Part 1

In our first instalment of Betty Kilonzo's newly-published Househelp Manual, we delve into the onboarding process for househelps.

Chapter 1: Hiring and Onboarding

Bringing someone into your home as a househelp is a major decision. This is a person who will share your space, care for your children, and interact with your family daily. A careful hiring and onboarding process ensures that you choose the right person and establish a healthy working relationship from the very beginning.

1. Where to Find a Househelp

•    Reputable bureaus: Consider hiring through recognized agencies or bureaus that vet and train domestic workers.

•    Referrals: You may also hire through word-of-mouth recommendations. A referral from someone you trust can sometimes provide candidates with proven reliability.

2. Background Checks

•    Always conduct a thorough background check before employment.

•    Request copies of all identification documents (ID, birth certificate, or passport, where applicable).

•    Collect emergency contacts, including a next of kin to call in case of illness, emergency, or other situations.

3. Compatibility Matters

•    A good employee is not just skilled but also compatible with your household. Pay attention to:

•    Character and attitude: Choose someone who demonstrates respect, patience, and responsibility.

•    Literacy and communication: Ensure they can understand and follow instructions clearly.

•    Family needs: If you have children, hire someone with proven childcare experience and a nurturing personality.

4.  Avoid Hiring in Desperation

Rushed decisions often lead to poor matches. Even the most skilled Househelps need time, orientation, and guidance. Patience and clear communication are essential—this is one of the main reasons this guide exists.

5.  Interview & Expectations

The interview is your chance to set the tone for the relationship:

•    Clearly state your offer and benefits upfront (salary, accommodation, meals, leave days, etc.).

•    Communicate non-negotiable rules (such as child discipline, honesty, and confidentiality). Let the candidate decide if they are comfortable before accepting the job.

•    Discuss the household structure: number of occupants, children’s ages, elderly or special needs care, allowed visitors, pets, and overall household routines.

•    Allow the candidate to ask questions. Mutual understanding is better than assumptions.

6. Onboarding the Right Way

Once hired, remember that orientation is key:

•    Walk them through your house manual step by step.

•    Show them how to use appliances, where things are kept, and the expected routines.

•    Encourage questions and feedback. This prevents misunderstandings later.

•    Establish open communication from the start—make it clear they can speak up if they are uncertain about a task.

7. Employment Contracts

•    In many Kenyan homes, househelps are hired informally, often without written agreements. While this may seem convenient, it is both risky and unlawful.

•    Kenyan labour law requires that all employees, including domestic workers, be paid at or above the government-set minimum wage. Paying below this is illegal and leaves the employer liable for penalties. The Employment Act, 2007, stipulates penalties for violations of the law.

•    Without a contract, both the employer and employee remain unprotected in case of disputes, accidents, or misunderstandings.

Why a Contract is Important

•    Clarity: Outlines duties, rules, payments, and benefits, leaving no room for confusion.

•    Protection: Provides legal cover for both employer and employee in case of fallout or conflict.

•    Professionalism: Encourages accountability and respect from both sides.

What to Include in the Contract

A simple, clear contract should cover:

•    Personal details of both employer and employee.

•    Commencement date and place of work.

•    Salary and benefits (meals, accommodation, medical support, bonuses).

•    Working hours and rest days.

•    Leave entitlements (annual leave, sick leave, public holidays).

•    Code of conduct (honesty, confidentiality, use of phone, visitors, etc.).

•    Health and safety responsibilities.

•    Termination terms (notice period, conditions for immediate termination).

•    Signatures of employer, employee, and (optionally) a witness.

Best Practice

•    Provide two copies of the signed contract—one for the employer, one for the employee.

•    Review the contract together before signing to ensure both parties understand the terms.

• Update the contract if major changes occur (e.g., salary adjustments, additional duties).

Next week: Should every household have its own rules and code of conduct?