Housekeeper: Hiring Directly vs Through an Agency
We compare hiring a housekeeper directly versus through an agency in Spain: the real cost, time, legal risk and peace of mind, so you can choose wisely in 2026.
In short
Finding the right person to work in your home is not just a question of availability. It involves trust, responsibility and proper employment management. That is why many families wonder whether it is better to hire a housekeeper directly or to do so through a specialist agency.
Both options are legal, but the impact on time, risk and peace of mind is very different.
Hiring a housekeeper directly
Hiring directly means the employer manages the entire process, from finding the right candidate to overseeing the working relationship.
What the employer takes on
- Posting job adverts and shortlisting candidates
- Interviews and reference checks
- Registration with the Social Security system and the employment contract
- Managing payroll, holiday and extra payments (pagas extra)
- Handling issues, sick leave or termination of the contract
Advantages
- Lower upfront cost
- A direct relationship with the worker
- Greater autonomy in decision-making
Drawbacks
- A significant investment of time
- Legal risk if administrative errors are made
- Difficulty verifying genuine experience
- No support when the unexpected happens
Hiring a housekeeper through an agency
With a specialist agency such as Maids & Co, hiring is built on professional criteria, defined processes and experience in the domestic sector.
What an agency brings
- Rigorous candidate screening
- Professional interviews and pre-screening filters
- Verification of experience and references
- Employment and contractual advice
- Support throughout the working relationship
- Replacement options if the candidate is not the right fit or goes on leave
Advantages
- Time saved from the outset
- Reduced legal risk
- Greater peace of mind and stability
- Candidates aligned with the household's real needs
Drawback
- A higher cost than hiring directly
The employment regime for domestic workers has legal particularities that, if not managed correctly, can lead to disputes and penalties. Using a specialist agency does not remove the employer's responsibility, but it does reduce errors and provides expert support.
In households where trust, continuity and quality of service are priorities, this difference is decisive.
How much each option really costs
Beyond the agency fee, it is worth understanding what makes up the monthly cost, because in both cases the household bears the employment cost. This breaks down into three parts: the worker's gross salary, the Social Security contributions the family pays as employer, and the associated items (extra payments, holiday and, since 2022, the unemployment contribution and the Wage Guarantee Fund, FOGASA).
On top of the employer's contribution comes the Intergenerational Equity Mechanism (Mecanismo de Equidad Intergeneracional, MEI), which in 2026 is 0.90%. Personal income tax (IRPF), by contrast, is not a compulsory withholding in domestic employment: it is only applied if both parties agree, so most households do not apply it.
Let's look at an example. For a full-time worker earning the minimum wage (SMI) -- 1,221 EUR gross per month over 14 payments, equivalent to 1,424.50 EUR over 12 payments with the extra payments spread out, or 9.55 EUR/hour for work paid by the hour -- the total cost to the family comes to around 1,801 EUR/month once Social Security contributions are added. That figure is practically the same whether you hire directly or through an agency: the difference is that with an agency you add a fee for the screening and support, whereas on your own you invest your own time in posting adverts, interviewing candidates and arranging the registration.
| Aspect | Direct hire | Through an agency |
|---|---|---|
| Who is the employer | The household | The household |
| Candidate selection | Handled by the household | Professional process with pre-screening |
| Start-up cost | Only the employment cost (~1,801 EUR/month at the SMI) | Employment cost + agency fee |
| Management time | High | Low |
| Legal risk | Higher | Reduced with professional advice |
| Replacement if not a good fit | Handled by the household | Included depending on the service |
The bottom line is that the employment cost is common to both routes and is set by law; the real financial difference lies in the agency fee versus the time, the learning curve and the risk taken on by a family that manages everything on its own.
Legal particularities you should not overlook
Whichever option you choose, the household remains legally responsible. These are the three areas where errors and unexpected costs are most concentrated.
Registration with Social Security from the very first hour
Registration is compulsory from the very first hour worked, even if it is only a few hours a week. Failing to do so exposes the family to penalties that, under the Spanish law on labour offences and penalties (LISOS), range from 3,750 EUR to 12,000 EUR per worker, on top of having to pay the overdue contributions. It is one of the most common -- and most expensive -- mistakes in improvised direct hiring.
Dismissal, withdrawal and final settlement
The relationship can end through the employer's withdrawal (desistimiento), with compensation of 12 days' salary per year worked (capped at 6 months' pay), or be declared unfair (improcedente), which raises the compensation to 33 days per year (capped at 24 months' pay). In every case, the final settlement (finiquito) must include any untaken holiday and the extra payments accrued pro rata per six-month period. Miscalculating these amounts is a frequent source of claims.
Hiring a foreign national
If the candidate is an EU citizen, she only needs an NIE (foreigner's identity number) and registration with Social Security. If she is from outside the EU, the usual route is the residence permit through the socio-labour roots route (arraigo sociolaboral) under the Spanish Immigration Regulation (Royal Decree 1155/2024, in force since 20 May 2025): it requires proof of 2 years' residence in Spain and a contract of at least 20 hours a week at the SMI, now without any prior complaint being needed. The preliminary contract (precontrato) for the arraigo must offer a minimum of 20 hours a week, a duration of at least 3 months, a salary equal to or above the SMI and a suspensive clause. In every case, the family is the employer, not the agency. In addition, Royal Decree 316/2026 opened an extraordinary regularisation whose applications can be submitted until 30 June 2026.
Which option is more suitable?
Hiring directly can work well when you have the time, the knowledge and the capacity to manage it.
An agency is especially suitable for those seeking security, professionalism and a well-structured working relationship from the start.
The difference between hiring directly or through an agency is not only about price, but about the value of time, peace of mind and the right selection of staff.
When it comes to bringing someone into your home, professional experience and support make all the difference.
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Frequently asked questions
- How much does it cost to hire a housekeeper through an agency?
- An agency fee usually amounts to one month of the worker's salary and is paid once, when the professional joins. For example, for a salary of around 1,424.50 EUR a month (12 payments), the fee would be close to that figure plus VAT (IVA). On top of that one-off payment comes the monthly employment cost (salary and contributions), which is identical whether you hire directly or through an agency.
- Is it compulsory to register the housekeeper with Social Security?
- Yes. Registration with the Social Security system (Seguridad Social) is compulsory from the very first hour of work, whatever the hours. The employer is solely responsible for arranging it and for paying the contributions (including the MEI of 0.90%). Failing to register is a serious offence that can be penalised with fines of between 3,750 EUR and 12,000 EUR, on top of paying the overdue contributions with a surcharge.
- If I hire through an agency, who is the legal employer?
- The employer is still the household, not the agency. The employment contract, the Social Security registration and the payroll are all in the name of the head of the household, who assumes every legal obligation before the law (contributions, holiday, extra payments, dismissal). The agency selects, advises and supports you with the paperwork, but it does not replace the figure of the employer.
- What happens if the housekeeper selected by the agency is not the right fit?
- Agencies usually offer a guarantee period during which they replace the professional at no extra cost if she does not settle in or goes on leave, repeating the selection process. This cover, combined with the legal trial period of up to 2 months (60 days) under Royal Decree 1620/2011, is a key practical difference from direct hiring, where restarting the search falls entirely on the family.
