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Live In Caregiver Contract

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Employment Contract Template
LIVE-IN CAREGIVER EMPLOYER/EMPLOYEE CONTRACT

All information and clauses set out in this employment contract template must be addressed in all Live-in Caregiver Employer/Employee contracts to enable HRSDC/CIC (Human Resources and Skills Development Canada/Customs and Immigration Canada) to assess whether the employment is likely to have a neutral or positive effect on the labour market in Canada.

EMPLOYER #1

Last name:

Given name(s):

Relationship with the person(s) receiving care:

Street address:

City:

Province/Territory:

Postal Code:

Telephone (home):

Telephone (work):

Email:

EMPLOYER #2 (if applicable)

EMPLOYER information must be provided for each person who will contribute to wages paid to the EMPLOYEE or will provide instruction to the EMPLOYEE.

Last name:

Given name(s):

Relationship with the person(s) receiving care:

Street address:

City:

Province/Territory:

Postal Code:

Telephone (home):

Telephone (work):

Email:

EMPLOYEE - Job Offer of Employment - Live-in Caregiver

Note: provide employee's current address, i.e. overseas address if foreign worker is still living overseas or in-Canada address.

Last name:

Given name(s):

Date of birth (YYYY/MM/DD):

Street address:

City:

Province/Territory:

Country:

Postal Code:

Telephone (home):

Telephone (work):

Email:

1. EMPLOYEE'S PLACE OF WORK

NOTE: Under the Live-in Caregiver Program, only work that has been completed in Canada under a valid work permit is considered toward the live-in caregiver's work requirement for permanent residence. Any work completed outside Canada will not be counted.

Will the EMPLOYEE work at EMPLOYER's residence in Canada as indicated above?

If no, provide the details of where the EMPLOYEE will work and reside (must be in the residence in Canada of the person receiving care):

Street address:

City:

Province/Territory:

Postal Code:

Telephone (home):

Telephone (work):

Email:

Description of the house and the household where care will be provided

Total number of rooms:

Total number of bedrooms:

Details of all household members (ALL adults and minors residing in the house):

Surname Given name(s) Age

If more space is required, add an annex to this contract and cross-reference.

2. Duration of contract

This contract shall have a duration of months from the date the EMPLOYEE assumes his/her functions. Anticipated start date

3. Work permit

Both parties agree that this contract is conditional upon the EMPLOYEE obtaining a valid work permit pursuant to the Immigration and Refugee Protection Act and its Regulations, and his/her entry into Canada under the Live-in Caregiver Program.

4. Job description

The EMPLOYEE agrees to provide services as a live-in caregiver and carry out the following tasks in the home of the person requiring care.

Details of person(s) requiring care:

Last Name Given name Age Type of care (child, elderly or disabled)

If more space is required, add an annex to this contract and cross-reference.

Describe care responsibilities/duties (specify if there will be meal preparation, shopping, driving, housekeeping, pet care, etc.):

5. Work schedule and wages

The parties agree to abide by provincial/territorial labour/employment standards regarding wages and leave.

1. The EMPLOYEE shall work hours per week.

2. The EMPLOYEE's workday shall begin at and end at , or if the schedule varies by day, specify work hours:

3. The EMPLOYEE shall be entitled to minutes for each meal break.

4. The EMPLOYEE shall be entitled to number of health breaks of minutes.

5. The EMPLOYEE shall be entitled to day(s) off per week, on .

6. The EMPLOYEE shall be entitled to days of paid vacation per year. The schedule shall be confirmed by the EMPLOYER and the EMPLOYEE at least weeks in advance of the proposed date.

7. The EMPLOYEE shall be entitled to days of sick leave per year.

8. The EMPLOYEE shall be entitled to all applicable provincial, territorial and national statutory and public holidays with pay.

9. Wage details

The EMPLOYER agrees to pay the EMPLOYEE for his/her work by cheque or alternate means if mutually agreed and with documentation and receipts, the gross wages before deductions in the amount of: $ per hour worked. Equivalent to $ per week.

10. The EMPLOYER agrees to pay the wages on the following basis: .

11. The EMPLOYER agrees to pay the EMPLOYEE for his/her overtime hours as indicated on HRSDC’s Website.

12. The EMPLOYER agrees to regularly review and adjust the EMPLOYEE's wages to ensure they meet or exceed prevailing wage rate requirements for live-in caregivers in the region where the EMPLOYEE is being employed as indicated on HRSDC's website.

13. The EMPLOYER agrees to regularly review and adjust the EMPLOYEE's room and board charges to ensure they do not exceed the prevailing room and board rates for live-in caregivers in the region where the EMPLOYEE is being employed as indicated on HRSDC's website.

14. The EMPLOYER agrees to pay taxes and submit all deductions payable as prescribed by law (including, but not limited to, employment insurance, income tax, Canada Pension Plan or Quebec Pension Plan).

6. Recruitment Fees

The EMPLOYER shall not recoup from the EMPLOYEE, through payroll deductions or any other means, the fees they have paid to a third party recruiter or recruitment agency, or their authorized representative(s) for services related to hiring and retaining the EMPLOYEE.

NOTE: Should the EMPLOYER’S third party recruiter or recruitment agency, or their authorized representative(s) charge the EMPLOYEE for any recruitment fees, the EMPLOYER must reimburse the EMPLOYEE in full for any such costs disclosed with proof by the EMPLOYEE.

7. Accommodation

1. The EMPLOYER agrees to ensure that reasonable and proper accommodation is available for the EMPLOYEE, and shall provide the EMPLOYEE with suitable furnished accommodation. Suitable accommodation is housing that meets municipal building requirements and health standards set by the province. This includes a private unit or a room with a lock and which therein provides living and sleeping facilities intended for human habitation with no visible or structural repairs required.

2. The EMPLOYER will recoup the costs of the room at an amount of $ per (daily / weekly / monthly) through payroll deductions.

3. The EMPLOYER will recoup the costs of meals at an amount of $ per (meal / daily / weekly / monthly) through payroll deductions.

4. The EMPLOYER agrees to provide the EMPLOYEE with meals, where applicable, and an adequate, properly heated and ventilated room. The door of the room shall be equipped with a lock and a safety bolt from within the room and the EMPLOYEE will be provided with the corresponding key.

5. The EMPLOYER shall provide the EMPLOYEE with independent access to the residence (for example, house keys, security code) where the EMPLOYEE resides.

6. The EMPLOYER agrees to provide the employee with (check if applicable):


Description of EMPLOYEE's room and furnishings:

8. Transportation costs

Use the appropriate clause according to the situation. Strike out the clause which does not apply.

1. In the situation where the live-in caregiver resides abroad:

The EMPLOYER agrees to pay the EMPLOYEE's transportation costs for the one-way trip travel from his/her country of permanent residence or of current residence to the place of work in Canada, namely from to .

It is the EMPLOYER's obligation and responsibility to pay for the transportation costs and they cannot be passed on to the foreign worker.

OR

2. In the situation where the live-in caregiver resides in Canada:

If the EMPLOYEE is currently in Canada, the EMPLOYER agrees to pay the costs of transporting the EMPLOYEE from his/her current Canadian address to the new place of work in Canada, namely from and .

It is the EMPLOYER's obligation and responsibility to pay for the transportation cost and it cannot be passed on to the foreign worker.

NOTE: Transportation costs include the purchase of tickets for a live-in caregiver to travel by plane, train, boat or bus from his/her country of permanent residence or of current residence to the location of work in Canada.

9. Health care insurance

1. The EMPLOYER agrees to provide health care insurance of equal coverage to that of the public provincial/territorial health insurance plan at no cost to the EMPLOYEE until such time as the EMPLOYEE is eligible for applicable provincial/territorial health insurance.

2. The employer agrees not to deduct money from the EMPLOYEE's wages for this purpose.

10. Workplace safety insurance (called Worker's Compensation)

1. The EMPLOYER agrees to register the EMPLOYEE under the relevant provincial/territorial government insurance plan or its equivalent (for free, on-the-job injury or illness insurance).

2. The EMPLOYER agrees not to deduct money from the EMPLOYEE's wages for this purpose.

11. Notice of resignation

Should he/she wish to terminate the present contract, the EMPLOYEE agrees to give the EMPLOYER written notice thereof at least weeks in advance.

It is recommended that a copy of the relevant portions of provincial/territorial labour standards be attached as an appendix.

12. Notice of termination of employment

The EMPLOYER must give written notice before terminating the contract of the EMPLOYEE. This notice shall be given at least weeks in advance.

The parties agree to abide by provincial/territorial labour/employment standards regarding written notice of termination of employment.

It is recommended that a copy of the relevant portions of provincial/territorial labour standards be attached as an appendix.

SIGNATURE OF ALL EMPLOYERS

I have read and accepted all the terms and conditions stipulated in the present contract.

I declare that the information I have given in this employment contract is truthful, complete and correct and that I will abide by the terms and conditions outlined therein.

I will abide by the employment and labour standards in the province/territory where the EMPLOYEE resides.

I will provide a Record of Employment on termination of employment.

I agree to maintain complete records of employment, including any additional or overtime hours worked and to provide the employee with accurate records reflecting their employment, salary and allowable deductions on their behalf.

EMPLOYER #1:

Given name (print):

Surname (print):

EMPLOYER'S Signature:

Date (YYYY/MM/DD):

EMPLOYER #2 (if applicable):

Given name (print):

Surname (print):

EMPLOYER #2 Signature:

Date (YYYY/MM/DD):

SIGNATURE OF EMPLOYEE

I have read and accepted all the terms and conditions stipulated in the present contract.

I declare that the information I have given in this employment contract is truthful, complete and correct and I will abide by the terms and conditions outlined therein.

I will abide by the terms and conditions of this employment contract and the employment and labour standards in my province/territory of residence.

Given name (print):

EMPLOYEE'S Signature:

Surname (print):

Date (YYYY/MM/DD):

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What a Live In Caregiver Contract Covers

A Live In Caregiver Contract is a written agreement between a care recipient (or their representative) and a caregiver who will reside on the premises. It defines duties, work schedule, compensation, time off, living arrangements, confidentiality, and termination terms. The contract helps set expectations, document employment classification (employee vs independent contractor), and reduce disputes. Where medical care or protected health information is involved, add HIPAA-compliant language and a Business Associate Agreement when appropriate. The document is typically signed by both parties and retained with employment and tax records.

Why a Clear Written Agreement Matters

A written Live In Caregiver Contract clarifies responsibilities, reduces misunderstandings about hours and duties, and documents compensation and benefits. It provides evidence of agreed terms for payroll, tax compliance, and dispute resolution, and supports consistent care delivery while protecting both parties.

Why a Clear Written Agreement Matters

Who Typically Uses a Live In Caregiver Contract

Typical users include families hiring private caregivers, home care agencies arranging placements, and households employing domestic workers who live on site.

  • Families hiring full-time in-home caregivers who will live at the residence and perform daily care duties.
  • Home care agencies documenting placement terms, supervision, and agency liability limitations.
  • Households employing live-in domestic workers with payroll, tax withholding, and benefit obligations.

Use the contract whenever a caregiver will reside in the home or when employment status, schedule, and compensation need clear documentation.

Who Can Sign and Their Roles

Primary Employer

The care recipient or their legal representative (agent under durable power of attorney) should sign as the employer. If a homeowner or family member signs, they accept responsibility for compensation, household rules, and tax reporting.

Caregiver

The live-in caregiver signs to acknowledge duties, schedule, compensation, and house rules. If employed through an agency, the agency may also sign to confirm placement terms and liability limits.

Core Sections to Include in the Contract

A professional Live In Caregiver Contract organizes terms so each party understands obligations, compensation, safety, and termination mechanics.

Parties

Identify the employer, caregiver, and any agency by full legal name and contact information; clarify whether caregiver is employee or contractor.

Term and Schedule

State the contract start date, expected duration, daily and weekly hours, sleep-time rules, on-call expectations, and scheduled days off.

Duties and Scope

List specific caregiving tasks (medication assistance, personal care, meal prep, errands) and any exclusions (driving restrictions, medical procedures requiring licensed staff).

Compensation

Specify pay rate, pay period, overtime treatment, room and board valuation if applicable, payroll withholding, and reimbursable expenses.

House Rules & Living Space

Describe private living area, guest policy, smoking rules, pet access, use of household appliances, and privacy expectations.

Termination & Dispute

Define notice periods, cause for immediate termination, final pay procedures, confidentiality, and an escalation or mediation process for disputes.

Essential Data Elements to Capture

Names: Employer and caregiver full names
Addresses: Residential street, city, state, ZIP
Dates: Start date and effective dates
Compensation: Pay rate and schedule
Duties: Detailed duty list
Signatures: Signed and dated by authorized parties

Step-by-Step: Filling Out a Live In Caregiver Contract

Follow an order that establishes identity, work terms, compensation, and signature to avoid omissions that cause disputes or tax issues.

  • 01
    1. Identify parties: Enter legal names and contacts
  • 02
    2. Define scope: List duties and limitations
  • 03
    3. Set pay terms: Specify rate, schedule, benefits
  • 04
    4. Sign and date: Caregiver, employer, witness/notary

Customizing and Completing the Contract Online

When using an online editor or eSignature platform, configure fields, signer roles, and authentication before sending to avoid returning the document.

Upload Document Add final contract PDF or DOCX
Place Fields Add signature, date, and text boxes
Assign Roles Set employer and caregiver signers
Authentication Choose email/SMS/KBA as required
Notifications Enable reminders and completion emails

Where to Send or File the Completed Contract

Decide distribution and storage before signing so all parties receive copies and retention requirements are met.

  • Employer Copy: Retain in personnel and payroll files
  • Caregiver Copy: Provide signed PDF for records
  • Agency Copy: Agency retains placement records
  • Payroll Records: Attach to payroll system for tax compliance

Digital Signing and Technical Considerations

Choose an eSignature platform that supports secure signatures, audit trails, and appropriate authentication for your risk level.

  • File Formats: PDF and DOCX are commonly supported
  • Authentication: Email link or SMS code reduces fraud risk
  • Audit Trail: Retain IP, timestamp, and signer data

Ensure the platform you select can produce a certificate of completion and supports HIPAA or other compliance needs if health information is present.

Key Timing and Notification Deadlines

Track effective dates, payroll deadlines, and notice periods so obligations and final payments comply with employment law and tax reporting.

Effective Date:

Date when duties and pay commence (MM/DD/YYYY)

Pay Cycle:

Regular payroll schedule (weekly/biweekly/monthly)

Overtime Notice:

Notify caregiver when schedule changes may trigger overtime

Termination Notice:

Mutually agreed notice period, e.g., 14 or 30 days

Record Retention:

Keep payroll and contract records per legal standards

Typical Contract Lifecycle Milestones

Milestones help you monitor compliance from onboarding through termination and record retention.

01

Onboarding

Complete identity checks and I-9 documentation before start

02

Initial Review

Evaluate performance and schedule after first 30 days

03

Ongoing Payroll

Process regular pay and withholdings each pay period

04

Separation

Provide final pay, return keys, and document exit

Common Preparation Mistakes to Avoid

  • Failing to classify the caregiver correctly as an employee or contractor, which can trigger payroll tax, withholding, and benefit liabilities.
  • Leaving vague duty descriptions that lead to disputes over scope of care, on-call expectations, or personal tasks unrelated to caregiving.
  • Omitting room-and-board valuation when providing lodging, which can affect taxable wages and overtime calculations.
  • Not including confidentiality or HIPAA language when medical or protected health information is exchanged, risking privacy violations.

Potential Legal and Financial Risks

Tax Liability: Employer may owe payroll taxes and penalties
Wage Claims: Unpaid overtime or minimum wage disputes
I-9 Violations: Civil fines for improper employment verification
Privacy Breach: HIPAA penalties if PHI mishandled
Contract Disputes: Litigation costs and legal fees
Immigration Risk: Employment of unauthorized worker penalties

Practical Tips for Accurate and Efficient Contracts

Follow these practices to reduce errors, improve enforceability, and streamline onboarding of live-in caregivers.

Use clear, specific duty lists
Avoid vague language. Specify daily tasks, limits on personal errands, and who handles medical tasks that require licensed professionals to prevent scope disputes.
Address room-and-board valuation
If lodging is provided, state its dollar value or method of valuation to clarify tax treatment and avoid hidden wage calculations or overtime disputes.
Confirm employment status
Document whether the caregiver is an employee or independent contractor and follow IRS and state guidelines; misclassification can lead to penalties and back taxes.
Keep signed copies and audit trails
Store executed PDFs with audit trails, I-9 evidence, and payroll attachments for the required retention period to support audits or legal claims.

Typical eSignature Pricing and Feature Comparison

Common eSignature plans differ by starting price, trial availability, bulk send, audit trail, HIPAA support, and envelope limits. signNow is listed first for easy reference.

signNow DocuSign Adobe Sign PandaDoc HelloSign
Starting Price $8/user/mo $15/user/mo $14/user/mo $19/user/mo $15/user/mo
Free Trial Yes, 7-day trial No No Yes, limited Yes, limited
Bulk Send Yes Yes Yes Yes No
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No

Frequently Asked Questions

Answers to common questions about enforceability, notarization, tax issues, and digital signing for Live In Caregiver Contracts.


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