Domestic workers have statutory employment rights. Employers must assess the actual employment relationship, register eligible domestic workers through the compulsory IMSS scheme and provide required wages and benefits; part-time work does not automatically remove those duties.
In this guide
Identify the employment relationship
A housekeeper, caregiver, cook or other person doing paid household work may fall within Mexico's domestic-worker provisions. The duties, supervision and actual arrangement matter. Calling someone a contractor or paying in cash does not alone determine the legal result.
The Federal Labor Law distinguishes domestic work from other services and requires written terms for the covered relationship. Lack of a written contract does not erase worker rights. For an agency arrangement, establish who is the employer and verify the agency's obligations. Consult the Federal Labor Law's domestic-work chapter.
Agree and document the terms
Record the parties, duties, work address, schedule, wage, payment frequency, rest, leave and social-security arrangements. Live-in employment requires particular attention to rest, working hours and accommodation rules.
Check the current applicable minimum wage for the occupation and geographic zone. Keep wage receipts and records of the actual days worked. Do not use another household's wage or an old online estimate as proof of compliance.
Register and pay social-security contributions
IMSS states that each employer must register a domestic worker from the start of the employment relationship. INFONAVIT registration is coordinated with this scheme. Contributions depend on declared pay and work days; a worker serving several households does not make one household responsible for all employers' registration.
Use the IMSS domestic-worker portal and its current calculator and instructions. Avoid treating contributions as a fixed 20–25% of wages. Confirm the first payment, ongoing due dates, actual salary reported and procedures for changes or termination.
Budget the statutory benefits
| Benefit | Baseline to verify and apply |
|---|---|
| Aguinaldo | At least 15 days of salary for a full year; proportional entitlement where applicable |
| Payment deadline | Aguinaldo is due before December 20 |
| Vacation | At least 12 paid days after the first year; entitlement increases with service |
| Vacation premium | At least 25% of the applicable vacation pay |
| Rest and public holidays | Apply the legal schedule and additional-payment rules |
| Social security | Contributions through the correct domestic-worker process |
Swipe or scroll sideways to compare all columns.
These are statutory minimum concepts, not a personal payroll calculation. Part-time and variable-pay arrangements need the correct wage and service basis. Do not confuse days physically worked each week with the complete calculation of accrued rights.
PROFEDET's aguinaldo guidance and vacation-premium information explain those benefits. Confirm any more favorable agreed terms.
Manage records and changes
Maintain the contract, wage payments, leave dates, contribution receipts and changes to the schedule. Provide a clear way to discuss duties and absences. Confirm the procedure for sickness, workplace injury and other protected leave rather than informally docking pay.
Paying a bonus does not substitute for IMSS contributions. Insurance bought for the household owner also does not satisfy the worker's social-security rights.
Calculate termination for the actual case
Unpaid wages and accrued benefits may be due when employment ends. Further compensation depends on whether there is resignation, justified dismissal, unjustified dismissal or another legally relevant situation, along with service and wage facts.
Do not apply “three months plus 20 days per year plus seniority premium” automatically to every departure. Have the lawful calculation and documentation reviewed before dismissal or a settlement. A signature does not make a waiver of statutory rights valid, and no one should be pressured to sign a resignation.
Use the appropriate conciliation or labor procedure where required. PROFEDET's termination guidance is a starting point for understanding earned benefits and dismissal questions.
Frequently asked questions
Do part-time domestic workers need IMSS registration?
Part-time work does not automatically remove registration duties. Each employer must follow the applicable scheme using the actual wages and work days.
Can I pay extra cash instead of social security?
Extra pay does not replace compulsory registration or statutory contributions.
Is the same severance owed whenever someone leaves?
No. Earned benefits and possible additional compensation depend on the reason for termination, legal facts and wage basis. Obtain a case-specific calculation.
Sources and scope
Federal Labor Law, IMSS domestic-worker scheme, IMSS FAQs, aguinaldo, vacation premium and termination guidance.
Editorial review: October 7, 2026. Requirements depend on the applicable authority, route and facts. Confirm the current procedure and obtain advice for your individual situation.