Hiring a foreign caregiver in Israel: what every family should know
By Sharon Beth-Halachmy, Founder and CEO at B'Lev Shalem
The vast majority of people want to stay in their homes as they age, for as long as possible. Most recognize that, at some point, this may mean hiring a live-in caregiver.
Some plan years in advance, adapting their existing home to include a spare room for a caregiver, or even moving to a new home with that possibility in mind. Others recognize that the time is approaching and begin getting their paperwork in order - perhaps even applying for a foreign caregiver permit before they’re quite ready to make the transition. And others choose not to think about it at all. Yihiyeh beseder – everything will work out.
From experience, the more you plan, the easier the process is likely to be and the better the outcome. But the truth is that even with thoughtful planning, when the time actually comes, it can feel like an avalanche. Tasks, information, emotions and practicalities all hit at once. And just when you think you’re on top of it, something changes and you’re back to square one. Even the most thoughtful and organized families can find themselves totally and utterly overwhelmed.
Understandably so. Because hiring a foreign caregiver is complicated on so many levels.
Where do you find a caregiver? How do you know if they’re the right fit? How do you set up the home? Manage the transition?
How do you calculate and pay their salary? Arrange health insurance?
And that’s just the beginning.
What happens when your loved one is resistant to having a caregiver? Or when their care needs are particularly challenging and you struggle to find someone willing to take the job? How does your loved one – and the rest of the family – adjust to the new reality of having a stranger moving into the home?
In this first of two articles, we break down the practicalities: the caregiver search, the hiring process, and understanding your obligations as an employer (there’s considerably more to it than you might expect). In the follow-up article we’ll explore the emotional complexities of bringing a new person into the household and building a relationship that lasts.
In this guide
Finding and hiring a foreign caregiver in Israel
Where do you start? — Agencies and finding candidates
Checking eligibility and screening candidates — Permits, visas and references
The interview: it's a two-way street — What to ask and what to look for
Salary and negotiated payments — Base salary, pocket money, food money and rest days
Additional employment obligations — Holidays, vacation, pension, severance and benefits
Put it in writing — Contracts and recordkeeping
How much is this all going to cost? — Budgeting for the full cost of employment
Your job doesn't end once the agreement is signed — Managing the arrangement over time
Finding and hiring a foreign caregiver in Israel
Where do you start?
Your first stop should be a licensed foreign worker agency, referred to as a tagid. A tagid is responsible for registering foreign caregivers with their employers, handling visa-related procedures, and ensuring compliance with the requirements of the Population and Immigration Authority. Most tagidim also assist families in finding caregivers and can introduce you to available candidates.
A tagid is not the same as a nursing care agency (chevrat siud). Nursing care agencies operate within the Bituach Leumi long-term care system, administering benefits for eligible older adults. Where a caregiver is employed through a nursing care agency, the agency may act as a joint employer, paying the portion of the caregiver's salary and benefits funded by Bituach Leumi. We'll get back to this distinction when discussing employment and payment.
Every foreign caregiver must be registered through a licensed tagid, even if you find the caregiver independently.
And finding someone independently may well be necessary.
There is a shortage of available foreign caregivers in Israel, and relying on a tagid alone may not be enough. You need to cast a wide net. Ask friends and neighbors who employ caregivers to spread the word. Ask their caregivers if they know anyone looking for work. Post in community WhatsApp and Facebook groups. Word of mouth is often the best way to find a good candidate.
Checking eligibility and screening candidates
Before you begin interviewing candidates, make sure the necessary paperwork is in place.
To legally employ a foreign caregiver, the person receiving care needs a permit (heter) issued by the Population and Immigration Authority. Eligibility is based primarily on the individual's need for assistance or supervision, subject to the applicable criteria.
But having an employer permit is only half the equation. You also need to make sure that the caregiver is legally eligible to work for your loved one.
Foreign caregivers in Israel hold visas specifically for caregiving, and their employment is subject to restrictions, including geographic limitations and, in some cases, limits on how long they may remain in Israel or begin a new placement. A caregiver who is legally employed by one family is not necessarily eligible to move to another.
Before making any commitment, ask the tagid to verify both the employer's permit and the caregiver's eligibility for the proposed placement. Don't rely on a candidate's assurance that her visa is valid.
Once you've confirmed a candidate's legal eligibility, there are a few other things worth checking before scheduling an interview. Screening and interviewing are two different steps, and mixing them up wastes everyone's time.
Check references. Speak to families the caregiver has worked for previously. Ask about the care she provided, how she managed daily routines, her reliability and how she interacted with the person receiving care. Don't just ask whether they would recommend her. Ask what worked well and what challenges they encountered.
Get realistic about the job itself. Screening forces you to look honestly at what the job really requires. If your father can't get in and out of bed on his own, physical strength matters. If your mother is very sensitive to smells, cooking in the home is a real question.
At the same time, a long list of must-haves — perfect English, a driver's license, considerable physical strength and extensive experience with dementia — can mean you never find anyone.
Know what's essential and what isn't.
The interview: it’s a two-way street
Families often call us the day before an interview. They've been searching for weeks, candidates haven't shown up, and finally someone promising is coming tomorrow. What should they ask?
First, understand that the interview is a two-way street.
You have the right and the obligation to screen carefully. But in a market where caregivers have multiple employment opportunities, the interview is also a sales call. The person across from you has other job options, and she’s deciding whether she wants to work for your family just as much as you’re deciding whether to hire her.
Be transparent about what makes this job attractive and what makes it difficult. A caregiver who is surprised in week two is far more likely to leave than one who knew what to expect from the beginning.
Remember, too, that your parent may not be particularly enthusiastic about bringing a caregiver into the home. Ideally, a family member or a care manager should be present to help facilitate the conversation. Your parent should be part of the interview as much as possible.
This isn’t simply a job interview. It’s your first opportunity to begin building a personal relationship.
Five questions to start with:
Tell me about yourself. Where are you from? Tell me about your family. Start with an ice breaker before getting into the job.
Tell me about your previous jobs. What were the circumstances of the people you cared for? This tells you more than asking about "relevant experience." A caregiver who has worked with someone who was bedridden may have very different experience from one who accompanied an active older adult on daily outings. You want to understand what she has actually done, not just what she says she can do.
What did a typical day look like in your previous job? Listen for the real tasks: lifting, bathing, getting up at night, cooking, outings. The details will tell you a great deal about her experience and expectations.
Why did your last job end? And would that family be willing to speak with you? Don’t be afraid to ask follow-up questions.
Here's what this job involves. How does that sound to you? Describe the real job honestly, including the difficult parts. Talk through daily life: language, cooking, her rest day, phone use, her room and the household routine.
Small misunderstandings can become big problems when two people share a home.
And remember that the interview is only the beginning. Even the most promising candidate will need time to adjust, learn your loved one's routines and become comfortable in the household. The goal isn't simply to find someone willing to take the job. It's to find someone who has the skills, temperament and willingness to make the arrangement work over time.
You are the employer
It's easy to assume that because you’re working with a tagid, the agency is responsible for the employment itself.
It isn't. You are.
If the caregiver is employed jointly through a nursing care agency, some of the responsibilities will be shared. But either way, the family needs to understand its obligations.
Foreign caregivers in Israel are entitled to employment rights under Israeli law, including minimum wage, paid vacation, paid holidays, sick leave, recuperation pay, social benefits and pension. When you hire a live-in caregiver, you are taking on the responsibility of an employer, with all the administration and financial obligations that entails.
This part of the system is overwhelming, and at times beyond frustrating. But it can't be ignored. These obligations apply whether or not you are familiar with them–and failing to comply can have far-reaching consequences.
Understanding your responsibilities as an employer
The basics
Before employment begins, you'll need to agree on the caregiver's salary and other terms of employment. Some payments are required by law; others are matters of negotiation. It's important to understand the difference.
Salary and negotiated payments
Base salary. At least minimum wage, currently ₪6,443.85 a month. It must be deposited by the 9th of the following month into an Israeli bank account in the caregiver's name.
Pocket money. Many caregivers ask for a weekly allowance, typically ₪100, referred to as “pocket money.” This is ordinarily an advance against the caregiver's monthly base salary. However, some caregivers negotiate to receive pocket money in addition to their base salary. This is not a legal requirement, but a matter of negotiation.
Food money. Caregivers are generally expected to cover their food expenses from their wages. Alternatively, they may agree to receive food from their employer, with permitted deductions from their salary of up to 10% of the gross monthly minimum wage. In practice, many caregivers request an additional weekly food allowance, typically ₪200–250. As with additional pocket money, this is a matter of negotiation, not a legal requirement.
Work on a “rest day”. Caregivers are entitled to 25 consecutive hours of rest each week. Some prefer to work during their weekly rest period in exchange for additional compensation. Families may also prefer this attachment because it avoids the need to arrange replacement care. If you agree to such an arrangement, clarify the schedule and compensation at the outset. Keep in mind, however, that regular time off is important for both the caregiver and your loved one. When the caregiver takes time off, finding a suitable replacement is your responsibility, not hers.
The treatment of additional payments and permitted salary deductions can be complicated and depends on the specific employment arrangement. Before agreeing on compensation or making deductions, consult your tagid or a qualified professional to ensure that the arrangement complies with Israeli employment law.
Additional Employment Obligations
Paid holidays. Caregivers are entitled to nine paid holidays per year, choosing either Israeli holidays or those of their home country. The agreed holiday list should be attached to the employment contract. Working on a designated holiday requires additional compensation at the same rate as working on a rest day. If a holiday falls on the caregiver's regular rest day, it does not create an entitlement to an additional day off or duplicate compensation. Holidays are intended to be taken as time off, not paid out as an annual lump sum.
Paid vacations. Caregivers are entitled to 14 working days of paid vacation annually for their first five years of employment, increasing thereafter. Vacation is paid at the regular rate and is meant to be taken as time off, not exchanged for cash. Unused days may be accumulated for up to three years, with accrued, unused vacation paid out when employment ends. You are responsible for arranging and paying for replacement care during vacations.
Recuperation pay (d'mei havra'ah). After completing one year of employment, caregivers are entitled to annual recuperation pay, currently ₪451.50 per day, based on the number of days prescribed by law (five days for the first year).
Pension & Severance. Beginning in the seventh month of employment, you must set aside 12.5% of the caregiver's base salary for pension (6.5%) and severance (6%). These accumulated amounts are payable when employment ends, whether the caregiver resigns or is dismissed. Additional severance may be owed in certain circumstances, including dismissal, the employer's death or a move to a nursing home. These obligations can add up, so budget for them from the outset.
Bituach Leumi contributions. Employers must pay 3.6% of the caregiver's gross wages, including applicable additional payments. If a nursing care agency acts as a joint employer, you are responsible for contributions on the portion of wages you pay directly.
Health insurance. You must purchase private health insurance for your caregiver. Current premiums typically range from ₪9–10 per day.
Put it in writing
The Population and Immigration Authority publishes standard employment contracts (“SEC”s) for foreign caregivers, and the tagid should help ensure that the appropriate agreement is completed and signed. There are 2 versions of the standard contract, one when the person receiving the care is the employer and one when a family member or guardian is the employer.
The contract should reflect the actual employment arrangement, including salary, duties, rest days, designated holidays, and any additional payments agreed upon. It is much easier to clarify expectations at the outset than to resolve disagreements months later.
And keep records. Salary payments, leave taken, rest-day arrangements and additional expenses should all be documented. This protects both the caregiver and the employer.
Costs and ongoing management
How much is this all going to cost?
Many families hear "minimum wage" and assume that employing a foreign caregiver will cost around ₪6,444 a month. In reality, a more realistic budget is approximately ₪12,000 a month, before any Bituach Leumi assistance.
Where does the difference come from?
In addition to the caregiver’s base salary, you need to budget for replacement caregivers during days off (weekly rest days, paid holidays and vacations), recuperation pay, health insurance, Bituach Leumi contributions, pension and severance obligations, and agency fees. There are also the everyday costs of having another person living in the home, including food, utilities and other household expenses.
The good news is that Bituach Leumi's long-term care benefit (gimlat siud) can cover a substantial portion of these costs for eligible families. At higher levels of entitlement, the benefit may offset approximately half of the monthly expense, depending on individual eligibility and circumstances.
The important thing is to budget for the full cost from the outset. The ₪12,000 figure is an estimated monthly average, including expenses that may be paid annually or when employment ends. Families who plan around the base salary alone can find themselves facing significant expenses they hadn't anticipated, particularly when vacation pay, recuperation pay and other accumulated employment obligations come due.
Your job doesn't end once the agreement is signed
Finding the right caregiver, agreeing on compensation and signing an employment agreement are important milestones. But they're really just the beginning.
Employment also requires ongoing attention: paying salaries, making Bituach Leumi contributions, tracking leave and maintaining records. These are not things you want to discover you've neglected when the caregiver leaves or an unexpected situation arises.
In over a decade of working with families, we've seen just how complicated things can become when employment obligations haven't been properly managed. We've seen families spend hours, and thousands of shekels, sorting out end-of-employment payments. We've seen claims for unpaid compensation brought against the estates of former employers. And we've seen caregivers injured on the job, become pregnant or develop serious illnesses.
The families who kept good records and stayed on top of their legal obligations were generally much better equipped to navigate these unexpected situations. Those who hadn't sometimes faced significant financial and legal consequences.
But there's another side to managing the arrangement that is just as important.
The caregiver needs to learn your loved one's routines, preferences and medical needs. Someone needs to make sure she understands her responsibilities, has the training and support to carry them out, and knows whom to turn to when questions or problems arise. And as your loved one's condition changes, the care arrangement needs to change with it.
Perhaps most importantly, you're bringing two people together who may have very different backgrounds, languages, expectations and ways of doing things. They're going to be sharing a home, often under circumstances neither of them would have chosen.
Finding a caregiver who is qualified and willing to take the job is one thing. Building a relationship that works, and lasts, is something else entirely.
That's where we'll pick up in Part 2.
Where B'lev Shalem Comes In
B'lev Shalem is not a caregiver placement agency, and we are not the employer. Our role is to help families navigate the process and manage the care arrangement over time.
We help families assess their loved one's needs, identify what to look for in a caregiver, screen and interview candidates, and prepare for the transition. Once a caregiver is in place, our care managers provide ongoing guidance, support and oversight, helping address problems as they arise and ensuring that the care continues to meet the older adult's changing needs.
Our goal is not simply to help families hire a caregiver, but to help make the arrangement work — for the person receiving care, the caregiver and the family.
This article is general information, not legal advice. The person employing the caregiver is solely responsible for complying with Israeli employment law. For help with salary, benefits or withholding, please consult a qualified agency, attorney or accountant. All rates and figures in this article reflect the amounts applicable as of October 2026 and are subject to change.
Category: Family caregiving
Tags: hiring a foreign caregiver Israel, foreign worker for elderly parent Israel, caregiver employer obligations Israel, Bituach Leumi foreign caregiver, cost of foreign caregiver Israel, caregiver rights Israel, aging parents Israel
