Peru’s labor watchdog is pressing employers to fully comply with domestic worker rights, underscoring a shift from informal household hiring toward a more regulated labor relationship with mandatory benefits, social security coverage and anti-discrimination rules.
Peru Sunafil reminds employers on domestic worker rights
The reminder from Sunafil matters economically because domestic work is one of the country’s most widespread and historically under-protected labor arrangements. By insisting that food provided during the workday is not part of wages, and that employers must pay two annual bonuses, make CTS deposits and enroll workers in health and pension systems, the agency is reinforcing the cost of compliance for households that rely on domestic labor. That raises the formal labor bill for employers, but it also pushes the sector toward standards that can reduce exploitation, improve retention and broaden access to social protection.
Sunafil issued the notice around the International Day of Care and Support, a nod to the political and social importance of care work as governments across the region confront ageing populations, labor informality and pressure to professionalize domestic service. The agency said it carried out 1,623 technical assistance and guidance actions between 2025 and 2026, suggesting the enforcement strategy is not only punitive but also preventive, aimed at changing behavior before violations become sanctions.
Under Peruvian law, domestic workers are entitled to two bonuses a year for national holidays and Christmas, CTS deposits in May and November, weekly rest, paid holidays and 30 calendar days of vacation after a year of continuous service. Employers must also provide EsSalud coverage and pension affiliation, while pregnancy and maternity protections apply, including 98 days of pre- and postnatal leave. Sunafil also reminded employers that food and lodging supplied during work are not salary and cannot be deducted from pay.
The rights push carries particular weight in a sector where employment relationships often happen behind closed doors and where workers — frequently women — have long faced discrimination, including pressure to wear uniforms in public or to perform tasks that violate their cultural or religious practices. Sunafil’s warning that such treatment can amount to discrimination broadens the issue beyond pay to dignity and workplace standards.
For employers, the immediate implication is higher compliance risk and potentially higher costs. For workers, especially in low-income households dependent on domestic employment, the message strengthens legal protections and the chance of accessing formal benefits that can materially improve financial resilience. The broader policy test will be whether Sunafil’s guidance translates into wider registration, better payment compliance and fewer abuses in a labor market still heavily marked by informality.
| Entity | Gains | Losses |
|---|---|---|
| Domestic workers | ▲Better pay and legal protections | ▼Employers who underpay or omit benefits |
| Sunafil / state | ▲Stronger enforcement credibility | ▼Informal practices and noncompliant households |
| Compliant employers | ▲Clearer rules and lower legal risk | ▼Higher labor costs |
| Noncompliant employers | ▲None | ▼Fines, sanctions and reputational risk |