Hiring a housekeeper can make a huge difference to a busy household. A housekeeper can do much more than simply clean your home — depending on the role, they may also help with laundry, ironing, grocery shopping, meal preparation and keeping the household organised.
But if you are employing a housekeeper privately, there is more to consider than simply finding the right person. You also need to think about pay rates, employment contracts, tax, superannuation, insurance and your obligations as an employer.
Are housekeepers covered by an Award?
Housekeepers employed privately in a household are covered by the Miscellaneous Award 2020, although this depends on the duties being performed and the circumstances of the employment.
The Miscellaneous Award sets minimum rates of pay and employment conditions, including rules relating to ordinary hours, overtime, penalty rates, leave and other entitlements.
There are some important exceptions. For example, employees providing aged care or disability care in a private home may instead be covered by the Social, Community, Home Care and Disability Services Industry Award (SCHADS Award).
How much should I pay my housekeeper?
There are two common ways to pay a housekeeper:
- Pay the minimum Award rate and apply the relevant penalty and overtime rates when applicable; or
- Agree to a higher flat hourly rate that compensates the employee for the Award entitlements they would otherwise receive.
If you choose to pay a flat rate above the Award minimum, you need to make sure the employee is better off overall than they would have been if they had simply been paid according to the Award.
Minimum housekeeper pay rates
As at 1 July 2026, the minimum rate for an employee aged 21 or over classified at Level 2, working ordinary Monday to Friday daytime hours, is:
| Employment type | Minimum hourly rate |
| Full-time or part-time | $27.08 |
| Casual | $33.85 |
These are minimum rates only. The actual rate may be higher depending on the employee’s classification, the hours and days they work, and whether overtime or penalty rates apply.
What should a housekeeper’s employment contract include?
A good employment contract can prevent a lot of misunderstandings later. Housekeeping roles can vary enormously from one household to another, so it is worth being specific about what you expect.
- A detailed list of duties
Don’t simply write “general housekeeping”.
Specify what you expect your housekeeper to do and how frequently.
For example:
- Vacuuming and mopping floors
- Cleaning bathrooms
- Dusting
- Changing bed linen
- Laundry and ironing
- Cleaning the kitchen
- Grocery shopping
- Meal preparation
- Tidying children’s rooms
- Taking rubbish out
- Walking the dog
You may also want to specify how frequently particular jobs should be done. Mopping floors might be required weekly, while cleaning blinds or particular areas of the house may only be required monthly.
Being specific helps both you and your housekeeper understand what is expected.
- A schedule
Specify how often your housekeeper will work and their expected hours.
For example, you might employ someone:
- One day per week
- Two or three days per week
- Monday to Friday
- For a set number of hours each day
Remember that the days and times your employee works can affect their Award entitlements, particularly if they work evenings, weekends or public holidays.
- Who provides cleaning supplies and equipment?
Make it clear whether you will provide cleaning products, a vacuum cleaner and other equipment, or whether your housekeeper is expected to provide anything themselves.
If your housekeeper uses their own vehicle for work-related errands, you should also agree on how those expenses will be handled.
- Areas of the home that are off limits
Be clear about any rooms, cupboards, documents or personal belongings that your housekeeper should not access.
Your housekeeper wants to do a thorough job, so giving clear instructions from the beginning avoids awkward situations later.
- Children and pets
If your housekeeper will be working while children are at home, clarify whether they are expected to supervise the children or whether their role is strictly housekeeping.
This distinction is particularly important because housekeeping and childcare can fall under different employment arrangements and Award considerations.
If your housekeeper will have contact with children, you should also check the relevant Working With Children Check requirements in your state or territory.
- Probation and termination
Your employment contract should clearly set out the probationary period, notice requirements and termination arrangements.
Insurance when employing a housekeeper
If you employ a housekeeper privately, you should check that you have the appropriate insurance cover.
Your home and contents or landlord insurance may not automatically cover an employee working in your home.
You will also generally need workers compensation insurance for your employee, with the requirements varying between Australian states and territories.
It is important to check the requirements that apply where you live before your housekeeper starts work.
PAYG tax for your housekeeper
If you employ a housekeeper as an employee, you may have obligations to deduct PAYG withholding tax from their wages and pay it to the ATO.
Household employers have special rules for PAYG withholding. You can register with the ATO as a household employer, by applying for a Withholding Payer Number (WPN) if you are not employing the person through a business.
If you already operate a business, there may also be circumstances where you can employ the housekeeper using your existing ABN.
Once registered, you need to report and pay the PAYG withholding amounts to the ATO according to your reporting obligations.
Superannuation for housekeepers
There is a special superannuation rule for employees who work in a private home.
Generally, compulsory superannuation for domestic workers applies when the employee works more than 30 hours per week for the household.
You can, however, choose to pay superannuation even when it is not compulsory.
From 1 July 2026, Payday Super means that where superannuation is payable, employers are required to pay it much more frequently — generally in connection with each pay cycle, rather than waiting until the quarterly superannuation due date.
This is an important change for household employers to understand when setting up their housekeeper’s payroll.
Do I need payroll for my housekeeper?
Employing a housekeeper means becoming the employer.
This means you are responsible for calculating wages, PAYG withholding, superannuation, leave entitlements and any applicable Award penalties and overtime.
You also need to provide compliant payslips and meet your reporting obligations to the ATO.
For many families, managing all of these requirements can be more complicated than expected — particularly when a housekeeper works different hours or occasionally works weekends or additional hours.
Domestic Payroll specialises in payroll and employment support for families employing domestic staff, including housekeepers, nannies, gardeners, cleaners and carers.
We make sure you remain ATO compliant across all employer obligations and take care of the payroll administration, leaving you to concentrate on the benefits of having a housekeeper.
We can assist through our payroll service options, to go ahead, sign up or contact us to discuss further.
