Domestic workers in Peru: what the law gives you

The law that applies to you

Since 2020 domestic work has been governed by Ley 31047, Ley de las trabajadoras y trabajadores del hogar, and since 2021 by its regulation, Decreto Supremo 009-2021-TR. They cover anyone doing «labores propias del desenvolvimiento de la vida de un hogar y conservación de una casa habitación, siempre que no importen negocio o lucro económico directo para la persona empleadora o sus familiares» (Act, article 3), full-time or by the hour (article 4).

The rights in this Act cannot be waived: «Los derechos reconocidos en la presente ley son irrenunciables» (Act, seventh final complementary provision). No agreement, not even one you signed, takes away what follows.

The contract: written, and registered in three days

The contract «se presume que es a plazo indeterminado, salvo prueba en contrario» and «se celebra por escrito, por duplicado y lo registra el empleador en el aplicativo web que aprueba el Ministerio de Trabajo y Promoción del Empleo en un plazo no mayor de 3 días hábiles de celebrado» (Act, article 5). The Regulation names that system the Registro del Trabajo del Hogar and puts it under the Ministry of Labour (articles 8 and 9.1).

The contract must state at least: both parties’ details; the work contracted and where it is done; the conditions for providing food, uniform or lodging; the start date; the amount and method of payment; working hours and schedule; the agreed weekly rest day; the arrangements for access to education; and the social security benefits (Act, article 5, items a–j).

If there is no written contract and no registration, you lose nothing. Article 5 ends: «En ausencia del contrato de trabajo doméstico escrito o de su registro en el aplicativo web, por aplicación del principio de primacía de la realidad se presume la existencia de la relación laboral». The Regulation adds that it is presumed to be indefinite (article 5.4). The missing paperwork is the employer’s problem, not yours.

What you must be paid

Pay is agreed between the two of you, but article 6 of the Act sets a floor: it «no podrá ser inferior a la remuneración mínima vital (RMV) por jornada completa de ocho (8) horas diarias o cuarenta y ocho (48) horas semanales». The remuneración mínima vital is S/ 1,230.00 from 1 October 2026 (Decreto Supremo 015-2026-TR, article 1.2). Until 30 September 2026 it was S/ 1,130.00 (Decreto Supremo 006-2024-TR, article 1).

Hourly work is paid pro rata, and the Act says «el pago por estas labores tendrá como unidad dineraria mínima la remuneración mínima vital» (article 6). The Regulation sets out the calculation for someone averaging under four hours a day (article 10.1).

Pay may be weekly, fortnightly or monthly. Payment by bank transfer requires the worker’s consent (Act, article 8). The employer must issue a boleta de pago signed by both parties, in two copies (Act, article 8; Regulation, article 10.4).

Food and lodging are not wages

This is the point almost everyone gets wrong.

The employer «se encuentra obligada a proporcionar alimentación, desayuno, almuerzo y cena, y alojamiento adecuado a su nivel socioeconómico», and article 6 then closes: «Todas las condiciones de trabajo descritas previamente no forman parte de la remuneración».

The Regulation leaves no room: «Las condiciones de alojamiento y alimentación no son parte de la remuneración, bajo ningún motivo la persona empleadora del hogar descuenta estos de la remuneración o los contabiliza como parte de la remuneración» (article 11.1). Article 10.3 also bars deducting the cost of uniforms, protective equipment, tools and biosecurity items.

In plain terms: the cash wage is the wage. Food and the room sit on top of it, not inside it.

Where lodging is provided, the Regulation requires (article 11.2) a room «separada, privada, amueblada y ventilada, y equipada con un cerrojo cuya llave se entrega a la persona trabajadora del hogar», which the employer may not use for anything else; access to sanitary facilities in good condition; sufficient lighting; and «comidas en calidad y cantidad suficiente».

Hours, rest and holidays

Hours and schedule go in writing into the contract or an adenda (Regulation, article 25.4). Cutting days or hours does not cut pay unless there is a written agreement (article 25.2).

On your rest day you do not have to stay. The Regulation says you are not obliged to remain at the workplace during daily or weekly rest or during holidays, and that the employer «no puede interrumpir los periodos de descanso en contra de la voluntad de la persona trabajadora del hogar ni prohibirle la salida en sus periodos de descanso» (article 28.2).

Time spent in the house at the employer’s disposal counts. The Act says so twice, in different words: article 10 calls those periods «horas de trabajo extraordinario», and article 11, for live-in workers, «horas de trabajo». We found no official text resolving which governs, so we report it as written.

The employer’s holiday is not your holiday: time spent at their disposal while they are away «no se considera como descanso vacacional anual» (Regulation, article 30.2).

Bonuses and CTS

Gratificaciones. Two a year, «siendo cada una equivalente al monto total de la remuneración mensual», paid «en la primera quincena de los meses de julio y diciembre» (Act, article 9). They are owed live-in or live-out, on a fixed-term or indefinite contract, whatever the number of hours; the payment deadline «es indisponible para las partes» (Regulation, article 14.2). Under six months’ service, the bonus is pro-rated (article 14.5). On termination the gratificación trunca is paid within 48 hours of the cese (article 14.6).

CTS. Compensación por Tiempo de Servicios is owed here too. In May and November the employer deposits «tantos dozavos de la remuneración computable percibida en los meses de abril y octubre respectivamente, como meses completos haya laborado en el semestre», with part-months at one thirtieth (Regulation, article 16.1). The deposit falls «dentro de los primeros quince (15) días naturales de los meses de mayo y noviembre de cada año» (article 17).

Health cover and pension

You are a regular member of EsSalud, and «el aporte para la cobertura en salud está a cargo de la parte empleadora» (Act, article 19). It cannot be taken out of your pay.

The pension is compulsory as well: you are a compulsory regular member of the pension system and choose freely between the Sistema Nacional de Pensiones and the Sistema Privado de Pensiones. That contribution does come out of your pay, but «es obligación de la parte empleadora retener el aporte correspondiente al sistema de pensiones elegido» (same article). The Regulation confirms that EsSalud contributions «son de carácter mensual, a cargo de la persona empleadora del hogar» (article 55.1).

Under-18s: prohibited

«La edad mínima para realizar el trabajo del hogar es de dieciocho (18) años» (Act, article 7). The Regulation shuts both doors: the authority «se encuentra prohibida de otorgar autorización» for domestic work by under-18s, and «la colocación y la contratación de personas menores de dieciocho (18) años para el trabajo del hogar se encuentran prohibidas» (article 44).

Treatment, dignity and agencies

The Act bans «todo acto de discriminación» and «todo tratamiento vejatorio de obra o palabra» (article 16). It is discrimination to require a worker to wear «uniformes, mandiles, delantales o cualquier otra vestimenta o distintivo identificatorio» in public places such as parks, squares, beaches, restaurants, hotels, shops and social clubs. It is also discrimination for a business or institution to bar her from its premises when she is there doing her job.

You have freedom of association, collective bargaining and the right to strike (article 15). Dismissal on grounds of maternity is null, and protection runs from pregnancy (article 17). You have the right to physical, psychological and sexual integrity, and to the mechanisms against violence and sexual harassment (article 18).

Employment agencies are paid by the employer, not by you: «Las agencias de empleo están prohibidas de cobrar o afectar patrimonialmente a la persona trabajadora del hogar» (article 14). Labour intermediation and outsourcing of domestic work are prohibited outright.

Leaving or being dismissed

Termination follows the general private-sector rules as applicable (Act, article 13). If you resign you give 30 calendar days’ notice; the employer may waive it, and is deemed to have waived it if there is no written reply by the third day after your request. Dismissal is governed by the grounds in article 22 onwards of the consolidated text of Decreto Legislativo 728.

Where to complain

1. Labour inspectorate (Sunafil). The main route. The inspector enters the home with the employer’s consent or a court authorisation; if the employer resists, the record is drawn up on your account alone and is weighed «como presunción de hechos ciertos, para todo efecto legal» (Act, article 23). Refusing the inspector works against the employer, not against you. We do not state here what filing costs: we did not verify it on an official page.
2. Sexual harassment. Reported to the same inspection authority, which investigates and sanctions (Regulation, article 50.1). The inspector must tell you within 3 business days about «los servicios gratuitos de orientación y acompañamiento que ofrece el servicio Trabaja Sin Acoso» (article 50.5).
3. Immediate risk. Where there is risk to your physical or psychological integrity, health or safety, the competent authorities must protect you «sin que sea exigible la autorización judicial» (Act, article 24).
4. Juzgado de paz letrado laboral. Since Ley 32155, this court hears the recognition of domestic workers’ labour rights «cualquiera fuera su cuantía» (Ley 29497, article 1.9). No claim is too small to be heard there. You, your union, the Defensoría del Pueblo or the Ministerio Público may act to defend your fundamental rights (Ley 31047, article 23).

If you are the employer

The minimum, in order: a written contract in duplicate; registration in the Registro del Trabajo del Hogar within 3 business days; handing over the constancia de alta within the following 3 business days (Regulation, article 9.4); pay no lower than the RMV for a full working day; a payslip signed by both; written hours of 8 a day and 48 a week; 24 consecutive hours of weekly rest with no bar on leaving the house; 30 days’ holiday a year; full bonuses in July and December; CTS deposits in May and November; EsSalud contributions at your expense and pension contributions withheld; and nothing deducted for food, room, uniform or tools.

Deregister the worker within 30 calendar days of the end of the employment (Regulation, article 9.3).