Hiring a housekeeper: define the work and employment setup

A clear housekeeping role starts with the work you need done, how often it needs doing, and who will direct it. Agreeing on those details before an offer helps prevent a cleaning position from quietly turning into a much broader household job.

Describe the rooms and tasks

Make a room-by-room list of routine work: bathrooms, floors, kitchen surfaces, dusting, changing linens, or laundry. Separate recurring tasks from occasional deep cleaning. Identify delicate surfaces, care instructions, and any equipment or products that need special handling.

Decide whether ironing, organizing, errands, cooking, pet care, or childcare belongs in the position. Do not assume these duties come with housekeeping. If you need several kinds of help, explain their frequency and priorities so the candidate can assess the workload.

Plan a realistic visit or workweek

Describe the size of the home, areas included, expected frequency, and available working hours. Discuss what should take priority when the full list cannot be completed in the available time. Agree on how to report unfinished work and request additional time.

Explain whether anyone will be home, how the worker will enter, where supplies are stored, and how pets will be managed. Keep door codes and private household details out of the public job advertisement.

Clarify who provides and directs the service

For federal household-employment tax purposes, the IRS considers control over both the work and how it is performed. Its guidance distinguishes household employees from workers operating an independent business. A weekly visit, payment method, or job title alone does not decide the issue. Describe the actual arrangement when seeking advice. See IRS Publication 926.

If a cleaning company is involved, ask who employs and supervises the worker, supplies equipment, handles payment, and addresses concerns. Use the household employee basics rather than assuming every cleaner has the same employment status.

Agree on supplies and safe working arrangements

List the products and equipment available and discuss suitable use before work begins. Explain how to report damaged equipment, spills, hazards, or tasks requiring help. Discuss lifting, ladder use, ventilation, and access to the areas being cleaned. Avoid asking someone to improvise with unfamiliar chemicals or unsafe equipment.

Agree on how replacement supplies and approved purchases will be handled. Clarify laundry preferences and special-care items before putting them into the normal routine.

Put pay and boundaries in writing

Record the proposed gross pay arrangement, expected hours, pay frequency, extra-work approval process, and offered benefits. Review applicable wage, overtime, leave, insurance, registration, and notice requirements for the work location before finalizing terms.

If the worker is your employee, assign payroll setup and timekeeping responsibilities. Use the recordkeeping guide and onboarding checklist to organize the first week and first payday.

Review the job after it starts

Schedule an early check-in about the task list, available time, products, and communication. If duties grow, discuss the change explicitly and update the written terms. A useful job description makes the boundaries visible to both people.

Next step: Use the before-hiring guide to assign setup responsibilities, then browse the templates and planning tools.

Information only: General planning information, not legal, tax, or medical advice, an employment agreement, or a complete compliance checklist. Check current requirements for your arrangement. Source/editorial review: October 19, 2026; no specialist sign-off.