How to Interview Household Staff in Costa Rica (And Actually Find Good Ones)

The $50,000 Mistake

Maria seemed perfect. She smiled warmly during the interview, had glowing reference letters, and claimed over 5 years of experience. She didn't speak English, but she seemed to understand the basics through hand signals and simple gestures—and she was such a sweet person. The expat couple felt great about their decision to hire her as their full-time housekeeper for their beachfront home in Guanacaste.

Like most domestic workers in Costa Rica, Maria spoke only Spanish. This meant the owners would need to either learn Spanish themselves or resign themselves to ongoing communication through hand signals and inevitable misunderstandings. They chose the latter, assuming good intentions would bridge the language gap.

Six months later, they discovered the truth. Small items had been disappearing—jewelry, cash, electronics. The house looked clean on the surface, but mold was growing in closets, expensive marble countertops were damaged from harsh chemicals, and the pool equipment had failed from lack of proper maintenance. When they finally had to terminate her employment, they hadn't registered her properly with the Costa Rican Social Security Fund (CCSS), and she knew it.

The final tally? Over $50,000 in stolen property, property damage repairs, back payment of social security contributions, fines, legal fees for wrongful termination, and mandatory severance pay. Not to mention the emotional stress, the damaged sense of security in their own home, and months of disruption.

Their mistake wasn't hiring Maria specifically—it was hiring based on a "good feeling" instead of a proven system.

The Challenge for Expat Homeowners

If you own property in Costa Rica, you've likely faced the household staffing challenge. Language barriers make detailed interviews nearly impossible. Cultural differences create constant misunderstandings about expectations and quality standards. Costa Rican labor law is complex and unforgiving, with mandatory obligations that can cost you tens of thousands if violated.

Reference checking? Nearly impossible when you don't speak fluent Spanish, don't understand local customs, and can't distinguish between genuine recommendations and polite cultural pleasantries. And here's the most frustrating part: everyone seems nice and capable during interviews. The problems only emerge weeks or months later, after you've invested time in training and built a working relationship.

The stakes are high. Quality household staff can protect your property investment, provide peace of mind when you're away, and make your Costa Rica experience enjoyable. Poor hires can damage your property, create legal nightmares, and turn your dream home into a source of constant stress.

What This Guide Covers

This comprehensive guide provides a proven system for hiring excellent household staff in Costa Rica. You'll learn:

• Pre-interview preparation including legal requirements and creating effective job descriptions

• Where to actually find qualified candidates in the Costa Rican market

• Interview questions that reveal true capabilities beyond surface-level charm

• Red flags that predict future problems before you commit

• Reference checking strategies that actually work in the Costa Rican context

• Trial period best practices to reduce your risk

• Legal compliance essentials to protect yourself from expensive mistakes

By the end, you'll have a complete system for hiring household staff who perform excellently, stay long-term, and protect rather than damage your property investment.

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Table of Content

Before the Interview Foundation for Success

Legal requirements, job descriptions, fair compensation

Where to Find Qualified Household Staff

Best recruitment channels and creating effective job postings

The Screening Process 

Phone screening questions and application requirements

The In-Person Interview 

Questions that reveal true capabilities and cultural fit

Red Flags Warning Signs to Watch For 

Communication, experience, and documentation red flags

The Hidden Cost of Miscommunication 

Why good intentions aren't enough and Costa Rica-specific challenges

Reference Checking 

How to actually verify references in Costa Rica

The Practical Skills Test 

Designing and conducting tests that reveal real abilities

The Trial Period: Reducing Risk  

Legal structure and what to evaluate in 30 days

Onboarding for Long-Term Success 

Documentation, training, and building lasting relationships

Special Considerations for Expats 

Language barriers, cultural differences, when to get help

Legal Compliance Essentials 

Required documentation and avoiding expensive violations

Your Action Plan

Step-by-step checklist from start to finish

FREE Resource

Download bilingual employment contract template

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Before the Interview: Foundation for Success

Understanding Costa Rican Labor Law Basics

Before you conduct a single interview, you need to understand what employing someone in Costa Rica actually means. The employer must comply with the Costa Rican labor code—and ignorance provides no protection when violations are discovered.

Critical legal requirements:

• Written contracts are mandatory, not optional. Verbal agreements provide zero legal protection and create massive liability.

• CCSS registration must be completed as soon as the employer's payroll (planilla) is enabled in the CCSS system. The payroll becomes available on the 26th of each month and remains open until the 4th business day of the following month. You cannot add a new employee outside this window, so timing your hire date accordingly is important.

• INS workplace insurance coverage must be maintained throughout employment.

• Minimum wage requirements vary by job category and are updated annually by the Ministerio de Trabajo y Seguridad Social.

• Aguinaldo (13th month bonus) must be paid by December 20th each year.

• Vacation accrual begins immediately and must be tracked carefully.

• Severance pay calculations can be complex and expensive if you don't understand them upfront.

Why does this matter BEFORE you start interviewing? Because you need to know your actual employment costs. Many expats budget for salary alone, then panic when they discover the total cost is 38% higher when you include CCSS contributions, INS insurance, aguinaldo accrual, and vacation pay.

The salary might be ₡258,376 per month (minimum wage for 2025), but your actual cost is closer to ₡356,559. Understanding this prevents you from offering compensation you can't actually afford or can't sustain long-term. Contract terms also affect who you can hire—some candidates won't accept positions that aren't fully legal and properly registered.

Most importantly, legal compliance protects you against future lawsuits. Costa Rican labor law strongly favors employees. If a disgruntled worker files a complaint with the Ministry of Labor, the burden of proof falls on YOU to demonstrate compliance. Missing documentation, unpaid obligations, or improper termination can cost you many times what proper compliance would have cost from the start.

Creating Crystal-Clear Job Descriptions for Household Staff in Costa Rica

Here's what most expats do wrong: "We need someone to clean and maybe cook and possibly watch the dog and help in the garden when needed and..."

This approach attracts the wrong candidates and creates confusion about expectations. What does professional household management do instead?

Clear job descriptions attract qualified candidates by defining one role with specific responsibilities.

Template elements to include:

Job Title: Be specific—Housekeeper, Gardener, Cook, Estate Manager, Pool Maintenance Technician

Primary Responsibilities: List 5-8 specific duties

• For a housekeeper: "Deep clean all bathrooms daily, including scrubbing grout and preventing mold. Vacuum and mop all floors. Dust all surfaces including ceiling fans and baseboards. Clean kitchen thoroughly after each meal. Manage laundry including washing, drying, folding, and organizing. Change and wash all linens weekly. Organize closets and maintain household systems."

  
  

Required Qualifications:

• Education level if relevant

• Years of experience in similar roles

• Specific skills (experience with luxury homes, knowledge of specific cleaning products, pool maintenance certification, etc.)

• Language requirements

  
  

Physical Requirements:

• Lifting capacity (can you lift 50 lbs?)

• Standing/walking duration

• Climbing ladders or stairs

• Working outdoors in heat

  
  

Schedule:

• Days of the week

• Hours (including start and end times)

• Flexibility needs (occasional weekend work, different hours when owners visit, etc.)

  
  

Compensation Range:

• Salary range with payment frequency

• Benefits included (meals, transportation, uniforms, etc.)

  
  

Performance Expectations:

• Quality standards

• Productivity requirements

• Communication expectations

• Note: This role will be subject to periodic review and may be adjusted based on performance and evolving family needs

  
  

Training Period:

• A one-month training and evaluation period is strongly recommended to ensure proper skill development and cultural fit

You can find a bilingual employment contract template (English/Spanish) compliant with Costa Rican labor code at the end of this article for download.

When your job description is this detailed, unqualified candidates self-select out. Qualified candidates immediately understand if they're a good fit. You eliminate confusion and create the foundation for accountability.

Determining Fair Compensation for Household Staff in Costa Rica

Before posting any job, research thoroughly:

2025 Minimum Wage by Category in Costa Rica:

• Domestic work ("Trabajo doméstico"): ₡258,376.22 per month according to Decreto N°44756-MTSS

• This includes a general 2.37% increase plus an additional 2.34% specifically for domestic workers

• Specialized roles may command higher rates based on experience and skills

• These are legal MINIMUMS—quality staff require competitive pay above minimum

  
  

Market Rates by Location:

• Beach areas (Guanacaste, Southern Pacific): Higher due to expat demand

• Central Valley and San José area: Moderate, more supply available

• Mountain regions: Generally lower, but fewer bilingual candidates

  
  

Total Cost Reality: Take your salary figure and add approximately 38% for mandatory obligations:

• CCSS contributions (roughly 26% split between employer and employee)

• INS workplace insurance (approximately 1-3% depending on risk level)

• Aguinaldo accrual (8.33% of salary annually)

• Vacation accrual (approximately 4% of salary annually)

For example, if paying the 2025 minimum wage of ₡258,376.22 monthly, your actual total cost is approximately ₡356,559.00 when all obligations are included. A higher salary of ₡400,000 colones monthly actually costs you about ₡552,000 colones total.

Compensation Strategy:

Pay slightly above market rates to attract better candidates. This seems counterintuitive, but quality staff cost LESS long-term than cheap staff. Here's why:

• Lower turnover means less recruitment and training cost

• Better performance protects your property value

• Fewer mistakes mean less damage and fewer problems

• Higher reliability reduces your stress and time investment

Factor in annual raises for both inflation (Costa Rica typically runs 3-5% annually) and performance improvements. If you don't adjust for inflation, you're effectively cutting their pay each year, which encourages job hunting.

Where to Find Qualified Household Staff

Effective Recruitment Channels in Costa Rica

Not all recruitment sources are created equal. Here are the best channels ranked by candidate quality:

1. Personal Referrals from Trusted Expats (Highest Quality)

This is your best source by far. Referral networks produce the highest quality candidates because someone has already vetted the person's actual work performance, not just their interview skills.

Where to seek referrals:

• Neighbors with well-maintained homes and happy household teams

• Expat community groups and forums in your area

• Local expat networking events and social gatherings

• Property management companies that work with quality staff

  
  

Why this works: People protect their reputations. They won't recommend someone who might embarrass them with poor performance or problems.

2. Professional Household Staffing Agencies

These agencies specialize in placing domestic workers and typically:

• Pre-vet all candidates with verified references

• Complete background checks when possible

• Provide replacement guarantees if placement doesn't work out

• Charge higher placement fees ($500-1,500) but reduce your risk dramatically

Best for: Expats with limited Spanish, those who've had bad hiring experiences, or anyone who values professional vetting and wants guarantees.

3. Local Community Recommendations

Tap into established local networks:

• Church communities (particularly useful if you can ask bilingual members)

• Reputable local businesses where staff interact

• Community centers in residential areas

• Word-of-mouth within your neighborhood from long-term residents

  
  

4. Online Platforms (Use Cautiously)

Online sources require much more careful vetting:

• Facebook expat groups (expect to do heavy screening yourself)

• Computrabajo.com (major Costa Rican job site with broader reach)

• LinkedIn (best for higher-level positions like estate managers)

• Local classified sites

  
  

5. Walk-In Applications (Mixed Results)

You can find hidden gems among people who approach directly, but this requires an excellent screening process and significant time investment to filter properly.

What to Avoid:

❌ Hiring friends' former staff without understanding exactly why they left (Were they fired? Did they quit? Why?)

❌ Craigslist or unmoderated platforms with minimal accountability

❌ Candidates who approach you randomly without context

❌ "My cousin needs work" recommendations from current staff (massive conflict of interest potential)

Creating an Effective Job Posting

Whether posting online or circulating through networks, include these essential elements:

Clear job title in English AND Spanish "Housekeeper / Empleada Doméstica" "Gardener / Jardinero" "Estate Manager / Administrador de Propiedad"

Specific location Don't just say "Guanacaste"—specify "Playa Flamingo" or "Tamarindo area" so candidates understand the commute

Detailed responsibilities List 5-8 specific daily/weekly duties so candidates know exactly what the job entails

Required qualifications "Minimum 3 years experience in luxury homes" "Fluent Spanish, intermediate English required" "Experience with pool maintenance and tropical landscaping"

Schedule and hours "Monday-Friday, 7am-3pm" "Flexible weekend availability required twice per month"

Salary range Transparency attracts serious candidates. Vague postings get vague applicants. "400,000-450,000 colones monthly depending on experience"

How to apply "Send CV via WhatsApp to [number]" "Email resume to [address]" "Apply in person Monday-Wednesday 9am-11am at [location]"

Application deadline Creates urgency and helps you batch process applications

Red flags that scare away good candidates:

❌ Vague descriptions: "General help needed"

❌ Unrealistic combined roles: "Housekeeper/cook/nanny/gardener" (unless paying for multiple positions)

❌ No salary information (looks unprofessional or potentially exploitative)

❌ Excessive requirements for entry-level pay: "10 years experience, bilingual, all skills" for minimum wage

❌ Poor Spanish translation showing lack of professionalism or respect

The Screening Process: Before In-Person Interviews

Initial Phone Screening Questions

Your goal: Eliminate obviously wrong candidates before wasting your time with in-person meetings. Thorough screening saves interview time by filtering out poor fits early.

Essential screening questions:

Availability and Logistics

• "What is your current employment situation?" (Still employed? How soon available?)

• "When could you start if selected?" (Tests realistic expectations)

• "Do you have reliable transportation to [specific location]?" (Critical in Costa Rica's varying infrastructure)

• "Are you available [required schedule including weekends/holidays]?" (Eliminate schedule conflicts immediately)

Experience Verification

• "How many years have you worked as a [position]?" (Match against resume)

• "What types of homes have you worked in?" (Apartment vs. large estate vs. luxury home)

• "What were your specific daily responsibilities?" (Details reveal actual experience)

• "How long did you stay in your last position?" (Job hopping is a major red flag)

  
  

Skills Assessment

• "What cleaning products and equipment are you experienced with?" (Specific knowledge vs. vague answers)

• "Do you have experience with [pool care/gourmet cooking/tropical gardening]?" (Job-specific requirements)

• "Are you comfortable working independently or do you prefer supervision?" (Match to your management style)

Skills Assessment

• "What cleaning products and equipment are you experienced with?" (Specific knowledge vs. vague answers)

• "Do you have experience with [pool care/gourmet cooking/tropical gardening]?" (Job-specific requirements)

• "Are you comfortable working independently or do you prefer supervision?" (Match to your management style)

Language and Communication

• "What is your English level?" Then have them answer one question in English to verify

• "Are you comfortable taking written instructions?"

• "How do you typically communicate when you have questions?" (Communication style compatibility)

Legal Compliance

• "Do you have a valid cédula?" (Costa Rican ID—legal requirement)

• "Have you been registered with CCSS in previous positions?" (Indicates they expect legal employment)

• "Are you legally authorized to work in Costa Rica?" (Essential for foreign nationals)

Red flags during phone screening:

❌ Cannot explain previous responsibilities clearly or specifically

❌ Vague about why they left last position ("Problems with employer" without specifics)

❌ Unrealistic salary expectations far above market rate

❌ Cannot commit to required schedule but still wants interview

❌ Poor communication even in their native Spanish

❌ Seems desperate or overly eager (Why? What happened?)

❌ References don't match job history or can't provide contact information

Application Requirements Before Interview

Before scheduling in-person interviews, request these documents:

Required materials:

• Current CV/resume (format shows professionalism level)

• Copy of cédula (ID) (verifies legal identity)

• Cartas de recomendación (reference letters—standard in CR)

• Proof of address (utility bill or similar)

• CCSS history if experienced (shows legal employment history)

  
  

Why this matters:

This step tests follow-through and organizational ability. Candidates who cannot provide basic documentation will struggle with job requirements. It also verifies legal work status before you invest interview time.

The documents provide verification materials and show professionalism level. How someone presents their application materials predicts how they'll approach job responsibilities.

The In-Person Interview: Questions That Reveal Truth

Setting Up Effective Interviews

Logistics matter:

Location: Your home. They need to see the property, understand the commute, and get a sense of the work environment.

Time: Allow 45-60 minutes minimum. Rushing creates poor decisions.

Structure: Have a translator present if your Spanish is limited. Misunderstandings during interviews multiply in actual employment.

Materials: Bring printed job description, sample task lists, and have a consistent note-taking system to compare candidates fairly.

Create a comfortable environment:

Offer water and be welcoming. Nervous candidates can't show their true abilities. Explain the interview process upfront so they know what to expect. Allow them to ask questions too—great candidates want to vet YOU as well.

Most importantly, show respect. How you treat them during the interview predicts your working relationship. If you're dismissive or rude during the interview, excellent candidates will decline your offer.

Opening Questions: Building Rapport

Start with easy questions to help them relax:

• "Tell me about yourself and your family"

• "How long have you lived in [area]?"

• "What do you enjoy most about household work?"

• "What brought you to apply for this position?"

  
  

What you're really assessing:

Communication style and clarity—Can they express themselves effectively? Do they provide appropriate detail or are answers too vague or excessively long?

Personality fit with your household—Will they mesh with your family's communication style and values?

Genuine interest vs. just needs any job—Do they light up talking about the work or just seem focused on the paycheck?

Cultural values alignment—Do their expressed values match your household's approach?

Experience and Skills Deep Dive

For Housekeepers:

Walk me through your typical cleaning day at your last position.

Listen for: Systematic approach (top to bottom, one room at a time vs. scattered), attention to detail mentioned, time management, specific techniques

What cleaning products do you prefer for marble/wood/glass and why?

Tests: Actual product knowledge vs. guessing. Do they understand that different surfaces require different products? This protects your expensive finishes.

Tell me about a time something broke while you were cleaning. What did you do?

Reveals: Honesty (do they admit mistakes?), problem-solving ability, accountability, communication with employer

How do you prioritize when you have more tasks than time?

Shows: Judgment, efficiency, communication (will they ask for guidance or make assumptions?)

What areas do homeowners often forget need regular cleaning?

Tests: Thoroughness and experience. Good candidates mention baseboards, ceiling fans, behind appliances, grout, window tracks, etc.

Behavioral Questions That Predict Performance

These are the most valuable questions in your entire interview. They reveal how candidates actually behave, not what they claim they would do. Behavioral questions predict future performance better than any other interview technique.

Tell me about a time you disagreed with your employer's instructions. What did you do?

Reveals: Communication style, respect for authority, problem-solving approach, cultural fit

Great answer: "My employer wanted me to use bleach on wood floors, but I knew it would damage them. I respectfully explained the issue and showed her the manufacturer's instructions. We found a better product together."

Red flag answer: Vague response, speaks disrespectfully about former employer, or says they've never disagreed (dishonest or too passive)

Describe a situation where you made a mistake at work. How did you handle it?

Shows: Honesty, accountability, learning ability, maturity

Great answer: Admits specific mistake, explains what they learned, describes how they prevent that error now

Red flag answer: Can't think of any mistakes (dishonest or lacks self-awareness), blames others, minimizes serious errors

Give me an example of going above and beyond in a previous role.

Tests: Initiative, work ethic, pride in work, what they consider "extra"

Great answer: Specific example of noticing a need and addressing it without being asked, solving a problem creatively, making employer's life easier

Red flag answer: Can't provide any examples, describes basic job duties as "above and beyond

Tell me about the most difficult employer you worked for and how you managed that relationship.

Reveals: Flexibility, professionalism, communication skills, potential red flags about their expectations

Great answer: Acknowledges challenges while speaking respectfully, describes what they learned, focuses on adapting their communication

Red flag answer: Speaks extremely negatively, blames everything on employer, describes clearly inappropriate behavior as "difficult

How do you handle working in a home when the owners are away for months?

Tests: Self-direction, trustworthiness, motivation, initiative

Great answer: Describes maintaining standards, proactive communication with photos/updates, addressing small problems before they become big

Red flag answer: Uncomfortable with this scenario, too eager (why?), vague about how they stay motivated

Situational Questions for Your Specific Needs

Customize these based on your household's unique circumstances:

If you noticed water leaking from the ceiling, what would you do?

Tests: Emergency judgment (turn off water? move furniture?), initiative, communication urgency

The owners are arriving in 3 hours but you're genuinely sick with fever. What do you do?

Reveals: Reliability balance, problem-solving (do they try to find coverage?), professionalism, communication

You accidentally break an expensive vase while cleaning. What's your next action?

Shows: Honesty vs. tendency to hide problems, how they handle accountability, communication approach

Another staff member isn't doing their job properly, creating more work for you. How do you handle it?

Tests: Interpersonal skills, professionalism, boundaries, understanding of hierarchy

Questions About Work Preferences and Expectations

What type of household do you work best in—structured with detailed checklists or flexible with general guidance?

Match their preference to your management style

Do you prefer detailed daily instructions or general weekly goals?

Reveals need for supervision level

How do you feel about wearing a uniform?

Some candidates have strong preferences; better to know upfront

What are your long-term career goals?

Are they building a career or just need any job temporarily?

What would make this the ideal job for you?

Reveals what they truly value—stability, growth opportunities, respect, etc.

Red Flags: Warning Signs to Watch For

During the Interview

Communication Red Flags:

❌ Cannot explain previous responsibilities clearly or specifically

❌ Speaks negatively about ALL former employers (pattern of blame)

❌ Interrupts frequently or doesn't listen to questions

❌ Gives vague, evasive answers when asked for specifics

❌ Body language shows discomfort with basic questions (what are they hiding?)

Experience Red Flags:

❌ Many short-term positions creating a job-hopping pattern

❌ Large unexplained employment gaps without reasonable explanation

❌ Cannot provide specific examples when asked behavioral questions

❌ Claimed skills don't match demonstrated knowledge level

❌ Inconsistencies between resume and interview answers (which is true?)

Attitude Red Flags:

❌ Seems only interested in salary, not the work itself or quality

❌ Makes excuses for all past problems rather than showing accountability

❌ Doesn't ask ANY questions about the position (shows lack of genuine interest)

❌ Shows entitlement rather than understanding they need to earn trust

❌ Speaks disrespectfully about previous employers or their families

Logistics Red Flags:

❌ Mentions unreliable transportation but job requires consistent attendance

❌ Complex childcare issues that will cause frequent absences

❌ Cannot commit to required schedule but still wants the job

❌ Wants to bring family members to workplace

❌ Requests immediate salary advances before even starting

Reference Check Red Flags

From Former Employers:

❌ Cannot reach ANY references provided (fake references?)

❌ References confirm employment but with obvious reluctance

❌ "She was okay" instead of enthusiastic recommendation

❌ "I wouldn't hire her again" or hesitation on this question

❌ References don't match claimed duties or dates

Documentation Red Flags

❌ No cédula or expired documents (can't legally employ them)

❌ Cannot or won't provide CCSS history

❌ Reference letters look forged, generic, or suspiciously perfect

❌ Resume has obvious lies discovered during interview

❌ Won't provide previous employer contact information

Trust your instincts: If something feels off, it probably is. Excellent candidates exist—don't settle for someone with multiple red flags just because you're tired of searching.

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The Hidden Cost of Miscommunication and Low Standards

Why "She Seems Nice" Isn't Enough

Here's the most common complaint from expat homeowners: "My housekeeper is sweet, shows up on time, and seems to work hard. But the house isn't actually clean."

The brutal reality:

Language barriers prevent clear instruction about quality standards. Cultural differences mean you may have completely different definitions of "clean." You have no shared understanding of quality expectations. You're frustrated, your staff is confused, and your property deteriorates slowly while everyone means well.

What this actually costs you:

1. Property Damage from Improper Cleaning

Wrong products damaging expensive surfaces: $5,000-20,000 in repairs

• Bleach on marble etches permanently

• Harsh chemicals strip wood finishes

• Wrong tile cleaners damage grout and seals

  
  

Water damage from poor bathroom cleaning: $3,000-15,000

• Improper shower cleaning allows water behind tiles

• Grout damage leads to structural water intrusion

• Mold remediation becomes necessary

  
  

Mold growth from missed moisture areas: $2,000-10,000 remediation

• Costa Rica's humidity makes this especially dangerous

• Health hazards develop quickly

• Professional mold removal is expensive

  
  

Appliance failures from lack of proper maintenance: $1,000-5,000

• Refrigerator coils never cleaned cause breakdowns

• Washing machine filters ignored lead to failures

• Dishwasher maintenance neglected shortens lifespan

  
  

2. Health and Safety Hazards

Rodent infestations from improper kitchen cleaning: $500-2,000 extermination plus health risks

• Food particles behind appliances attract mice and rats

• Crumbs in corners create pest highways

• Unsealed food containers invite problems

  
  

Insect problems from poor sanitation: Ongoing costs plus danger

• Scorpions hide in improperly cleaned dark corners

• Spiders nest in neglected areas

• Army ants invade at the first opportunity

• Cockroaches thrive in humid, imperfectly cleaned kitchens

  
  

Mold and mildew causing respiratory issues: Priceless health impact

• Children especially vulnerable

• Chronic exposure causes serious illness

• Elderly at high risk

  
  

Bacteria buildup in kitchens and bathrooms: Serious illness risk

• Costa Rica's heat accelerates bacterial growth

• Salmonella and E. coli thrive in tropical climates

• Proper cleaning requires specific techniques

  
  

Dengue-carrying mosquitoes breeding in standing water areas

• Costa Rica has active dengue transmission

• Any missed standing water becomes breeding ground

• Serious illness requiring hospitalization

  
  

3. Emotional and Mental Toll

Constant stress checking if cleaning was done properly. Anxiety when you're away from your Costa Rica property knowing standards aren't being met. Frustration from repeated failed communication about basic expectations. Resentment building toward well-meaning but undertrained staff. Damaged relationship with an employee who's trying but doesn't understand what you need.

Communication breakdowns create expensive property damage—and they're entirely preventable with proper systems.

The Costa Rica-Specific Cleaning Challenges

Why Costa Rica Makes This Worse:

Humidity and Mold:

Closets need specific mold prevention cleaning protocols—not just dusting. Bathrooms require DAILY attention, not weekly, because humidity causes mold growth overnight. Grout lines harbor dangerous mold if not properly scrubbed with appropriate products. Mattresses and upholstery need specialized care in tropical humidity. Dehumidifiers must be emptied daily and maintained properly.

Tropical Pests:

Kitchen cleanliness standards must be HIGHER than in temperate climates. One crumb can attract army ants within hours—they travel in formations of thousands. Scorpions hide in improperly cleaned corners and behind furniture. Termites are attracted to moisture and food particles. Mosquito breeding requires vigilant water management—any standing water for more than a few days creates a problem.

Salt Air and Coastal Properties:

Metal fixtures corrode rapidly without proper cleaning and protective treatments. Windows and screens need specific cleaning frequency to prevent salt buildup. Outdoor furniture requires specialized care or it deteriorates in months. Pool areas demand daily attention because algae grows incredibly fast in warm, sunny conditions.

The Quality Standards Gap

What expats expect (North American/European standards):

Baseboards wiped monthly, not when visibly dirty. Behind appliances cleaned quarterly as preventative maintenance. Ceiling fans and light fixtures included in regular rotation. Grout scrubbed with proper tools and products, not just rinsed. Organizational systems maintained consistently. Deep cleaning vs. surface cleaning clearly understood and scheduled.

What untrained Costa Rican staff may think is sufficient:

Visible surfaces cleaned and looking tidy. Floors mopped regularly. Bathrooms wiped down. General appearance of cleanliness. Traditional Tico home standards, which are perfectly appropriate for local homes but different from luxury property needs.

This isn't about one approach being "better"—it's about different standards for different property types, climates, and purposes. A traditional Costa Rican home doesn't need the same maintenance intensity as a luxury expat property with expensive imported finishes in a challenging tropical climate.

Real Examples of Dangerous Consequences

Case Study 1: The Scorpion Incident

The housekeeper was lovely, reliable, and the house looked clean. But she didn't understand the need to clean UNDER furniture and in dark corners—areas that don't look dirty to casual observation.

A family of four scorpions nested under the master bed. The owner's eight-year-old daughter was stung while retrieving a dropped toy. Emergency room visit, $2,000 in medical bills, trauma for the child, and the terrifying knowledge that the "clean" house had dangerous pests hiding in plain sight.

Case Study 2: The Mold Disaster

The housekeeper cleaned closets monthly by wiping visible surfaces with a damp cloth. She didn't understand humidity management, proper ventilation, or mold prevention in Costa Rica's climate.

Six months later: $8,000 in designer clothing destroyed by mold. Walls inside closets requiring professional remediation at $12,000. Respiratory issues for the homeowner requiring medical treatment. The housekeeper was devastated—she'd been trying hard and had no idea she was doing it wrong.

Case Study 3: The Rodent Invasion

Kitchen appeared spotlessly clean to casual inspection. Counters gleamed, floors were mopped, dishes always done.

But crumbs behind appliances were never addressed. Food containers weren't sealed properly. Gaps under cabinets went unnoticed. Rats moved into the walls, caused electrical damage requiring $3,500 in repairs, necessitated professional fumigation at $1,200, and destroyed $800 in food stores.

The housekeeper was "cleaning" daily. But without proper training on what tropical pest prevention actually requires, her good intentions meant nothing.

How to Bridge the Standards Gap

Visual Training Systems:

Photo documentation of "correct" vs. "incorrect" for each room and task. Before/after examples showing the difference between surface cleaning and deep cleaning. Detailed checklists with pictures showing exactly what "clean" means for each area. Video demonstrations of proper techniques for complex tasks.

Hands-On Training:

Work alongside staff initially—don't just tell them, show them. Demonstrate proper cleaning methods for each surface type. Show correct product usage and explain why (preserves finishes, prevents damage, ensures safety). Explain WHY each step matters: health protection, safety, property value preservation.

Quality Inspection Systems:

Weekly spot-checks with specific, constructive feedback. Monthly deep inspections with detailed notes. Photo documentation of issues to show patterns. Recognition and praise for excellent performance (positive reinforcement works).

Communication Tools:

Bilingual cleaning checklists for every room. Spanish instructions for all cleaning products. Visual guides for each room posted as reminders. WhatsApp groups for photo updates and questions when you're away.

Proper training systems prevent health hazards and property damage—and they pay for themselves many times over.

When Language Barriers Are Too Great

Signs you need a bilingual intermediary:

Repeated miscommunication causing actual problems, not just minor confusion. Safety issues arising from misunderstood instructions. Staff seems willing and trying hard but constantly confused. You're increasingly frustrated trying to explain in limited Spanish. Property condition visibly declining despite staff effort.

Solutions:

Hire a bilingual household manager to bridge the communication gap and ensure quality. Contract professional training services for your existing staff. Use a professional cleaning company with English-speaking supervision. Invest in comprehensive bilingual systems and training materials upfront.

The ROI of Professional Household Management:

Prevents $10,000+ in property damage from miscommunication and improper techniques. Eliminates health and safety hazards before they cause illness or injury. Creates consistent quality standards protecting your property value. Reduces your stress dramatically while protecting the staff relationship from frustration and resentment. Provides peace of mind that your investment is truly protected.

Reference Checking: The Step Most Expats Skip

Why References Matter More in Costa Rica

The reality:

You cannot run comprehensive background checks like in the United States. Criminal record checks are limited and difficult to obtain. Job history verification is nearly impossible without Spanish fluency. There's a cultural tendency toward positive recommendations even when perhaps undeserved (politeness values).

What thorough reference checking prevents:

Hiring someone fired for theft or dishonesty. Discovering performance issues months after you've invested training time. Legal problems from negligent hiring if something goes seriously wrong. Wasting months training the wrong candidate instead of finding the right one.

Reference checks prevent expensive hiring mistakes—they're worth the time investment.

How to Actually Check References Effectively

Get this information from candidates:

Minimum 3 previous employers, ideally including expat homeowners who can communicate in English if you're not fluent in Spanish. Direct phone numbers, not just written reference letters. Explicit permission to contact (shows professionalism and confidence). Best times to call each reference and their preferred language for communication.

Questions to ask previous employers:

Can you confirm [name] worked for you from [dates] as [position]?

Verifies basic accuracy. Discrepancies here are serious red flags.

What were their specific daily responsibilities?

Should closely match what the candidate claimed. Major differences indicate dishonesty.

How would you rate their work quality on a scale of 1-10?

Anything below 8 is a concern worth exploring. Listen for hesitation.

Were they reliable about showing up on time and keeping their schedule?

Critical predictor of future behavior. Past reliability predicts future reliability.

How did they handle constructive feedback or correction?

Reveals coachability and emotional maturity—essential for long-term success.

Why did they leave your employment?

The truth often differs significantly from the candidate's version. Compare carefully.

Would you hire them again if you had the opportunity?

THE most important question. Yes/no answer tells you everything. Hesitation speaks volumes.

Is there anything else I should know before making my decision?

Open-ended question can reveal crucial information they wouldn't mention in response to specific questions.

Listen for what's NOT said:

Long hesitation before answering basic questions. Conspicuous lack of enthusiasm when describing their work. Vague, general responses ("She was fine, I guess"). Emphasis on personality ("She's very nice!") without mentioning work quality. Qualified praise ("She was good at showing up on time" but nothing about performance).

Reference Letters vs. Phone Calls

Cartas de Recomendación (standard in Costa Rica):

Required by custom and candidates will have them. Often generic and exaggerated due to cultural politeness norms. May be outdated from positions years ago. Useful as a starting point only, never sufficient alone.

Phone Reference Checks:

Far more revealing than written letters. Tone, enthusiasm, and hesitation matter enormously. You can ask follow-up questions and probe deeper. Verifies that the letter is authentic and current.

Best practice: Require both letters AND make phone calls. Letters show the candidate knows proper professional protocol. Calls reveal the truth behind the polite written recommendations.

When References Don't Check Out

Action steps:

Confront the candidate diplomatically with discrepancies. Ask for their explanation before automatic rejection—there may be legitimate reasons. Consider cultural factors (Tico references may be more reserved than substance warrants). Trust serious red flags absolutely (theft, violence, abandonment, dishonesty, safety violations).

If references consistently paint a different picture than the candidate presented, trust the references. People rarely lie to make someone look worse—they're far more likely to be overly generous.

The Practical Skills Test

Why Testing Matters

People can interview brilliantly but perform poorly. Testing reveals actual capabilities, not just claimed experience.

Testing reveals:

Actual skill level vs. what they claim. Quality standards they naturally maintain. Speed and efficiency in real tasks. Attention to detail when working independently. How they handle feedback and correction.

Designing Effective Skills Tests

For Housekeepers:

Task: Clean one bathroom completely (allow 30 minutes)

• Provides all necessary supplies

• Bathrooms show real cleaning needs

• Observe without hovering

  
  

Task: Fold and organize a basket of mixed linens

• Tests organizational thinking

• Shows attention to detail

• Reveals efficiency

  
  

Task: Clean kitchen after staged "meal prep" mess

• Tests systematic approach

• Shows product knowledge

• Reveals thoroughness

  
  

Task: Identify proper products for different surfaces

• Bring them to marble, wood, glass, stainless steel

• Ask what they would use for each

• Tests knowledge that protects your investment

  
  

What to observe:

Systematic approach (top to bottom, left to right) vs. random cleaning. Product knowledge and proper usage protecting surfaces. Attention to corners, edges, grout lines, details. Proper tool handling and organization. Realistic time management and efficiency.

Conducting the Test Professionally

Set up for success:

Explain clearly what you're looking for and why. Provide all necessary supplies and tools. Give reasonable time limits without pressure. Stay nearby for questions but don't hover. Take detailed notes on specific observations.

Skills tests reveal actual capabilities far better than interview questions alone.

After the test:

Ask them to walk you through what they did and why. Provide some feedback (tests their coachability and receptiveness). Discuss any shortcuts or mistakes you observed. Gauge their response to constructive input.

Candidates who get defensive or make excuses will be difficult employees. Those who listen, learn, and adjust will continuously improve.

The Trial Period: Reducing Risk

Structuring Legal Trial Periods in Costa Rica

Costa Rican law allows:

Up to 3-month trial period for most domestic positions. During this time, either party can terminate without cause or severance. Must be specified clearly in the written employment contract. After 30 days, standard severance rules apply immediately.

Important: While the legal trial period is up to 3 months, we strongly recommend planning for a full month of intensive training and evaluation. This gives you adequate time to properly train the employee on your specific standards, observe their performance across various tasks, and make an informed decision about long-term fit.

Critical legal requirements:

Trial period must be explicitly stated in writing in the contract. CCSS registration is still required when the payroll becomes available (starting the 26th of each month). All labor law obligations still apply during trial period. You cannot extend the trial period beyond 3 months legally.

What to Evaluate During Trial Period 1 month scenario)

Week 1: Basic Competence

Shows up consistently on time (or communicates proactively if delayed). Follows basic instructions accurately without excessive questions. Demonstrates claimed skills at acceptable level. Communicates appropriately and professionally. Integrates into household routine without friction.

Week 2: Quality and Consistency

Maintains quality standards without constant supervision. Takes initiative on obvious tasks without being told. Asks appropriate questions rather than guessing. Shows genuine attention to detail. Handles feedback constructively without defensiveness.

Week 3: Independence and Judgment

Works effectively without constant oversight. Makes good decisions independently within their role. Identifies problems proactively before they escalate. Communicates issues appropriately (timing and method). Shows genuine care for quality, not just getting through tasks.

Week 4: Long-Term Potential

Reliability remains consistent (doesn't decline after initial impression period). Quality doesn't slip as novelty wears off. Shows pride in their work and your property. Fits naturally with your household culture and communication style. You feel genuinely confident moving forward permanently.

Providing Clear Feedback Throughout

Weekly check-ins:

Schedule brief 15-minute conversations every Friday. Give specific praise for good performance you observed. Provide clear, kind correction of any issues immediately. Answer their questions and address concerns. Gauge their engagement level and job satisfaction.

Documentation during trial period:

Note attendance and punctuality daily. Record specific performance observations (both positive and negative). Save photographic evidence of particularly good or poor work. Document all conversations about performance or expectations. Protect yourself legally if termination becomes necessary.

This documentation is crucial. If you need to terminate during the trial period and the employee disputes it, your contemporaneous notes provide protection.

Making the Keep/Release Decision

Keep the employee if:

✓ Consistent excellent or steadily improving performance

✓ Cultural fit feels natural and easy

✓ You feel comfortable and trust them increasingly

✓ They show genuine care for quality

✓ Communication flows smoothly

✓ Your property is visibly better maintained

✓ You're relieved when they arrive each day

Release the employee if:

✗ Quality is inconsistent or declining

✗ Reliability issues (tardiness, absences, excuses)

✗ Cannot follow instructions accurately despite clear communication

✗ Poor attitude or resistance to feedback

✗ Your gut consistently says something is wrong

✗ You feel relief when they leave each day

✗ You're already dreading the long-term relationship

How to terminate during trial period:

Do it professionally and respectfully—it's still someone's livelihood. Provide final payment immediately (through last day worked). Keep the conversation brief and factual. No need for extensive explanation or debate. Document everything in writing for your records.

Trial periods protect employer investment in finding the right long-term staff member. Use this protection wisely.

Onboarding: Setting Up for Long-Term Success

Proper Documentation from Day One

Essential paperwork:

• Written employment contract in Spanish (bilingual version preferred - download our free template).

• Job description with specific duties signed by both parties.

• CCSS registration completed when the payroll opens (26th of each month).

• INS workplace insurance policy active.

• Emergency contact information for the employee.

• Copy of employee's cédula on file.

• Signed confidentiality agreement if applicable to your situation.

• Missing any of these creates legal liability and operational problems later.

The First Week: Training and Integration

Orientation checklist:

• Complete tour of entire property with specific instructions for each area.

• Demonstrate proper use of all equipment and tools.

• Show supply locations and your organizational system.

• Explain household routines and daily/weekly schedules.

• Introduce all family members, guests, and pets with relevant information.

• Clarify communication preferences (WhatsApp, in-person, written notes, etc.).

• Review emergency procedures (what to do for various situations).

Set crystal-clear expectations:

• Provide written daily/weekly task lists in Spanish.

• Show quality standards with specific examples (photos help).

• Explain time management expectations realistically.

• Establish how they should handle problems or questions.

• Review property access and security protocols thoroughly.

• Clarify confidentiality and privacy boundaries clearly.

Creating Communication Systems

For smooth operations:

• Establish preferred communication method (WhatsApp is standard in Costa Rica).

• Set regular daily/weekly check-in schedule.

• Create system for reporting problems or concerns.

• Determine method for requesting time off.

• Establish emergency contact protocol.

Language considerations:

• Use simple, clear Spanish if you're not fluent. Provide visual instructions when possible (photos, diagrams).

• Always confirm understanding (have them repeat back key points).

• Be patient with language barriers on both sides.

• Consider investing time learning basic household Spanish commands.

Building Long-Term Relationships

What makes quality staff stay:

• Respect and appreciation shown consistently, not just occasionally.

• Fair compensation paid reliably on agreed schedule.

• Clear, consistent expectations without constant changes.

• Reasonable workload that doesn't lead to burnout.

• Professional boundaries maintained by both parties.

• Opportunities to grow, learn, and improve.

• Recognition of excellent performance regularly.

Annual practices that retain quality staff:

• Formal performance reviews with merit-based raises.

• Aguinaldo paid on time and calculated correctly.

• Vacation scheduled in advance with respect for their plans.

• Small bonuses for exceptional work or special efforts.

• Referral bonuses if they recommend other excellent staff.

• Training opportunities when possible.

• Treating them as valued professionals, not servants.

Proper onboarding creates long-term retention—and retention saves you thousands in recruitment costs.

Special Considerations for Expats

The Language Barrier Challenge

The reality: Most domestic workers in Costa Rica speak only Spanish. English-speaking household staff are rare and command premium salaries. If you're hiring for standard domestic positions like housekeeping, cooking, or gardening, expect to work with Spanish-only candidates.

When your Spanish is limited:

• Hire bilingual staff for management positions if possible (pay premium worth it).

• Use translation apps like Google Translate or DeepL for complex instructions.

• Create visual guides with photos for routine tasks.

• Learn basic household Spanish commands and cleaning vocabulary.

• Have a bilingual friend or professional help with initial training and systems setup.

• Accept that you'll need to either invest time learning Spanish or resign yourself to hand signals, gestures, and occasional misunderstandings.

Don't assume comprehension:

• Always confirm understanding by having them repeat key points. Have them demonstrate tasks, not just nod in agreement.

• Provide written backup (in Spanish) for important verbal instructions.

• Be patient with miscommunications and approach them as learning opportunities.

Cultural Differences That Matter

Understanding Tico work culture:

• Relationship-based culture where personal connection matters enormously.

• Indirect communication style requiring reading between the lines.

• Family obligations are sacred and take precedence over work.

• Respect for hierarchy but with warmth, not cold formality.

• Face-saving is important—correct privately, praise publicly.

Common expat mistakes:

• Too direct/blunt communication style that seems rude in Costa Rican culture.

• Unrealistic expectations for urgency that don't match cultural pace.

• Not understanding that "family emergency" is legitimate and frequent.

• Ignoring relationship-building in favor of pure transactional interaction.

• Treating staff as pure labor rather than human beings deserving dignity.

When to Hire Professional Help

Consider using a household staffing agency if:

• Your Spanish is very limited or non-existent.

• You don't understand Costa Rican labor law thoroughly.

• You've had bad hiring experiences and can't afford another.

• You need staff quickly without time for extensive search.

• You want pre-vetted candidates with guaranteed quality.

• You value the replacement service if placement doesn't work out.

Or hire a household manager who:

• Handles all recruitment, interviewing, and vetting processes.

• Manages staff performance and training ongoing.

• Ensures complete legal compliance protecting you.

• Provides buffer for difficult conversations when needed.

• Brings professional systems preventing problems.

• Supervises quality daily when you're away.

• Acts as translator and cultural bridge.

Legal Compliance Essentials

Required Documentation

You must have:

1. Written employment contract complying with Costa Rican standards (download our free template).

2. CCSS registration completed when the payroll system opens (26th of each month through the 4th business day of the following month).

3. INS workplace insurance coverage maintained. Accurate records of all hours worked. Vacation accrual tracking system.

4. Aguinaldo calculation and payment records.

5. Understanding of severance calculation formulas.

Minimum Legal Obligations

What the law requires:

Minimum wage by job category (updated annually by government). 8-hour maximum workday / 48-hour maximum workweek. Overtime pay at 1.5x regular rate for hours over 8 per day. One full paid day off weekly (must include two Sundays monthly). Two weeks paid vacation after 50 weeks worked. Aguinaldo (13th month bonus) paid by December 20th. Preaviso (notice period) or payment in lieu when terminating. Severance payment calculated by formula based on tenure.

Consequences of Non-Compliance

What happens when you don't follow the law:

Employee can file complaint with Ministerio de Trabajo (Ministry of Labor). Ministry will investigate with presumption favoring employee. You must provide proof of compliance—burden is on you. Back payments for ALL unpaid obligations (can be massive). Substantial fines and penalties on top of back payments. Legal fees for defense (attorneys in Costa Rica are expensive). Reputation damage in tight-knit expat community.

Real cost example:

Seems "cheaper" to pay $500/month cash without CCSS than $650 legally?

If caught or if employee files complaint after 2 years:

• Back CCSS payments (26% of salary): ~$4,000

• Fines for non-registration: $2,000+

• Severance when relationship ends: $2,500+

• Legal fees to defend complaint: $3,000-5,000

• Aguinaldo and vacation back pay: $1,500+

• Total: $13,000+ vs. paying an extra $150/month legally ($3,600 over 2 years)

The "savings" cost you 3-4x more when caught.

Legal compliance prevents expensive lawsuits and protects your peace of mind.

When You Need Legal Advice

Consult a Costa Rican labor attorney when:

• Drafting employment contracts initially.

• Terminating staff outside the trial period.

• Employee files any complaint or threatens legal action.

• Calculating complex severance in unusual situations.

• Handling serious issues (workplace injuries, harassment allegations, etc.).

• Facing government investigation or audit.

Don't rely on:

• "What my neighbor does" (might be completely illegal).

• Facebook group advice (often confidently wrong).

• Google translations of contracts (miss critical legal nuances).

• Assumptions based on your home country's laws (Costa Rica is different).

• Labor law violations in Costa Rica can be financially devastating.

• The small investment in proper legal guidance prevents massive costs later.

Conclusion: Your Action Plan

The Cost of Getting This Wrong

Bad hires cost you:

1. Stolen or damaged property (irreplaceable sentimental items, expensive repairs).

2. Poor work quality damaging your home's condition and value.

3. Constant emotional stress and worry when you should be enjoying Costa Rica.

4. Endless time recruiting and training replacements.

5. Legal fees and severance if termination goes wrong.

6. Years of frustration instead of years of peace.

The Investment in Doing It Right

Upfront investment:

• Time creating proper systems and processes: 10-20 hours.

• Possible professional agency fees: $500-1,500.

• Legal consultation for contracts: $200-500.

• Skills testing and trial period evaluation: 30 days of focused attention.

Return on investment:

• Excellent staff who stay 3-5+ years (or longer).

• Consistent quality maintaining and protecting property value.

• Genuine peace of mind when you're away from Costa Rica.

• Professional household operations you can be proud of.

• Strong referrals available for future hiring needs.

• The math is simple: Investing time and money in proper hiring once saves you tens of thousands in problems, turnover, damage, and legal issues over the following years.

Your Step-by-Step Action Plan

Before you start:

1. Study Costa Rican labor law basics thoroughly

2. Create detailed, specific job description

3. Calculate true employment cost (salary + 38%)

4. Decide on recruitment method (referrals, agency, online)

5. Prepare comprehensive interview questions

During recruitment:

6. Post job or activate referral network

7. Conduct thorough phone screenings

8. Schedule and perform in-person interviews

9. Administer practical skills tests

10. Check all references thoroughly by phone

After selection:

11. Complete all legal documentation properly (use our free bilingual contract template)

12. Register with CCSS/INS when payroll opens (26th of month)

13. Conduct comprehensive onboarding with written and visual guides

14. Monitor trial period closely with weekly check-ins

15. Provide regular, specific feedback in clear Spanish (or through translator)

When to Get Professional Help

Consider hiring a professional household manager if:

• You're overwhelmed by this detailed process.

• Your Spanish is very limited or non-existent.

• You've had multiple bad hiring experiences already.

• You want systems preventing problems proactively.

• Your time is genuinely better spent elsewhere.

• You need ongoing staff supervision and quality control.

A professional household manager provides:

• Complete recruitment and thorough vetting.

• Guaranteed legal compliance protecting you.

• Professional training and ongoing supervision.

• Performance management and problem resolution.

• Comprehensive documentation systems.

• Cultural and language bridge between you and staff.

Final Thoughts

Quality Staff Are Worth the Investment

The difference between properly hired, well-managed household staff and haphazard hiring is profound and affects every aspect of your Costa Rica experience.

With the right staff:

• Your home maintains its value and beauty consistently.

• You have genuine peace of mind whether present or away.

• Staff stay long-term, eliminating constant turnover costs.

• Operations run smoothly and professionally.

• You actually enjoy your Costa Rica property.

• Your investment is protected.

Without proper hiring systems:

• Constant turnover and exhausting retraining cycles.

• Inconsistent quality and declining property condition.

• Persistent worry when you're away.

• Potential theft, damage, or safety issues.

• Legal complications and expensive problems.

• Your dream property becomes a source of stress.

The truth: Hiring excellent household staff requires time, proven systems, and often professional guidance. But the investment pays enormous dividends for years through reliable, quality service that protects your valuable property and preserves your peace of mind. Don't cut corners on this decision. Your property, your budget, and your sanity depend on getting it right.

FREE RESOURCE: Bilingual Employment Contract Template

Get instant access to our professionally crafted employment contract that's 100% compliant with Costa Rican labor law.

To help you get started with proper legal documentation, we're providing a free bilingual employment contract template (English/Spanish) that complies with Costa Rican labor law. This template includes:

✓ All 16 required clauses per Costa Rican labor code

✓ Sections for domestic work specifications

✓ Proper legal terminology in both languages

✓ Fillable fields for your specific situation

✓ Guidance notes explaining how to complete each section properly

✓Compliant with Decreto N°44756-MTSS** (2025 regulations)

Covers All Essential Elements:

✓Job duties and responsibilities

✓Work schedule and overtime provisions

✓Salary, benefits, and payment terms

✓CCSS and INS registration requirements

✓Vacation and aguinaldo (13th month) calculations

✓Trial period specifications

✓Proper termination and severance provisions

✓Worker and employer obligations

Get Instant Access - 100% Free

*Enter your email to download instantly* 👇👇

Download the Bilingual Domestic Work Contract Template

This contract template is based on the official format from the Ministerio de Trabajo y Seguridad Social and includes all mandatory provisions for:

• Job duties and responsibilities

• Work schedule and hours

• Salary and benefits

• Social security obligations (CCSS/INS)

• Vacation and aguinaldo

• Trial period specifications

• Termination provisions

Note: While this template provides a solid legal foundation, we recommend having a Costa Rican labor attorney review your specific situation, especially for complex arrangements or higher-level positions.

Need Help Building a Reliable Household Team?

Finding and managing excellent household staff in Costa Rica requires local expertise, language fluency, and deep understanding of both cultural nuances and legal requirements.

I provide comprehensive household management including:

✓ Staff recruitment with thorough professional vetting

✓ Expert interviewing and detailed reference checking

✓ Complete legal compliance and proper contract preparation

✓ Comprehensive onboarding and training systems

✓ Ongoing supervision and performance management

✓ Problem resolution and staff development ✓ Peace of mind for property owners

Let's discuss your household staffing needs.

📱 WhatsApp: +506 7075-5307

📧 Email: info@expatseniorcr.com

🌐 Website: www.expatseniorcr.com

Protecting your Costa Rica property investment through professional household management.