Babysitter Contract (Malta)
Updated on 12 August 2026
In Malta, a private individual who pays someone to perform duties in or around their home — including a babysitter — falls under Jobsplus's Household Employer category. The household employer obtains a PE number from the Office of the Commissioner for Revenue, creates a Household Employer profile with Jobsplus, and submits an Engagement Form (and later a Termination Form) for each household employee. Whether very informal or occasional babysitting triggers the same formal registration as a regular household employee could not be confirmed. The national minimum wage from 1 January 2026 is €229.44 per week for workers 18 and over, with lower sub-rates for younger workers.
A contract translated directly from a US template does not know this Household Employer registration process. This template includes a dedicated section for documenting the PE number and Jobsplus registration.
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Babysitter Contract
- Date:
- Parent:
- ,
- Babysitter:
1. Registration
Jobsplus Household Employer registration: .
2. Children
3. Pay and hours
Hourly rate: . Payment frequency: . Expected hours: .
4. Emergencies
In an emergency, the babysitter will immediately contact: .
Parent
Date:
Babysitter
Date:
Household Employer registration with Jobsplus
A private household engaging a babysitter as a regular household employee falls under Jobsplus's Household Employer category, requiring a PE number from the Commissioner for Revenue and an Engagement Form submitted to Jobsplus. This contract documents that registration as an explicit step rather than an assumed formality.
Uncertain scope for informal or occasional babysitting
It is not confirmed whether very informal or occasional babysitting arrangements trigger the same formal Household Employer registration as a regular household employee. This template does not assume either way, and simply documents whichever arrangement the parties have in fact agreed.
The 2026 national minimum wage
From 1 January 2026, the national minimum wage is €229.44 per week for workers 18 and over, with lower sub-rates for 17-year-olds and under-17s. This contract uses these figures as a reference point when setting an hourly rate.
Clearly stating the children and emergencies
A contract that states only "childcare" without further detail gives no guidance in an emergency. This template requires the children being cared for, their ages, and relevant health information, plus a separate emergency contact.
Section by section
- Parties
- Identifies the parents and the babysitter.
- Registration
- Confirms the Household Employer registration with Jobsplus, if applicable.
- Children
- States the children being cared for, their ages, and relevant health information.
- Pay
- Sets the hourly rate, payment frequency, and expected hours.
- Emergencies
- Describes what to do in an emergency.
How to fill in the contract
- Identify the parties. Enter the parents' and the babysitter's details.
- Confirm registration. Enter the Household Employer registration and PE number, if applicable.
- State the children. Enter the children's names, ages, and relevant health information.
- Set pay and hours. Enter the hourly rate, payment frequency, and expected hours.
Frequently asked questions
How does a family formally engage a babysitter in Malta?
As a Household Employer, obtaining a PE number from the Commissioner for Revenue and submitting an Engagement Form to Jobsplus.
Does occasional babysitting need the same registration?
This is not confirmed; the Household Employer process is documented for regular household employees, and this template does not assume it applies to every informal arrangement.
What is the 2026 national minimum wage?
€229.44 per week for workers 18 and over, with lower sub-rates for younger workers.
What happens when the engagement ends?
A Termination Form is submitted to Jobsplus for a registered household employee.
Why include an emergency contact?
So the babysitter knows who to reach if the parents are not immediately available.
Related templates
Disclaimer
This template and guide are provided for general information only. They are not legal or tax advice and have not been reviewed by a lawyer. Check current employment regulations before using this document.
