Question 1

What wage must a foreign caregiver be paid?

Accepted Answer

At least the full-time minimum wage must be paid, before the deductions permitted by law. When the national minimum wage is updated, the wage is updated accordingly. Additions such as recuperation pay and travel reimbursement are paid on top of the base wage. Where a care company shares the employment, each employer pays its share according to the portion of the position assigned to it.

From 1.4.2026 the full-time minimum wage is ₪6,443.85 a month before permitted deductions (as checked on 16.10.2026). Older figures such as ₪4,400, 4,900, 4,990, 5,880 or 6,247.67 are out of date. There is no obligation to pay 'pocket money'; if paid, it is an advance on the monthly wage and deducted from it, not a separate 'living allowance'. Total monthly payments before lawful deductions must reach at least the minimum wage. The wage is updated from time to time, so check the current amount before each payment.

Question 2

When and how must the wage be paid?

Accepted Answer

The wage must be paid by the end of the month for which it is due, into the worker's bank account or an account with a licensed payment company. Late payment may make the employer liable for late-wage compensation. Keep proof of every payment.

Wages go only to an account in the worker's own name, not a relative's or anyone else's, and the employer, the agency or any third party may not hold authority or power of attorney over it, except a first-degree relative of the worker. Wages may not be paid in cash. If the worker has no Israeli bank account, the employer helps open one. The claim that payment by the 15th of the following month is allowed is wrong: wages are due by the end of the month, and from the 9th of the following month the worker may claim late-payment compensation. Late payment of minimum wage is a criminal offence. After employment ends, the worker may stay in Israel up to 60 days, among other things to receive wages and close accounts.

Question 3

What may be deducted from the caregiver's wage?

Accepted Answer

Only deductions expressly permitted by law may be made, including income tax, a contribution to housing and related expenses, and part of the health-insurance cost, up to the statutory caps. Deductions must be listed in the contract and agreed in advance. National Insurance contributions and the permit fee may not be deducted. Providing food is not mandatory; with written consent, a limited part of the wage may be paid in food.

Housing and health-insurance deductions together may not exceed 25% of the monthly wage. For health insurance, up to ₪168.80 a month (2026 figure) may be deducted from a home caregiver's wage, and no more than half of what the employer actually paid. Providing meals is not mandatory; with the worker's written, signed consent, up to 10% of the wage may be paid in food and drink, excluding alcohol. A deduction not made on time cannot be made retroactively.

Question 4

What are the employer's obligations to National Insurance?

Accepted Answer

The employer must register with National Insurance shortly after employment begins, report the worker and pay contributions at the statutory rate (as of October 2026: 3.6% of the wage). The payment is borne by the employer alone and is not deducted from the wage. Late payment may incur fines and interest.

Registration as an employer with National Insurance must be done within two weeks of the start of employment, and contributions are paid quarterly. For enquiries: National Insurance call centre *6050.

Question 5

Is a live-in caregiver entitled to overtime pay?

Accepted Answer

Generally not. Under a Supreme Court ruling, the Hours of Work and Rest Law does not apply to live-in caregivers. Where the worker is employed outside the home, for example accompanying the patient in hospital, and hours can be monitored, the law may apply.

Question 6

May the employer give the caregiver an advance or a loan and deduct it from wages?

Accepted Answer

Yes, within the limits set by law. An advance on salary, including weekly "pocket money", is part of the monthly wage and may be offset against it, as long as total advances do not exceed three months' pay. Larger advances, and loans, may be deducted only with the worker's written undertaking, and no more than a quarter of the wage in any month. When employment ends, the employer may deduct the remaining balance from the final pay, provided neither the debt nor its amount is in dispute. Document every such payment in writing, in a language the worker understands.

Question 7

The patient is away for a few days and the worker stays at home. Must wages be paid?

Accepted Answer

Yes. The patient's absence does not cancel the duty to pay wages; "not paying" is not lawful.

What is allowed:
• The worker may be sent on leave against accrued vacation days; they receive their regular wage and the days are deducted from the balance.
• Reasonable advance notice is required, and 14 days' notice for a block longer than 7 days.
• If the worker lacks enough accrued days, they may not be sent on leave without consent unless paid their regular wage as if working.

In any case the worker may work only in caring for the patient named in the permit. Contact us to plan the period.

Question 8

When and how much recuperation pay is a caregiver owed?

Accepted Answer

A worker is entitled to recuperation pay after one year of work. The number of days depends on seniority, for example 5 days after the first year. It is customarily paid once a year, usually with the July salary, but may be paid at another time or monthly as part of wages. According to Kol Zchut, a recuperation day for a caregiver employed in the patient's home is worth ₪451.50, so 5 days come to ₪2,257.50. The rate is updated from time to time, so check the current amount before paying. When a nursing company shares the employment, each employer pays its share according to its part of the position. Recuperation pay is in addition to the minimum wage. The rate of ₪451.50 per day applies to the recuperation year 1 July 2025 – 30 June 2026; it was updated retroactively on 18 August 2026 (previously ₪418), so anyone who paid at the old rate for this period must pay the difference of ₪33.50 per day. This is the current rate for the 2026 recuperation year, under the extension order of 18 August 2026.