Why a written agreement helps both sides
Most household arrangements in Pakistan are verbal. They work until there is a disagreement about what was promised: whether ironing was included, how many Eid days, or what notice was agreed. A single signed page settles these questions before they become arguments.
It also protects the worker. Staff with a written agreement know their pay date, their day off and their notice, and good workers are often more willing to join a home that offers one.
Domestic work in Punjab, which includes Rawalpindi, is covered by the Punjab Domestic Workers Act 2019, and the Islamabad Capital Territory has its own domestic workers law. These laws set out basics such as a minimum age and terms of work. This guide is general information, not legal advice; for a specific legal question, read the current text of the law or speak to an adviser.
What to include
| Section | What to write | Example |
|---|---|---|
| The parties | Employer's and worker's names, CNIC numbers, address of work | "Ayesha Khan, CNIC ..., House ..., F-10/2" |
| Start date and role | Job title and first day | "Housemaid, from 1 November 2026" |
| Duties | The main tasks, in plain words | "Sweeping, mopping, dishes, laundry, ironing" |
| Hours | Daily start and finish, breaks | "9am to 5pm, one-hour lunch break" |
| Weekly off | Which day | "Every Sunday" |
| Salary | Amount, pay date, method | "Paid on the 1st, by bank transfer" |
| Leave | Eid days and other leave | "Three days each Eid, paid" |
| Notice | How much notice each side gives | "Two weeks either side" |
| Trial period | Length and terms, if any | "First two weeks are a trial" |
Extra terms for live-in staff
- The room provided, and that it is private
- Meals: three a day, and whether cooked by them or for them
- Rest: the afternoon break and uninterrupted night sleep
- Visitors and going out, in plain terms
- Monthly or periodic visits home, and how many days
Our live-in staff guide explains each of these in more detail.
Pay terms that avoid disputes
Write the salary as a monthly figure and the date it is paid. If you pay overtime, for late evenings or extra days, write the rate. If you give Eidi or an annual increase, you can mention that it is usual, without promising an amount you cannot keep.
Advances are a common source of trouble. If you give one, write the amount, the date, and how it will be deducted, and both sign. Never deduct more in one month than was agreed.
Pay should never be below the minimum wage notified by the government for your area. Our salary hub shows typical market ranges as a starting point.
What not to include
- Holding the worker's CNIC, phone or salary as security
- Fines for breakages or mistakes
- Bans on contacting family
- Open-ended hours, such as "available at all times"
- Penalties for leaving with the agreed notice
Terms like these are unfair, can be unlawful, and make good workers walk away before they start.
Language and signing
Write the agreement in a language the worker reads. If they cannot read, read it aloud to them, in front of a witness if possible, and let them ask questions. Both sign or put a thumbprint, and both keep a copy.
Keep it short. One page is enough for most homes. A long document full of clauses nobody understands helps neither side.
When things change
Jobs change. A maid starts helping with the baby, or a part-time cook moves to full-time. When duties, hours or pay change, write a short note with the new terms and the date, and both sign it. Staple it to the original.
Review the agreement once a year. It is a natural time to discuss an increase and anything that has changed.
Ending the arrangement
Give the notice you agreed, or pay for the notice period. Pay all salary owed up to the last day, including any part-month. Return any of the worker's documents and belongings. A short, signed note that all dues have been settled protects both sides.
A short template you can copy
- This agreement is between [employer name, CNIC] and [worker name, CNIC].
- The worker will start on [date] as [role] at [address].
- Duties: [list].
- Hours: [start] to [finish], with [break]. Weekly day off: [day].
- Salary: Rs [amount] per month, paid on [date] by [cash or bank].
- Leave: [Eid days and other leave].
- Notice: [period] by either side. Trial period: [length].
- For live-in staff: [room, meals, rest, visits home].
- Signed by both, with date.
Keep simple records
Alongside the agreement, keep a one-line record each month: the salary paid, the date, any advance or deduction, and any leave taken. A small notebook or a phone note is enough. Ask the worker to sign or thumbprint next to cash payments. If there is ever a disagreement, these records settle it quickly and fairly.
If there is a disagreement
Go back to the written agreement first. Most disputes come from something not written down, so talk it through calmly and write down what you agree. If the disagreement is serious, such as unpaid salary or a claim of mistreatment, take advice rather than acting in anger. The Labour Department handles complaints about domestic work, and an adviser can explain the law that applies.
The yearly conversation
Once a year, sit down with each member of staff for ten minutes. Talk about what is going well, anything that needs to change, and the salary for the coming year. Many families time this around the anniversary of the start date rather than at Eid, so it does not get mixed up with Eidi.
Write down any change to salary or duties, and both sign it. A yearly review that actually happens is one of the simplest ways to keep good staff for many years.
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