Decision number one is whether to hire an individual or a housecleaning
company. The main advantage of employing an individual is that you may
be more comfortable dealing with a single worker for a very personal job.
But a major disadvantage is the added legal responsibilities youll have
as an employer (see below). Many families who employ household workers
either are unaware of their legal obligations or choose to ignore them.
If you want to hire a company, our Ratings Tables show how customers
we surveyed rated local housecleaning services and the results of our price
Since prices vary widely from company to company, get at least a few price
quotes. Although you may be able to get estimates over the phone, some
companies wont give binding price quotes unless they conduct in-home inspections.
If you do get price quotes over the phone, confirm the pricing by asking
the company to perform an in-house inspection and prepare a written contract
detailing the work to be done and final price.
Before hiring an individual housecleaner, obtain references and get in
touch with past employers. Former employers can fill you in on the prospects
strengths and weaknesses. Describe your job expectations, and ask if they
encountered any problems.
Write out a job description listing all tasks and how often you want them
done. Make sure you describe jobs you are picky about or that could be
considered out of the ordinary. Review with the worker all terms of employmentduties
to perform, pay, schedule, and benefitsand put them in writing.
Whether you hire a company or an individual, plan on being home for at
least the first several visits, and store valuable and/or fragile items
in a safe place.
Some derive deep satisfaction from cleaning their homes. Then theres the
other 99 percent of humanity whod rather spend their free time doing just
about anything elseor nothing at all. One way to maximize your downtime
is to hire someone else to do your dirty work.
If you want to take the plunge and hire housecleaning help, first decide
whether to hire a company or an individual. Hiring a company has one major
advantage: You do not assume the responsibilities (such as filling out
paperwork and paying various taxes) associated with the role of an employer.
On the other hand, you may be more comfortable dealing with a single worker
for a very personal job. Also, a companys standard cleanup job may not
be good enough if you need help with laundry, shopping, cooking, or childcare.
The first section of this article covers housecleaning companies, with
tips for hiring one and ratings of area services for quality and price.
The second part will help you screen and hire an individual and deal with
him or her fairly. It describes arrangements some of our subscribers have
made with housekeepers, and provides guidelines for making your own. We
also cover window washing services and
carpet and rug cleaning services.
Since weve received quite a bit of negative feedback on many housecleaning
companies, you need to be cautious when choosing one. Most complaints relate
to sloppy work, but we also often hear about quality of work deteriorating
over time. To help you find a good outfit, our Ratings Tables report
information on area housecleaning services.
One way to start your search for a high-quality housecleaning service is
to ask friends and neighbors for recommendations. The ratings shown on
our Ratings Tables summarize the experiences of many area consumers
(primarily CHECKBOOK and Consumer Reports subscribers) with area housecleaning
Our surveys ask customers to rate housecleaning services inferior, adequate,
or superior on several questions: doing work properly, starting and
completing work promptly, letting you know cost early, neatness of
work, and overall performance. For each company that received at least
10 ratings, our Ratings Tables report the percent of surveyed customers
who rated it superior (as opposed to adequate or inferior) on each
question. Our Ratings Tables also report the percent of surveyed customers
who rated each company adequate or superior (as opposed to inferior)
for overall performance. (Our customer survey and other research methods
are further described here.)
We also checked for complaints on file against the companies listed on
our Ratings Tables with the Consumer Protection Division of the Office
of the Attorney General, but no complaints were filed against the companies
during the two-year period we searched.
Another potential source of complaint information is the Better Business
Bureau (BBB) that serves the Puget Sound area. At www.bbb.org, you
can search for the BBBs report on any company. The report will show the
number of complaints the BBB has received for the company during the past
three years. You can check current customer survey ratings by clicking
on the companys name on our Ratings Tables and, in the details under
our listing for the company, click a link to go directly to the BBBs most
up-to-date report on the company.
When using the complaint information, keep in mind that complaints are
not always justified; sometimes customers are unreasonable. Also be aware
that some companies are at greater risk of incurring complaints than others
because of the specific types of work they do. And remember that the measure
of business volume we use in calculating complaint rates (the number of
full-time-equivalent housecleaners working for the companies) is at best
a very rough indicator.
Before contacting companies, decide which services youll want them to
perform. Almost all companies dust, vacuum, empty waste cans, mop floors,
and clean kitchen and bathroom fixtures. If you want other tasks done,
check whether prospective companies will handle them. Most companies will
not shampoo carpets and rugs, wash window exteriors, or do laundry.
Also decide how often you want service. Companies generally want to schedule
regular periodic service, but some are willing to come only as needed.
Some offer only weekly or biweekly service. (Some companies charge somewhat
more per visit for less-frequent visits.)
If you want service on a certain day, check whether companies are available
on that day, especially if you want service on Fridays or Saturdays.
Call companies for estimates. To help guide you, for firms that were evaluated
in our last full, published article, our Ratings Tables report price
index scores. We calculate these scores using price estimates our researchers
collected when they called each company at different times and provided
clear job descriptions. Although some companies wanted to see the house
first, they nevertheless gave estimates by phone. (Our researchers did
not reveal their affiliation with CHECKBOOK when they called.)
For each company, the price index scores are intended to suggest the price
a customer might expect to pay for regular housecleaning services that
would cost $100 at the average company. A price index score of $110 for
a company, then, means that its prices were about 10 percent above average;
a score of $90 means that its prices were about 10 percent below average.
We tried to get four separate estimates for four hypothetical homes from
each company. Most companies indicated they charge more for the initial
cleaning visit than for follow-up visitsnot surprising since the first
visit may require bringing total squalor under control.
Although obtaining price quotes requires time, it is time well spent. As
you can see on Table 1, prices companies charge for the same job vary dramatically.
Since we have found that differences of $30 per visit ($1,500 per year)
for weekly housecleaning services are common, getting three or more estimates
is well worth the trouble.
Two-story house with three
bedrooms and two bathrooms
Two-story house with three
bedrooms and two bathrooms
Condo with two bedrooms
and two bathrooms
|One-time cleaning (before or after a move)
Two-story house with four bedrooms
and 3 bathrooms
|1For each job, companies were given additional, detailed specifications.|
Since most housecleaning companies provide free estimates, shopping is
relatively easy. While some companies give binding price quotes only after
inspecting worksites, most give estimates by phone for routine weekly or
biweekly cleanings. Phoning for estimates lets you compare prices quickly,
but keep in mind that if you have a broad range of tasks or your job requires
more work than usual, phone estimates might not be meaningful.
When getting phone estimates, provide a complete description of your homenumber
of floors, bedrooms, bathrooms, and other rooms to be cleaned along with
their rough dimensions. Also note any carpeting or furnishings that will
require special treatmentfor example, wood furniture that requires a special
When workers arrive from a company youve hired based on a phone estimate,
confirm the work that will be done and the price to do it before they begin.
Given the discrepancies our shoppers sometimes found between phone quotes
from the same company, consider calling to confirm costs before workers
To avoid disputes over what work is to be done and how much youll pay,
ask prospective companies to inspect your home and provide written price
quotes. Many companies will accommodate your schedule by coming for an
inspection in the evening. When arranging for an in-home price quote, stress
that you want only a price; otherwise, you may answer the door to a crew
ready to work.
Tell the companys estimator everything you want them to do. Some tasks
may seem too obvious to mention, but its better to provide too much detail
than not enough. Some companies use a checklist of tasks to work up a proposal,
others a type of receipt blank. In any case, make sure the estimator signs
and dates a written description of all the work you want done along with
the price. A piece of paper with a dollar amount scribbled alongside a
vague work description leaves too much room for misunderstanding.
While some companies stipulate that homeowners provide cleaning equipment
and/or supplies, others furnish supplies and equipment themselves. Still
others charge extra for equipment and supplies. Our Ratings Tables
show which companies bring their own equipment and/or supplies.
Ask any housecleaning company you hire to provide proof that it carries
both general liability and workers compensation insurance. Although some
companies advertise that they are bonded, this does not protect their customers.
The type of bond available to housecleaning companies for their employees
is a fidelity bond that protects the company from theft by its employees.
Customers who are victimized still have to collect from the company or
During the first few visits, plan to be home to oversee the work. Supervise,
but be sensible. Following a workers every move takes as much of your
time as doing the work yourselfand wont establish a congenial relationship.
For one-time cleaning jobs, or when your regular company sends a new worker,
wait until a section or room is done, examine it, and immediately point
out any problems. Perform a final inspection to be sure all work has been
Before a company comes to clean, store cameras, jewelry, and other valuables
in a safe place, and secure out of harms way any heirlooms, china, or
other fragile articles apt to be knocked over, spilled on, or otherwise
Hiring an individual to help with housecleaning differs substantially from
hiring a company. He or she will be your employee, not a contractor. You
must negotiate pay and benefits.
As with a housecleaning company, youll want to hire an individual you
can work with comfortably on a regular basis. He or she must understand
and fulfill your particular expectations as to what jobs they should do
and how well they should do them.
The personal nature of your relationship with an individual housecleaner
can be problematic. You may feel ill at ease giving orders or voicing complaints.
Your employee may feel awkward about requesting a raise, extra pay for
special jobs, or time off.
To help you screen prospective household employees and define a satisfactory
relationship, the remainder of this article consists of the results of
a survey of subscribers who have employed housecleaning help, guidelines
for household employment, and a summary of employers legal responsibilities.
We surveyed more than 220 subscribers who employ individual housecleaners.
Most have help weekly or biweekly, but some have less than one visit a
month and a handful have daily visits. Here are answers to some of the
questions we asked
How did you find the housecleaner? Seventy-six percent of the household
employers were steered to their employees by friends, relatives, neighbors,
or coworkers. The next most frequent source was advertisements.
How did you check out the housecleaners competence and honesty? Of respondents
who found their employees through sources other than referrals from friends,
relatives, neighbors, or coworkers, only 57 percent checked their employees
references at the time of hiring.
How much do you pay? We asked about pay per visit, number of rooms in the
respondents home, and number of hours of a typical visit, and found big
variations in pay rates. For example, some employers pay a rate that calculates
out to less than $15 per hour, while others pay more than $60 per hour.
What other types of payments or benefits do you provide? Below, we show
percentages of respondents who provide several types of payments other
than a straight hourly rate or salary.
How do you rate your housecleaner? We asked the respondents to rate their
employees on doing work properly, neatness, promptness/arriving on time,
and overall performance. Below, we report the combined results for all
household workers in the 220 surveyed households. Compared to the average
scores from consumers who rated housecleaning companies, the ratings of
individuals were, on average, substantially higher.
What problems have you had with household workers in the past? Fifty-eight
percent of our subscribers who employ individual housecleaners reported
having problems with their current housecleaners or with housecleaners
in the past. Broken household items were most often cited as the problem.
Many employers also reported language-barrier problems and declining quality
of work over time. Some mentioned theft, tardiness, not showing up, and
not being thorough.
Do you have an explicit agreement with your housecleaner regarding transportation
expenses, vacation and holiday pay, and other aspects of employment? Sixty-nine
percent had no agreement, and only a handful of respondents had written
When recruiting a new worker, always contact past employers, who can fill
you in on the prospects strengths and weaknesses. Describe your expectations,
and ask about any problems they may have experienced.
Before interviewing candidates, write out a job description detailing the
tasks you require and how often you want them done. Assess your own expectations
honestly. If you are picky about certain things, tell the candidate about
them during the interview. If some tasks are out of the ordinary, discuss
Work out all terms of employment and put them in writing. Discuss and reach
an agreement on pay, sick leave, vacations, holidays, hours, and rules
regarding meals and rest periods. Also, establish a probationary period:
It gives you and the employee the opportunity to back out gracefully if
During the probationary period, get acquainted with each other. Be at home
during the first visit or two, and explain any peculiarities of your home.
As work is completed, discuss any areas of dissatisfaction. Do not let
complaints pile up and then bring them up after a month. Be straightforward
and honest with criticism and directions.
A major disadvantage of employing an individual rather than using a housecleaning
service is the added legal responsibilities associated with being an employer.
Many families who employ household workers either are unaware of their
legal obligations or choose to ignore them. Indeed, few of our surveyed
subscribers who employ individuals for household work said they pay Social
Security or unemployment taxes. The following summarizes the legal requirements
of employers of household workers.
Verification of Citizenship and Work Eligibility
When you hire an employee, federal law requires you to complete with him
or her Form I-9, Employment Eligibility Verification for the U.S. Citizen
and Immigration Services (USCIS). To complete this form, you must check
the employees identification or other documents that prove either that
he or she is a U.S. citizen or has the necessary documentation to work
in the U.S. The verification form is not filed with USCIS, but you must
keep the completed form on file for three years after the date of hire
or for one year after employment ends, whichever is later. You can download
the form at www.uscis.gov.
Federal law requires that Social Security and Medicare taxes be paid for
all adults (18 years of age and older) who are paid more than $1,800 per
year for household work. In 2012, the employers share of Social Security
is 6.2 percent and 1.45 percent for Medicare.
If you pay a household employee $1,000 or more during a calendar quarter,
you must also pay federal unemployment taxes. The tax rate is six percent
of the first $7,000 in wages, but the federal government offers a credit
to offset state unemployment taxes (see below) of up to 5.4 percent, regardless
of the actual state tax rate. This means that if you properly pay state
unemployment taxes, the effective federal unemployment tax rate is 0.6
Payments are made annually by completing a Schedule H on your Form 1040
income tax return. Failure to pay these taxes can result in penalties,
as well as the obligation to pay both the employers and the employees
share of the taxes.
Although you are not legally required to withhold federal income tax, you
are required to file forms W-2 and W-3 with the Social Security Administration
each year. The Social Security Administration records earnings and sends
the information to the IRS.
For more information, see IRS Publication 926: Household Employers Tax
Washington State does not require employers to withhold state income taxes
for household workers. State income taxes are the employees responsibility.
If you pay a household worker $1,000 or more in a calendar quarter, you
are required to pay state unemployment insurance and employment administration
fund taxes for that worker. The tax rates vary depending on previous unemployment
claims against the employer. New employers should register with the Washington
State Employment Security Department. For more information, call your local
districts tax office or visit www.esd.wa.gov.
Workers Compensation Insurance
Workers compensation insurance covers costs such as medical care and lost
wages for workers who are injured or killed on the job. Washington State
requires only those who employ two or more full-time household workers
to purchase workers compensation coverage; employers of part-time household
workers are not required to purchase coverage. If you employ a part-time
employee, you still may want to purchase coverage, since most homeowners
insurance policies do not cover claims that would normally fall under a
workers compensation policy. Without coverage, you could be liable for
medical expenses, lost wages, and legal fees if someone is injured while
working for you. You can buy a workers compensation policy from your homeowners
insurance carrier or from an insurance agent.
|Per room (counting bathrooms)||$11|
|Employer’s share of Social Security||7%|
|Employee’s share of Social Security||6%|
|Withhold income tax||0%|
|Paid holidays (not including holiday bonuses)||7%|
|Paid sick leave||1%|
|Doing work properly||72%||47%|
The National Committee on Household Employment (NCHE), before it closed
its doors, developed a set of standards and a model contract for employers
and their household employees. The standards and contract were formulated
in hopes of making employer-employee relationships more businesslike.
The guidelines below are taken from NCHEs Code of Standards for Household
Employment, with certain modifications made to reflect current circumstances.
The hourly wage should be no lower than the minimum wage, but where the
cost of living is higher than average, wages should be raised accordingly.
In 2012, the minimum wage in Washington is $9.04 per hour (Washington States
minimum wage is tied to the Consumer Price Index and can change each year).
Higher wages should be paid for jobs requiring previously acquired training
or special skills.
Wages and paydays should be agreed upon in advance.
Gifts of clothing and/or food should not be considered part of payment.
Any hours exceeding eight hours per day should be paid at 1 1/2 times the
hourly rate. Any hours exceeding 40 hours per week should be paid at 1
1/2 times the hourly rate. Hours exceeding 48 hours per week should be
paid at double the hourly rate.
Social Security, income, and unemployment tax: Earnings should be reported
and payments made in accordance with the laws for Social Security, unemployment
insurance, and income taxes. See above for an explanation of legal requirements
Sick Leave: Employees working one day a week in one home should receive
a minimum of one day paid sick leave a year. Full-time employees should
receive a minimum of six days paid sick leave a year.
Vacations: Full-time day or live-in workers should receive two weeks paid
vacation after one year of service.
Employees working one day a week in one home should receive one day paid
vacation for each six-month period worked.
For longer service, there should be an agreed-upon increase in vacation
Holidays: Live-in workers should receive at least eight paid legal holidays
Full-time live-out employees should receive six holidays with pay per year.
A day worker working one day per week in one home should receive one paid
legal holiday per year.
A written agreement between employer and employee should clearly define
the duties of the position, including specific tasks and frequency of performance.
Time schedules should be agreed upon in advance of employment.
If an employer does not require the services of a day worker for the agreed-upon
time, the employee should be notified at least one week in advance or else
be compensated in full.
The employee has the responsibility of notifying the employer as soon as
possible if he or she is unable to report to work.
Rest periods, meal times, phone privileges, and time out for private activities
(such as church attendance or recreation for live-in employees) should
be agreed upon in advance.
Appliances used for cleaning work should be efficient and safe, and should
be used carefully.
Work and work relationships should be discussed periodically with the intent
of improving efficiency and cooperation.
A professional working relationship should be maintained by both parties.