As the end of the year approaches, many domestic workers are wondering if they will receive a bonus for their work and how much they can expect. For some, this uncertainty makes it difficult to count on that money when planning their holiday expenses.
A survey from 2025 found that 56% of people who used in-home cleaning services said they planned to give an end-of-year tip to those who performed that work.
Among those who used child care services, 47% planned to give a bonus.
To help start a conversation on this topic, the National Domestic Workers Alliance (NDWA) and Hand in Hand, a network of domestic workers’ employers, publish an annual guide on year-end bonuses and raises.
The guide offers recommendations for employers and advice for nannies, house cleaners, and caregivers on how to discuss a bonus, a raise, or payment for their regular hours when families cancel or reduce work hours during the end-of-year holidays.
Note: The National Domestic Workers Alliance is a partner organization of La Alianza Noticias.
How much should a year-end bonus be?
The guide recommends that employers give a bonus equivalent to one or two weeks’ pay. For casual cleaning workers, it suggests an amount equivalent to the pay for one or two cleaning jobs.
For example, if you earn $500 per week for caring for a child or an elderly person, a bonus equivalent to one week’s pay would be $500. If you charge $150 to clean a house, the equivalent of one or two cleaning sessions would be between $150 and $300.
If you work for several families, you can use what you charge each one as a reference when discussing the bonus.
Is the bonus mandatory?
The amounts proposed in the guide are recommendations, not a rule that requires all employers to give a bonus of that amount.
The U.S. Department of Labor explains that federal labor laws do not regulate cash bonuses that are not tied to production; rather, these are generally based on an agreement between the employer and the employee.
If your employer promised you a bonus, whether verbally or in writing, keep any messages or documents that indicate the amount and when you were supposed to receive it. If the bonus was included in your contract, review the terms and conditions.
Your options for claiming an unpaid bonus depend on where you work and your specific situation. In New York, for example, the State Department of Labor accepts certain claims for earned bonuses that an employer promised but did not pay.
What about a pay raise?
A bonus is a one-time additional payment. A raise, on the other hand, changes the amount you earn on a regular basis.
In their 2026 guide, NDWA and Hand in Hand recommend that employers increase wages by 3.5 to 6 percent to account for the cost of living—or more if the worker hasn’t received raises in previous years.
Before discussing a raise, you can review how long you’ve been earning the same rate and whether your responsibilities have changed. For example, if you’re now caring for another child, assisting someone who needs more support, or cleaning areas that weren’t included in the original agreement, you can mention this during the conversation.
You can also calculate how much of a raise you’d like to propose. A 5% raise on a rate of $20 per hour, for example, equals an additional $1 per hour, for a new rate of $21.
How can you talk to your employer?
Although you may feel uncomfortable talking about money, sharing the guide is a way to start the conversation. Organizations suggest sending the document via text message, email, or delivering it in person.
You can download the full guide here.
Before the conversation, decide whether you want to ask for a bonus, a raise, or both. Then, find a time when you and your employer can talk without rushing.
If you prefer to start the conversation with a message, you can adapt this example:
“Hi, [name], I can’t believe it’s already the end of the year! Every year around this time, the National Domestic Workers Alliance and Hand in Hand: The Network of Domestic Workers’ Employers publish a guide on year-end bonuses and annual pay raises for workers like me. Have you seen the 2026 guide? I hope you’ll take a look! You can find it here: ndwa.us/bonuses
During the conversation, you can mention how long you’ve been working for the family, your responsibilities, and any changes to your duties. If you ask for a raise, state the amount you’re proposing and when you’d like it to take effect.
If your employer tells you they can’t accept your proposal, you can ask if they’d be willing to consider a different amount or to talk again on a specific date. You can also discuss other conditions that are important to you, such as paid days off or transportation assistance.
In this series on negotiations, you can find more tips on how to negotiate better working conditions.
What if the family cancels your work during the holidays?
The holidays can also bring schedule changes. A family might go on a trip and cancel a cleaning appointment or tell their nanny or caregiver that they won’t need their services for a few days.
The guide recommends that employers maintain the agreed-upon pay when their vacation plans disrupt the worker’s usual schedule. For cleaning workers, it also suggests a higher rate when the holidays generate extra work.
To plan your income, ask in advance what the family’s plans are and discuss how your pay will be handled if they cancel your usual days.
Put the agreement in writing
If your employer agrees to give you a bonus, raise your wage, or maintain your pay during a cancellation, send a message summarizing the agreement. Include the amounts and dates.
“Thank you for speaking with me. To confirm what we agreed upon: starting on [date], my rate will be [amount] per hour. I’ll also receive a bonus of [amount] on [date].”
Save a copy of the message so you can refer to it later. If you don’t have a written contract yet, this may also be an opportunity to propose one.
NDWA and Hand in Hand offer aguide to fair employment agreements and sample employment contracts that can serve as a starting point for discussing your pay, schedule, and responsibilities.
