Contents
Who you can hire
Italian law allows private households to employ lavoratori domestici—domestic workers such as babysitters, nannies, caregivers (badanti), housekeepers, and family assistants—under the national domestic work framework (with sectoral minimums, hours, rest and holidays). You can hire EU citizens freely; for non-EU citizens you must respect immigration routes and get the correct permit and contract. If the worker is already in Italy on a suitable title, rules differ from a hire directly from abroad.
For families, the key is to match the role to the proper level (live-in vs live-out, infant care vs elderly assistance, night availability, specialized tasks). Pay, contributions and scheduling all depend on that level, so decide it before you start.
Visa & entry routes
Traditionally, households recruited non-EU workers under the annual Decreto Flussi (quota system). Recent reforms have streamlined alternatives. Most notably, the conversion into law of Decree-Law 146/2025 (Law 179/2025) together with the new simplification law (Law 182/2025) introduced faster procedures and, for family services, an out-of-quota route specifically for babysitters/caregivers—cutting wait times where quotas are saturated. You still need a proper job offer, documentation and checks, but the door no longer closes just because the yearly cap has been reached. You can read the legal bases in the Official Gazette (Law 179/2025) and the Official Gazette (Law 182/2025).
Three common cases you’ll encounter:
1) Hire from abroad. You file for the work authorisation (nulla osta) via the Sportello Unico and, after issuance, the worker applies for the visa at the consulate, enters Italy, signs the contratto di soggiorno and requests the residence permit. Under the new rules, Sportello Unico steps are more digital and document duplication should be reduced.
2) Worker already in Italy on a different title. If the person qualifies, you may convert the permit without interrupting work while the conversion is processed—this is explicitly allowed after the reform, avoiding gaps in pay and INPS records. Keep your contract, payslips and proof of application aligned in case of checks.
3) EU citizens (or assimilated categories). No visa is needed, but registration and standard employment compliance still apply. You must still respect pay, hours, contributions and safety requirements.
Contract & pay, INPS & taxes
Domestic workers are employed under the national domestic work framework. You’ll define: level (infant care, elderly care, general household help), live-in or live-out status, standard and maximum hours, night duties, on-call arrangements, and rest periods. Salary must not fall below sector minimums and must reflect allowances (e.g., board/lodging for live-ins) and overtime rules. Put everything in writing: role and level, working schedule, probation, holidays, notice, and termination conditions. Keep a signed copy and share it digitally with the worker to avoid later disputes.
Pay slips (cedolini) are monthly and must show gross pay, allowances, contributions withheld where applicable, and accruals (13th month pay, holidays). If you use a payroll service, ensure they know the domestic framework well—mistakes on levels or night rates are common and lead to back-pay claims.
Households must register and pay social contributions for domestic workers to INPS on a quarterly basis. INPS provides tools and services to calculate contributions and handle payments online; see the dedicated pages on contributions and deductions and on quarterly payments. Contributions secure the worker’s pension and benefits and protect you from sanctions.
On the tax side, contributions paid for domestic workers are typically deductible up to a statutory cap when you file your annual return. Keep every receipt and payment record. If you’re an expat becoming Italian tax resident, align these payments with your return and avoid double-reporting. Unsure about residency and obligations? Read our plain-English guide to tax residence in Italy or speak with a professional.
Step-by-step
Use this short checklist to get from “we need help” to a legal, low-friction hire. Keep it in your drive and tick items off as you go.
- Define the role. Duties (infant care, elderly assistance, housekeeping), live-in or live-out, weekly hours, nights on call. Decide the proper level—this drives pay and contributions.
- Choose the route. From abroad (nulla osta → visa → entry → contratto di soggiorno → permit) or conversion if already in Italy. For babysitters/caregivers, check the new out-of-quota channel introduced by Law 179/2025.
- Prepare documents. Employer ID and codice fiscale, worker ID and credentials, proof of accommodation where required, and a draft contract in Italian with clear schedule and pay.
- File digitally. Use the relevant portals after obtaining SPID/CIE. The simplification law pushes authorities to avoid duplicate document requests—upload clean PDFs and keep protocol receipts.
- Sign and onboard. Once the worker arrives or the title is converted, sign the contratto di soggiorno (if applicable), register the employment, set up payslips, and submit INPS contributions each quarter.
- Keep records. Payslips, contribution receipts, contract, time sheets (especially for live-ins) and any messages changing hours. Consistency protects you in audits or disputes.
Practical examples
Live-in nanny for twins (Milan). The family needs night availability three days a week. They set the correct level, include a board/lodging allowance, and use the new out-of-quota route to hire from abroad. Onboarding is coordinated with the permit process and payslips start immediately upon arrival.
Caregiver already in Italy on a study permit (Bologna). The host family offers a compliant role and initiates conversion. Under the new rules the caregiver keeps working during conversion, so there’s no gap in care or contributions. The family’s accountant synchronizes contributions and the residence permit timeline.
Weekend babysitter (Rome). An EU citizen working part-time for two families. Each family has a separate contract and pays contributions based on their hours. Payslips show accruals for 13th month and holidays prorated to part-time.
Mistakes to avoid
Skipping proper levels. Under-classifying a caregiver to save on pay often backfires—arrears and penalties exceed any “savings.” Use the role, hours and duties to set the right level from day one.
“Cash” work during conversion. After the reform, there’s no reason to take risks. Keep the worker on payroll while the conversion is processed and retain every receipt and protocol.
Using street lockboxes against building/city rules. If your worker lives in, do not rely on street-visible key boxes where restricted. Milan and other cities are tightening rules; switch to compliant access methods.
Mixing immigration and tax timelines. Immigration milestones don’t always match tax deadlines. Put a calendar in your phone for contributions, payslips, and your annual return and reconcile them monthly.
When to call a commercialista
Domestic employment sounds simple but touches many rules—immigration, payroll, tax and privacy. A commercialista can: assess your tax residence and deductions, draft the contract to match the correct level, run monthly payslips, and align your INPS payments with your return. If you’re new to the Italian system, start here: Do I really need a commercialista in Italy?
With the right setup—and a clear paper trail—you get safe, reliable family support while staying fully compliant with Italy’s labour and immigration rules.
