How to Hire an Empleada in Medellín: Complete 2026 Guide

February 16, 2026
8:00 am

Hiring your first empleada can feel intimidating. The process is culturally specific, legally complex, and wrapped in a thousand unspoken expectations you don’t even know exist yet. You want to do right by everyone involved, but there’s no clear manual.

When we moved to Medellín three years ago with one baby, I never imagined I’d become someone who had “household staff.” It felt uncomfortable, privileged, and honestly a bit foreign to how I was raised.

Growing up, my mom’s family that we’d visit in Colombia when I was little had empleadas, but back in the States, my parents pinched every penny. Outsourcing nothing and doing everything ourselves. I don’t want to say this is just a ‘Latino thing’ because I’ve heard similar stories from friends across different ethnic backgrounds, but there was a big part of me that carried this belief that “I can and should do everything myself.” It took a long time to accept that asking for help isn’t a character flaw.

What’s covered in this post:

What Type of Household Help to Hire in Medellín
Legal Requirements for Hiring an Empleada in Colombia
Empleada and Nanny Salary Ranges in Medellín (2026)
How to Vet and Interview an Empleada in Medellín
Your First-Week Onboarding Checklist
Setting Boundaries with Household Staff in Colombia
Cultural Differences Between Colombian and American Employers
What to Provide Beyond Salary: Benefits, Gifts, and Support
Empleada Contract Essentials in Colombia
Red Flags
The Questions Nobody Asks But Should
Frequently Asked Questions

What Type of Household Help to Hire in Medellín

Empleada vs. Niñera vs. Niñera Interna: Which Do You Need?

This is going to be based on your needs and budget, but let’s be realistic about expectations. Can you keep an impeccable house, cook healthy meals multiple times a week, get all the laundry done, and take care of the kids all at once? Probably not. So please don’t expect someone else to be able to do it all perfectly either. It’s not fair or realistic.

If you’re planning to hire one person to handle everything (and I know many families who do), understand that some tasks won’t get done at 100%. That’s just reality when someone is splitting focus between childcare and household management.

You also need to think honestly about how many days per week you actually need support. Once a week? Three times a week? Full-time? This will determine what kind of help makes sense for your family.

Before you post anywhere asking “does anyone know a good empleada,” stop. Get specific about what role you’re actually filling.

Empleada (housekeeper): Primarily cleaning, laundry, basic meal prep. Can come as little or as often as you need. Some families have someone twice a week for a few hours, others full-time. Some empleadas will either offer or be willing to provide childcare as well. Important to note: you’re more likely to find an empleada who’s open to also watching kids than you are to find a nanny who’s willing to do house-related work beyond kid-specific tasks.

Niñera (nanny): Primarily childcare. May do light cleaning related to the kids (their laundry, their dishes, tidying play areas), but household cleaning isn’t the main focus.

Niñera Interna (live-in nanny): Lives in your home full-time (or in many cases, Monday-Friday or Saturday). You’ll need a bedroom and bathroom for them. Typically provides both childcare and some household help. This arrangement is much more culturally complex. I’d recommend skipping this option unless you really understand the dynamics involved or if it’s your first time hiring help.

Asistente de hogar (household assistant): A newer term for someone who does a bit of everything — cleaning, errands, meal prep, school pickup. These employees typically have more experience and flexibility, and command higher pay as a result.

The point: there’s no one-size-fits-all answer. Think about your actual daily life and where you need the most support, then hire accordingly.

What Makes Hiring Household Help in Colombia Difficult

Let me be real about what hiring help entails:

It’s emotionally complicated. You’re navigating class, culture, language, and power dynamics all at once. It feels uncomfortable because it IS uncomfortable. Especially at first. Welcome to being a manager.

You’ll make mistakes. Translations can be off, and you might accidentally offend people, miscommunicate expectations, underpay for work initially, or over-explain things in overly simple Spanish that sounds condescending. When it happens, apologize and learn from it.

Some expats will judge you. For hiring help at all, for paying “too much,” for paying “too little,” for going legal, for staying informal. Someone will have an opinion. Ignore them. You’re doing what works for your family.

It changes your family’s life. Having help means someone else is in your home, in your rhythm, in your private space. It’s amazing and also requires adjustment. Someone asked me once what it’s like to have another person in your space all the time. For me, the pros so far outweigh the cons.

Why Hiring an Empleada Changed Our Family Life

Three years in, here’s what I know:

We love our team, and the relationships we have with them are some of the most meaningful and rewarding that we’ve developed here. They’ve become part of our village. Not family, not friends exactly, but something in between that doesn’t have a neat English word. People we trust, people we care about, people whose families we ask about and whose lives intersect meaningfully with ours.

We trust them enough that we’re able to take a quick adult weekend getaway — and later a family trip to Cartagena — because they know the kids’ rhythms and preferences inside and out. They’re always on alert if a kid’s got a runny nose or is complaining of an earache. Our kids have a super special bond with them, and it’s something I’m incredibly grateful for.

That’s the thing about household help in Colombia: it’s not just about clean floors and watched kids. It’s about participating in a cultural system that, when done ethically and thoughtfully, creates dignified employment, builds genuine relationships, and makes the never ending logistics of family life actually work.

Once you have reliable help, a whole world of family activities opens up. Here are our favorite things to do in Medellín with kids.

Legal Requirements for Hiring an Empleada in Colombia

Legal vs. Informal Employment: Risks and Costs

Here’s the uncomfortable truth: a lot of foreign families in Medellín pay their empleadas informally. Cash, no contract, no benefits. It’s easier, it’s cheaper, “everyone does it,” and it’s usually because people genuinely don’t know better.

But it’s also illegal. And it leaves both you and your empleada vulnerable in ways that could become very, VERY expensive for you, the employer, and not to mention the headache of legal action and time you’ll lose dealing with it.

I strongly advise against paying any empleada “under the table.” Colombia’s Ministry of Labor (Ministerio del Trabajo) almost always sides with the employee in labor disputes. You might think you’re protected because you have a paper trail of payments or verbal agreements, but things have to be done a specific legal way and cash with a handshake doesn’t count.

Legal employment means:

Required documentation:

Written contract, signed by both parties
Monthly salary for full-time employees (our weekend nanny’s contract specifies her daily compensation since she’s part-time)
You must have a cédula de ciudadanía or cédula de extranjería and obtain a RUT (tax ID) to legally employ someone

These items must be legally paid by you, the employer:

You can hire an accountant or service to manage the payments on your behalf, but you’re still legally responsible. Even if your employee says they’ll handle it themselves or asks you to just give them cash to deposit… it would be wise not to. If they later go to the Ministry of Labor claiming you didn’t pay properly, you’ll owe back payments for the entire employment period plus penalties and interest.

Healthcare (EPS): About 12.5% of salary, split between employer and employee
Pension (AFP): 16% of salary. You pay 12%, employee pays 4%
Prima de servicios: Bonus equal to one month’s salary, paid in two installments (mid-June and mid-December)
Vacation days: 15 paid days per year (accrued after one year of employment)
Cesantías: Severance fund, approximately 8.3% of annual salary, deposited to a cesantías fund
ARL (workplace accident insurance): Required occupational risk insurance
Transportation stipend (auxilio de transporte): Monthly fixed value of $249,095 COP per month (daily value of $8,303.17)
Budgeting for their liquidación (final settlement when employment ends)

Additional for full-time employees:

Work necessities like uniforms or shoes once a year

Informal Employment Means:

You pay cash
With or without any paper trail
No benefits managed by employer
No ARL insurance. So if they get hurt on the job, you’re personally liable
You’re both breaking the law
If something goes wrong (accident, dispute, they report you to the Ministry of Labor), you have zero legal protection and face significant financial liability.

Why I Pay My Empleadas Legally (And You Should Too)

I pay legally. Yes, it’s more expensive. The mandatory benefits add roughly 50-55% on top of base salary. Yes, it’s more paperwork. But I sleep better knowing my empleadas have healthcare, they’re receiving everything they’re legally owed and honestly deserve, and that the people helping me care for my most precious little humans can focus on providing the best support possible without worrying about their financial security or job protections.

The real cost breakdown: If you’re paying someone $2 million COP base salary, your actual monthly cost will be around $3-3.1 million COP when you factor in all legal obligations. Budget accordingly.

Some families start informal with the plan to transition to legal employment once they know it’s a good fit. Some never make the switch. I’m not here to judge your choices. Just to give you the legal reality so you can make an informed decision with full awareness of the risks and responsibilities involved.

Empleada and Nanny Salary Ranges in Medellín (2026)

What to Pay a Housekeeper, Nanny, or Live-In Nanny

Before getting into salary ranges, I want to call out something important: Colombia’s minimum wage is set nationally, but the minimum wage is not a livable wage in Medellín. We learned this firsthand by sitting down with our niñera early on and helping her create a budget.

It’s not all that surprising when you consider that in 2025, the cost of living in Medellín exceeds even Bogotá.

Prices can vary by neighborhood (El Poblado typically pays more than Laureles or Envigado), level of experience, specific responsibilities, and English-speaking ability.

Empleada del hogar (part-time housekeeper):

$18,000-30,000 COP/hour for basic cleaning to cooking & cleaning
Typical day rate: $140,000-220,000 COP for a 6-hour day
Can start at 2-3 days/week, but ultimately based on your family’s needs

Niñera (full-time nanny):

$1.8-3.5 million COP/month base salary
Add 50-55% for legal benefits = $2.7-5.4 million COP total monthly cost
Entry-level (limited experience, one infant): lower end
Experienced (strong references, handling more household tasks, multiple kids, bilingual): upper end

Niñera Interna (live-in nanny):

$2.2-3.5 million COP/month base salary
You provide private room, bathroom, and all meals
Total cost with legal benefits: $3.3-5.4 million COP
Cultural complexity: very high

Asistente de hogar (household assistant):

$2.3-3.5 million COP/month base for experienced generalist
Often former teachers, administrators, or senior nannies looking for varied work
Total cost with legal benefits: $3.5-5.4 million COP

Important: Colombia’s minimum wage increases every year, typically announced in December and effective January 1st.

In 2026, the salario mínimo is $1,750,905 COP. Anyone working full-time legally cannot be paid less than this base amount, before benefits.

For context, the 2025 minimum wage was $1,423,500 COP, so we saw about a 23% increase year-over-year (worth noting this was an extraordinary increase).

How Empleada Salaries Vary by Neighborhood in Medellín

Where you live in Medellín directly affects what you’ll pay for household help. This isn’t just about cost of living — it’s also about commute time, perceived employer expectations, and the “expat premium” that exists in certain barrios.

El Poblado tends to have the highest salaries. There’s a higher concentration of foreign families here, and empleadas know that Poblado-based employers generally pay above average. Transportation to Poblado from many working-class neighborhoods is also longer and more expensive, which factors into salary expectations.

Laureles and Envigado are more moderate. Salaries here trend closer to the citywide average, though experienced candidates with strong references will likely ask for competitive pay regardless of your neighborhood.

Sabaneta and El Oriente (Rionegro, La Ceja, El Retiro) can actually be tricky. While the cost of living may be lower, the commute from Medellín can be 1–2 hours by bus. Many empleadas simply can’t make the trip, which limits your candidate pool. Some families in El Oriente hire locally, where salary expectations may be lower but availability is also more limited.

If you’re in a neighborhood with fewer foreign families, you may find that salary expectations are lower, but it’s not a reason to pay less than what’s fair. The minimum wage is not a livable wage in Medellín, regardless of barrio.

Where to Find an Empleada or Nanny in Medellín

Nanny and Empleada Agencies in Medellín

Agencies are a really great option, especially if you’re new to town, don’t have a RUT yet (remember: you need this to legally distribute benefits to your empleadas), or want someone else to handle the legal requirements. The agencies below either I’ve used personally with good experiences, or they’ve been repeatedly and highly recommended by people I know and trust.

Most agencies will pre-screen candidates and provide you with basic information sheets about who’s coming for the interview that day. Some are more organized than others, and levels of vetting vary, but overall this is your most streamlined option.

Agencies in Medellín:

Note: I’ve personally used some of these and others have been repeatedly recommended by families I trust. Availability, pricing, and service quality can change — always do your own research and ask for current references.

What to expect:

Pre-screened candidates (background checks, reference verification)
Some offer replacement guarantees if it doesn’t work out
They handle all legal paperwork and benefit distributions

Pros: Saves time; professional vetting already done; legal compliance handled for you; agencies can often send someone when the empleada is sick or on vacation

Cons: Upfront cost; you still need to do your own assessment of fit with your family

Finding Help Through Expat Groups and WhatsApp

I’m intentionally not sharing specific group names here because, unfortunately, I’ve seen posts from empleadas saying they were victims of misleading posts where positions advertised as household work were actually solicitations for sex work or escorting.

Everyone, regardless of their profession, deserves to be treated with respect and dignity, but this exploitation is exactly why I feel more comfortable directing people toward agencies. Agencies have vetting processes, collect your information, and can report bad actors to authorities if needed.

That said, expat-focused groups can be excellent resources. These groups often have families who are only in Medellín temporarily. When someone has a great empleada and they’re leaving the country, they want to help their empleada find another position with a good family. Same thing happens when families move from the city center out to El Oriente. Their empleadas often can’t follow due to transportation time and costs, so families post recommendations.

Over time, you’ll likely get added to various WhatsApp groups for parents, neighborhoods, or expat communities. These can be helpful for finding candidates through personal recommendations.

Pros: Free, you can see recommendations and references from people in your community, direct messaging with candidates

Cons: Less formal vetting, can be time-consuming to sort through responses, requires having active social media accounts

Hiring Through Personal Recommendations

Ask friends, neighbors, or your building’s portero if they know anyone looking for work. Former empleadas often have sisters, cousins, or friends in the same field who are seeking positions.

Pros: Built-in reference from someone you trust, immediate cultural bridge, candidate comes with some accountability

Cons: Can feel awkward if the working relationship doesn’t work out and you have to navigate that with your mutual connection.

How to Vet and Interview an Empleada in Medellín

Step 1: Screen Candidates via WhatsApp

Before you waste anyone’s time with an in-person interview, whether through an agency or directly with a candidatee: screen via WhatsApp first. Here’s my message template. Also, try not to send it all in one giant paragraph. Make it conversational. And always ask “how are you doing?” Paisas genuinely care when they ask you, and they want to be asked in return.

My WhatsApp template:

Hola [their name], cómo estás? Soy [your name] y conseguí tu contacto de [wherever you got their contact]. Mi familia de [how many kids] está buscando una [niñera/empleada] para [details: how many days, schedule]. Vivimos en [barrio—try to use landmarks to help them locate you, as they’ll likely be taking the bus and need to know the route]. El trabajo incluye [specific responsibilities]. ¿Sigues disponible y te interesaría esta posición?

(Hi [their name], how are you? I’m [your name] and I got your contact from [wherever you got their contact]. My family of [how many kids] is looking for a [nanny/empleada] for [details: how many days, schedule]. We live in [neighborhood—try to use landmarks to help them locate you, as they’ll likely be taking the bus and need to know the route]. The job includes [specific responsibilities]. Are you still available and would you be interested in this position?)

If you’re talking directly to the person: Let them know the salary range and what benefits you’re providing.

El rango salarial es [salary] y vamos a proveer [benefits you’re providing].

If you’re going through an agency: Ask: (1) Is someone available? (2) If so, would it be the same person for all shifts, or does availability vary? (If having a consistent person matters to you, clarify this upfront.) (3) What are your rates?

(1) Hay alguien disponible? (2) Si es así, sería la misma persona para todos los turnos, o la disponibilidad varía? (3) Cuáles son sus tarifas?

Red flags at this stage:

Takes 3+ days to respond
Doesn’t answer direct questions
Asks for money upfront
Can’t provide references
Vague about experience or availability

Green flags:

Prompt, professional responses
Asks good questions about the role
Clear about their experience and expectations
Has references ready

Step 2: Conduct an In-Person Interview at Home

Schedule a 1-2 hour interview at your home. Yes, at your home! You need to see how they interact with your space and your kids. Communicate this clearly when you’re setting up the interview. You’re helping set them up for success so they know what to expect.

My approach: I spend the first 30-45 minutes chatting with them (the interview portion), sharing a little about our family’s preferences and parenting style. After that, I introduce them to the kids in a space where the kids usually hang out. I don’t hover, but I stay close enough to observe how they interact.

Important: Pay them for their time. At the very least, pay for their transportation. Also, talk to your kids beforehand and get them excited about meeting someone new. It really helps set a positive tone. No one, adult or child, likes being blindsided.

Empleada Interview Questions in Spanish and English

Conducting your first empleada interview in Spanish can feel intimidating, especially when you’re trying to remember what to ask while also observing how they interact with your kids.

I’ve created a comprehensive interview question guide with 60+ questions organized by category (experience, availability, health, cultural fit, handling difficult situations, and more). Every single question is provided in both English and Spanish so you can ask confidently, even if your Spanish isn’t perfect yet.

Here’s what you get:

✅ 60+ interview questions across 8 categories
✅ Every question in English AND Colombian Spanish
✅ Printable PDF format (bring it to interviews!)

Download it free below. It’s the exact guide I wish I’d had for my first interviews and the one I still reference three years later.

What to watch for:

How they interact with your kids (and vice versa)
Body language and confidence
How they answer open-ended questions
Whether their story stays consistent
Punctuality (Colombian culture tends to run on a more flexible schedule, but this is a job interview)

Step 3: Check References (Don't Skip This)

This is where most people skip steps. Don’t. Call or write at least two references.

Questions for references (what I actually ask):

“Hola, me dio su contacto [nombre]. Ella trabajó con ustedes como [niñera/empleada]. Me puede contar un poco sobre su experiencia con ella?”

(Hi, [name] gave me your contact. She worked with you as a [nanny/empleada]. Can you tell me a bit about your experience with her?)

Then dig deeper:

Por cuánto tiempo trabajó con ustedes? (How long did she work with you?)
Por qué se terminó la relación laboral? (Why did the employment relationship end?)
Cómo era su puntualidad y confiabilidad? (How was her punctuality and reliability?)
Hubo algún problema o preocupación? (Were there any problems or concerns?)
La contrataría otra vez? (Would you hire her again?)

Red flags from references:

Hesitation or vague answers
Won’t give specific examples
Damning with faint praise (“she was… fine”)
Says they “let her go” but won’t explain why

Yellow flags from references:

Ended badly or with conflict… Depending on the severity of the complaint, this isn’t an automatic dealbreaker for me. I’ve heard horror stories about employers treating their empleadas terribly. Putting them in impossible positions or creating toxic work environments where the empleada couldn’t safely tell their employer they were looking elsewhere without risking unemployment and their entire livelihood.

I’m not saying ignore negative feedback from references, but remember there are two sides to every story. It’s hard for me to blindly accept a negative review without wondering, “And what was your contribution to the situation?”

Green flags:

Specific, enthusiastic praise
Multiple positive examples
Clear, understandable reason for ending (family moved, kids grew up, schedule changed)
“I wish we could have kept working with her”
Offers to answer follow-up questions

Step 4: Run a Paid Trial Period with Training

Before you fully commit, do a trial period. Standard is 1-4 weeks, paid, with the understanding that either party can walk away if it’s not working.

Here’s what I don’t hear people talk about enough: training. I think it’s arguably the most important part of onboarding anyone in any job. It’s also the first thing that comes to mind when I hear people complaining that “an empleada didn’t do X, Y, Z and should have just known to do it.”

This is so incredibly wrong. Preferences are subjective and vary wildly based on countless factors. I believe a lot of miscommunication and cultural friction could be avoided with proper training from day one. Yes, it’s time-consuming. Yes, it’s a little exhausting. But it’s totally vale la pena (worth it) in my opinion.

Suggested trial structure:

Week 1: I’m home the whole time, observing and training. I share our preferences, help them get familiar with the home, show them how we do things and where everything is.
Week 2: I leave for short periods (1-2 hours)
Week 3: Normal schedule, but I check in frequently
Week 4: Fully independent. I evaluate how things are going

What I’m watching for:

Initiative: Do they see what needs doing, or do they wait to be asked?
Safety awareness (especially with kids): In our experience, nannies are almost TOO cautious. We don’t hover, and it took time for them to get comfortable with our approach. We had to reassure them that if a kid fell while playing, we wouldn’t yell at them or fire them. We don’t want them hanging from fans, but we do want them to have a little room to build some confidence for themselves.
Communication: Do they tell me when something’s wrong? Do they feel comfortable asking questions?
Boundaries: Do they respect our family’s privacy and routines?
Compatibility with kids: Do my kids actually like them? This matters more than almost anything else.

When to end the trial early:

Any safety issues (excessive phone use while watching kids, genuinely unsafe practices)
Repeated lateness without communication or explanation
Kids are visibly scared or uncomfortable around them
Your gut tells you something’s off

Trust that instinct.

Your First-Week Onboarding Checklist

Training is super important. It takes time, but it sets the foundation for everything that follows.

Home orientation:

Full tour of the house, including which rooms are off-limits and where all cleaning supplies, tools, and products
Wi-Fi password and how to connect
How to operate appliances they’ll use (washing machine settings, dryer, oven, coffee maker)
Alarm system instructions (if applicable)
Where spare keys are kept
Trash and recycling day schedule

Emergency information:

Your phone number and your partner’s phone number
Building portería number
Nearest hospital or clínica and how to get there
Pediatrician contact info
What to do if a child gets hurt: who to call first, where the first aid kit is
Any child allergies, medications, or medical conditions

Daily routine and preferences:

Kids’ typical schedule: wake-up, meals, naps, school pickup/dropoff times
Meal preferences and any dietary restrictions
How you handle screen time, snacks between meals, discipline
Cleaning priorities: what must happen daily vs. weekly
Laundry preferences (what gets air-dried, what can go in the dryer, how you fold)

Communication expectations:

How and when to reach you during the workday
Whether you use a shared family calendar (we use Skylight synced to Google Calendar)
The family WhatsApp group or preferred communication channel
How to let you know if something is wrong or they need to leave early

Write this out. Print it if you can. It’s not about being controlling. It’s about giving them the tools to succeed from day one. Most of the friction I’ve seen between families and their empleadas traces back to assumptions that were never communicated clearly.

Setting Boundaries with Household Staff in Colombia

This is where cultural differences get real. In Colombian culture, household staff sometimes become like extended family. You might be invited to birthday parties. If they have kids, they may ask to bring them to work when school’s out. Lines can blur in ways that feel unfamiliar if you’re coming from a culture with more rigid professional boundaries.

But there’s another side to this coin: classism is deeply embedded in Colombian culture, and some beliefs that feel ancient and unjust still hold strong. Some households expect empleadas to use a separate, dedicated bathroom, different silverware and dishes stored away from the family’s dishware, and to eat alone in the zona de ropa or even stay in the tiny cuarto de servicio (service room)… spaces that are often Harry Potter broom closet-sized.

All of this is to say: communication is absolutely key, and so is patience. In my experience, feedback is received well when it’s delivered kindly — not condescendingly or rudely. Mutual respect goes both ways, and it sets the foundation for a healthy working relationship.

Policies That Work for Our Family

Be clear from the start about:

Exact working hours (and what happens if you’re running late or need flexibility)
Phone use policy during work hours
Food policy (do they eat with you? bring their own lunch? you provide meals?)
Privacy expectations (which rooms are off-limits, whether there are cameras in the house. Their privacy matters too)
Guest policy (especially relevant if you’re looking for a niñera interna. Can they bring friends or family to your home?)
Task priorities (what must happen daily vs. weekly)

Work hours:

15-minute flexible buffer on arrival
Text family group chat if you’re running behind. Metro delays are real and so is rush hour traffic

Meals:

Provide lunch and snacks
Sometimes we eat together, sometimes we don’t. Depends on my work schedule
They eat at the kitchen table whether with us or not
I’m still not used to having to repeatedly reassure temporary empleadas that they don’t need to eat separately or use the dryer as a makeshift table (yes, this has happened, multiple times)

Phone use:

Fine during naptime or downtime
Not while actively watching kids or cooking

Privacy:

Knock or text before entering bedrooms or office

Days off:

At least 2 weeks’ heads-up on PTO when possible
For life things like doctor appointments or unexpected situations, try to be flexible!

How I Communicate Monthly Schedules

Every family’s different when it comes to finding their groove. I usually plan for the upcoming month at the end of the current month. This helps me communicate when we might need extra help due to my husband’s and my travel schedules, and account for festivos (national holidays). We check in with our team to see if they want to work the holiday (and receive holiday pay) or if they’d prefer the day off, in which case we arrange coverage.

Day-to-day: We use our Skylight Calendar, which has been an absolute godsend for family organization and communication. We keep it updated through Google Calendar, and each morning our team can see if there’s anything planned for the day. Doctor appointments, playdates, deliveries, etc.

There are always one-off things like “I’m expecting a package delivery” or “Kid #2 has a dentist appointment at 3pm,” but I try to catch a few minutes with them before I start my workday to go over anything that’s not on the calendar and to catch up.

The key: Consistency in communication prevents most misunderstandings before they happen.

Cultural Differences Between Colombian and American Employers

Colombian household staff culture is different from US expectations:

Time

“8am” might mean 8:15am. Discuss expectations explicitly.
Plans change frequently. Kids get sick, schools close for the numerous festivos, family and work emergencies happen more often than you’re used to.
The concept of “advance notice” is much shorter here. Be explicit about when you want to be made aware of vacations or schedule changes.

Communication

Direct feedback feels harsh in Colombian culture. Use a “positive sandwich” where you share what they’re doing well at the beginning and end, and leave the middle for what you’d like to see improved. Don’t make it personal. Focus on the ask, not on them personally.
- Instead of “You didn’t clean the bathroom correctly,” try “Podríamos limpiar el baño así la próxima vez?” (Could we clean the bathroom this way next time?)
Praise publicly, critique privately, and use a LOT more positive reinforcement than feels natural. In my experience, empleadas have been afraid of trying new things or doing something other than the way you showed them, even if it could be improved. Taking that kind of initiative feels frowned upon in the culture. If you want them to share suggestions (respectfully), let them know that’s okay.

Hierarchy

There’s an employer/employee dynamic that’s more formal than typical American friendliness
But there’s also an expectation of personal care and relationship
It’s a weird balance. You’re not peers, but you’re also not cold and distant.

Family Integration

Your empleada’s family will become part of your orbit
You’ll hear about their kids, their parents, their siblings’ drama
This is normal and expected—lean into it
I joke that one empleada needs her own telenovela because some of the wildest and sometimes saddest things happen to her family

Days Off & Holidays

Colombia has 18 public holidays in 2026 (festivos)
Many families give empleadas these days off with pay
Discuss this explicitly in your contract
If you work a US schedule and your empleadas are willing to work some Colombian holidays, be aware of holiday pay rates (typically 1.75x regular rate)

What People Get Wrong at First

Being too direct with criticism
Not building in enough flexibility for their family needs
Trying to maintain strict “professional boundaries” and keeping them at arm’s length
Not realizing how much holidays and gifts matter culturally
Underestimating how relationship-based this work is here

What to Provide Beyond Salary: Benefits, Gifts, and Support

Standard Expectations in Colombia

Must provide:

Transportation stipend (legally required if employee earns up to 2x minimum wage and commutes to work)
Uniforms (many empleadas and nannies prefer to wear them, even when not required)
Cleaning supplies and equipment (for empleadas)
Safe working conditions
ARL (workplace accident insurance)

Commonly provided:

Coffee and snacks throughout the day
Year-end bonus (prima de Navidad). Even if you’re paying informally, this is culturally expected and separate from the legally required prima de servicios
Small gifts on their birthday, Mother’s Day (huge deal in Colombia), International Women’s Day, Christmas, and Employee Day
Flexibility for family emergencies

Optional but appreciated:

Extra days off around holidays
Baby shower gifts if they’re pregnant
School supplies for their kids
Hand-me-down clothes and toys your kids have outgrown

What We Provide Our Team

Everything they’re legally owed (primas, transportation stipend, benefits, etc.) plus:

Daily care:

Lunch
If they’re working late helping cover a date night for us, we get them an Uber home

Special occasions:

Birthday gifts: Ask what they actually need. It’s very often something very practical.
Christmas gifts: Christmas is a pretty big deal in Colombia. I usually do one large gift (~500,000 COP) and one small gift (100,000-200,000 COP).

Health and wellness:

When the whole house gets sick and they inevitably catch it, call a home doctor (médico a domicilio) to provide care and prescribe medications. This way they don’t have to wait hours at their EPS, where care quality of care can be hit-or-miss.

Flexibility and support:

Time off for their kids’ school events, doctor appointments, or family emergencies
Be understanding when life happens. We just ask for as much notice as possible

Work essentials:

Set of uniforms and new sneakers once a year. I don’t personally care whether they wear uniforms or not, but they want to. I buy ours from the States (Grey’s Anatomy brand) because they say the ones available here aren’t as breathable or comfortable.

The Philosophy Behind It

It’s really important to me that our team feels cared for and supported. I don’t want them stressed out. Not just for their sake, but because if they’re worried about something, they’ll be distracted and the quality of care for our kids declines. A supported, happy empleada or nanny is better for everyone.

Do they ask us for money? It doesn’t happen often. I think we got our first loan request about a year into working together. When it does come up, it’s always for something genuinely needed, and they’ve always committed to paying it back (and followed through).

I’ve heard that it’s common for extranjeros (foreigners) to be singled out for cash advances, and yes, it has come up with us. We’re happy to help when we can. We’ve never felt taken advantage of or like it’s been abused, so go with your gut and do what you’re comfortable with on this one.

Empleada Contract Essentials in Colombia

The Contract: Key Clauses

If you’re going the legal route, you need a written contract. Here are the essential elements:

Must include:

Both parties’ full names and cédulas (ID numbers)
Start date
Type of contract (indefinido for permanent or definido for fixed-term)
Exact responsibilities
Work schedule (days/hours)
Salary amount and payment frequency
Benefits provided
Trial period terms (usually 2 months maximum)
Termination clause
Signatures and date

You can hire a lawyer to draft this (recommended), use an online template and adapt it, or use a template from an agency.

The termination clause is critical:

How much notice is required (standard is 30 days)
Severance payment if you terminate without cause
What constitutes “just cause” for immediate termination

We use a lawyer-drafted contract that’s properly registered and signed by both parties. It’s an extra cost upfront, but it has saved us loads of stress and is absolutely worth the peace of mind. All payments are screenshotted and sent via WhatsApp for documentation.

Red Flags

Red Flags That Mean Walk Away

After three years and interviewing dozens of candidates, here are my deal-breakers:

Kids are clearly scared or uncomfortable around them
Can’t provide at least two references
Story changes between first contact and in-person interview
Asks for advance payment or loans before even starting
Bad-mouths previous employers excessively
Won’t commit to a trial period
Demands cash only, refuses any paperwork
Won’t even discuss legal employment as an option
Inappropriate phone use during the interview (scrolling, taking calls)
Doesn’t engage with your kids when they’re present

Trust your gut. If something feels off, it probably is.

What to Do When It's Not Working

Some people are quick to let someone go when things aren’t working out. Usually, there was no formal training at the beginning. In my experience, empleadas have been receptive to feedback and willing to adjust if you communicate with respect, kindness, and patience.

If you provide clear feedback and there’s no improvement in the 2-3 weeks following the conversation, then it’s probably time to find someone new. Here’s how to end it respectfully:

If you’re still in the trial period:

“Hemos decidido que no va a funcionar. Te vamos a pagar por las semanas trabajadas y [extra opcional]. Te deseamos lo mejor.”

(We’ve decided it’s not going to work out. We’re going to pay you for the weeks worked and [optional extra]. We wish you the best.)

If you’re past the trial period:

Give 30 days’ notice (or pay in lieu of notice), pay any owed benefits and severance, and provide a reference letter if appropriate.

If there’s serious misconduct (theft, major safety violation, abandonment of children):

You can terminate immediately without notice, but document everything thoroughly and be prepared to justify it if challenged by the Ministry of Labor.

The Questions Nobody Asks But Should

“What if my empleada asks for a loan?”

This happens. Frequently. Colombian culture has more flexible boundaries around money between employer and employee than American culture. Interest rates are really abusive here and you often end up paying more in interest than principal even on fairly short loans. People will likely understand if you decline. If it’s something you’re uncomfortable with, make your expectations clear.

“What if they bring their kid to work?”

Discuss this upfront. We don’t deal with this personally, but I know families who handle it differently. Most say occasional emergencies are fine, but regular kid attendance affects work quality and can change the household dynamic. It depends on what you’re willing and able to accommodate.

“What if my Spanish isn’t good enough to supervise them?”

Some empleadas speak or understand basic English, but please don’t come here expecting to find someone who’s going to accommodate you on this. You made a choice to move to a Spanish-speaking country, and learning the language, while hard, is rewarding and shows an incredible amount of respect.

Translation apps work wonders (Google Translate, DeepL), and so do LLMs like ChatGPT, Claude, and Perplexity for crafting messages. You can also hire through an agency that can help bridge communication initially.

But honestly, this work relationship will dramatically improve your Spanish for both you and your family. Immersion works.

Frequently Asked Questions

How much does a full-time nanny cost in Medellín in 2026?

Base salary: $1.8-3.5 million COP/month. Total cost with legal benefits: $2.7-5.4 million COP/month.

Is it legal to pay an empleada cash in Colombia?

No. Legal employment requires written contracts, healthcare contributions (EPS), pension (AFP), and other mandated benefits. Informal payment leaves both parties vulnerable to significant legal and financial liability.

Where can I find an empleada in Medellín?

Agencies (Cigüeñas, Happy Nanny, TruNanny, Kanguritos), expat-focused Facebook groups, personal recommendations from neighbors or your building’s portero.

What’s the minimum wage in Colombia for 2026?

$1,750,905 COP. But this is not a livable wage in Medellín, which has a higher cost of living in Colombia.

Do I need a RUT to hire an empleada legally?

Yes. You need a cédula (resident ID) and RUT (tax ID) to legally employ household staff and distribute benefits in Colombia.

How long should a trial period be?

Standard is 1-4 weeks, paid, with the understanding that either party can walk away if it’s not a good fit.

What benefits am I legally required to provide?

Healthcare (EPS), pension (AFP), prima de servicios, vacation days, cesantías, ARL insurance, and transportation stipend if applicable.

Can I transition from informal to legal employment?

Yes, but be aware you may owe back-payments for benefits that should have been contributed during the informal period.

Have questions I didn’t answer? Drop them in the comments. I’ll update this post based on what people actually want to know.

And if you’re in Medellín and this post helped you hire your first empleada, I want to hear about it. Building your village abroad is hard work. Celebrate when you get it right!!

Your Next Steps

If you’re ready to hire your first empleada:

Get specific about what role you actually need
Decide legal vs. informal (I strongly recommend legal. Make sure you really understand the consequences of informal employment)
Set your budget including all benefits if going legal
Contact agencies or post in trusted Facebook groups
Screen via WhatsApp before scheduling in-person meetings
Interview in person with your prepared questions list
Check references thoroughly—call if your Spanish allows, or send detailed WhatsApp messages
Do a trial period with proper training before fully committing
Write everything down in a contract, even if you start informal
Communicate constantly, especially the first 3 months

MEET SARAH

Welcome! I’m Sarah. I started this blog to be a resource for others around a few of my favorite things: living in Colombia, DIY projects, places traveled, and day-to-day life. My hope is that it can a place of inspiration and encouragement to help you plan the next project or adventure of your own!