure agreement) within or alongside the employment contract, where:

• The employee agrees not to disclose any information about the family or household

• Sensitive matters such as photos, data, routines, and guest information are regulated

This aspect, often underestimated, is essential in luxury residences and for UHNW families.

4. Foreign staff: permits and legal requirements

For non-EU staff, it is necessary to:

• Verify possession of a valid residence permit

• Ensure compliance with Italian employment regulations

• If required, initiate employment procedures through the “decreto flussi”

Allure Domestic Staff works exclusively with properly documented staff holding valid permits.

5. Probation period and termination of employment

A probation period (usually 8–30 days) may be included, during which either party may terminate the contract without notice.

After this period, termination must comply with contractual notice periods.
All formal communications (hiring, termination, extensions) must be reported to INPS.

Conclusion

Partnering with a specialized agency means not only finding the right candidate but also avoiding formal mistakes that could lead to penalties or disputes.

Allure Domestic Staff selects highly qualified profiles and offers professional support in legal and contractual management, in full compliance with Italian regulations.

If you wish to hire domestic staff with guarantees of reliability and legal compliance, contact us.