Terms and Conditions of Employment

SCOPE : The Domestic Carer will undertake all duties required to ensure a smooth running household and most importantly ensure  cleanliness and tidiness of all internal areas. This will cover whatever duties are required to achieve this including shopping for food and other supplies, cooking and washing up,  looking  after the elderly and children including the administering of minor medical requirements and being a good companion. Each situation will vary according to the effectiveness of the employer but the better and clearer the understanding between the two parties, the better the carers response. Although it is not necessary, clients may attach to the contract a list of tasks they want performed if they so wish.

In return for these services the Employer will be asked to provide the following :-

1. A minimum 2 year contract the second year of which is subject to obtaining renewal of the work permit following completion of the first year.

2. Suitable accommodation which will allow for the Carers privacy in her time off. This should incorporate an equipped bedroom preferably with private toilet / shower facilities, TV, a fan / heater if not air conditioning and any other such facilities. – As a guide, the residence that the Carer can normally cope with should be no bigger than 500 sq metres and the average family size no larger then 2 adults and 3 children.

3. All meals whilst on duty will be free of charge however, the domestic carer will contribute the minimum amount of 48.36 euros per month as dictated by law, which amount will be deducted from the wage.

4. The selected Carers are versatile cooks and should be able to adapt to local cooking. They themselves however, normally prefer their own Asian diet and the employer should provide them with the basic ingredients to allow them to cook for themselves.  

5. Filipinos are mainly fervent Catholics and will wish to go to church every Sunday.

6. The employee is legally entitled to rest days / periods however, private agreements between employer and Carer are often the main way of meeting such needs. Under normal circumstances, the client decides on a daily routine to be carried out every day  upto 6 days per week allowing 1 days leave and a minimum of 3 consecutive hours of free time every day, as required by law. During the remaining time the Carer will be on call.  

7. An official call to duty whilst the carer is ‘on call’ would by law require overtime payment however, in most cases this is avoided and time off in lieue given instead.

 8. To establish a sound long lasting and good relationship the employer would do well to show consideration towards the Carer but still retaining an element of firmness. One  problem that has sometimes arisen lies with residences that are far from bus stops –say over 500 metres – which walk becomes a burden if done carrying shopping bags.  

9. Salary & Employment Legislation. – The employee will be paid the minimum salary which currently is € 659.85   per month;   NI contributions (10% approx.) will be paid both by the employer and employee and any relevant Income Tax will be deducted.

The employer will deduct the NI stamp value from the carers gross wage which is forwarded to the CIR and will also deduct a contribution to Living In amounting to 94 euros, leaving the Carer with a net monthly salary of 500 euros. Both parties will be subject to employment legislation for a non-EU country employee and the employer will take responsibility required by law to ensure responsibility for taxes to be paid on all earnings. The employee will be under probation during the first six months of employment during which period, either party may terminate the employment agreement. The employee will be entitled to all other  benefits, such as annual leave, bonus, sick leave etc.,  as stated in the legislation ( see attached summary)

10. The Employer should be aware that our sister company, CMIS Singapore, enters into an undertaking with the candidate which requires him / her to execute their duties honestly and diligently, and, to commit themselves to work throughout the duration of the contract. Experience has shown that this agreement helps the client locally since CMIS can then influence aspects of the employees behavior. 

11. To help you select the right candidate CMIS tailor Carers to the clients needs.  

If during the probationary period the employer decides to terminate the employees contract, the company will undertake to provide a replacement as soon as permits allow,  at no additional cost. The employer will be required to complete the Termination of Employment Form which will confirm the employee’s end of engagement.

click to fill in our questionnaire which will provide us with all the necessary information to start the process now.