The Gray Area Guide

What’s Legal, What’s Enforceable, and What’s Just a Handshake Deal

Contracts can be confusing, especially with cash pay, verbal agreements, or immigration status.
These quick guides show where protections start and stop, and what really holds up.

Worker Status vs. Legal Protection

Your work status, how you’re paid, and whether you have papers all affect what protections you actually have.

Situation Binding? Legal Protection?
Legal resident,
 on-the-books 		Yes Full protections
Legal resident,
 off-the-books 		Yes Limited enforcement
Undocumented,
 signed contract 		Often yes Wage rights,
 no unemployment
Undocumented,
 verbal agreement 		Risky Some wage rights,
 no benefits

Even without legal status, some wage rights still apply. But protections are fewer, and trust has to do more of the heavy lifting.

Contract Type vs. Enforceability

Not all contracts are equal. Some are fully enforceable, others rely more on trust than the law.

Scenario Binding? Enforceable?
Cash pay +
 signed contract (no taxes) 		Usually yes Sometimes
Legal pay (W-2) +
 signed contract 		Yes Fully
Verbal agreement only Usually not Harder

Clear agreements matter. But how you’re paid determines how much legal weight your contract really has.

Know Your Rights By State

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California

Domestic Workers Bill of Rights (AB 241) (2013/2016)

  • Minimum Wage - Must be paid at least the California state minimum wage
  • Overtime Pay - Required after 9 hours in a day or 45 hours in a week for personal attendants (like nannies)
  • Meal/Rest Breaks - Domestic workers are entitled to meal and rest breaks unless classified as a "personal attendant" (who are exempt from meal/rest break requirements)
  • Live-In Workers - Have specific overtime protections and cannot be required to work more than 9 hours per day without overtime
  • Recordkeeping - Employers must keep accurate records of hours worked and wages paid
  • Protection Against Retaliation - Domestic workers cannot be fired or retaliated against for asserting their rights

Source:
California Department of Industrial Relations

Connecticut (2014)

Domestic Workers Bill of Rights

  • Minimum Wage - State minimum wage applies
  • Overtime Pay - After 40 hours/week or 8 hours/day
  • Meal Breaks - 30-minute unpaid break after 7.5+ hours
  • Rest Breaks - 10-minute paid break every 4 hours
  • Paid Sick Leave - 1 hour per 40 hours worked (up to 40 hours/year)
  • Written Notice - Employers must provide written terms of employment

Source:
CT Department of Labor

Hawaii

Domestic Workers Bill of Rights (2013)

  • Minimum Wage - $14.00/hour (2025), increasing to $18.00 by 2028
  • Overtime Pay - 1.5x rate after 40 hours/week
  • Anti-Discrimination - Protections for race, gender, sexual orientation, religion, and national origin
  • Pay Statements - Required to detail hours worked, rates, and deductions
  • Coverage - Includes nannies, housekeepers, caregivers, cooks, and personal attendants
  • Workers' Compensation - Required for household employers with quarterly payroll ≥$225

Source:
HI Department of Labor
National Domestic Workers Alliance

Illinois

Domestic Workers Bill of Rights (2016)

  • Minimum Wage - State minimum wage applies
  • Overtime Pay - After 40 hours/week
  • Meal/Rest Breaks - Required for shifts over 7.5 hours
  • Paid Leave - Earned sick time (1 hour per 40 hours worked)
  • Written Notice - Employers must provide written agreement
  • Protection Against Harassment - Specific protections included

Source:
IL Department of Labor

Massachusetts

Domestic Workers Bill of Rights (2014)

  • Minimum Wage - State minimum wage applies
  • Overtime Pay - After 40 hours/week
  • 24-Hour Rest Period - Required each week
  • Paid Leave - Earned sick time (1 hour per 30 hours worked)
  • Written Notice - Employers must provide written agreement
  • Privacy Rights - Specific protections for live-in workers

Source:
MA Attorney General

Nevada

Domestic Workers Bill of Rights (2017)

  • Written Agreements - Employers must provide terms of employment in writing
  • Rest Periods - 1 day off weekly + 2 consecutive days monthly
  • Privacy Protections - Live-in workers' communications/personal documents cannot be monitored
  • Overtime Pay - 1.5x wage after 8 hours/day or 40 hours/week (excludes live-in workers)
  • Termination Notice - 30 days' lodging if live-in worker is fired without cause

Source:
NV SB232
National Domestic Workers Alliance

New Jersey

Domestic Workers Bill of Rights (since July 2024)

  • Written Contracts - Required for workers employed ≥5 hours/month
  • Termination Notice - 2 weeks (standard) or 4 weeks (live-in)
  • Paid Breaks - 10 minutes every 4 hours + 30-minute meal break after 5 hours
  • Anti-Retaliation - Protections for complaints about violations
  • Workers' Comp - Mandatory for employers paying ≥$1,000/quarter

Source:
NJ Department of Labor
Greenbaum Law

New Mexico

Domestic Worker Bill of Rights (2019)

  • Minimum Wage - State minimum wage applies ($12.00/hour as of 2024)
  • Overtime Pay - 1.5x rate after 40 hours/week
  • Anti-Discrimination - Protections against retaliation and wage theft
  • Exclusions Ended - Removed prior exemptions for domestic workers from wage laws
  • Rest Breaks - No specific mandates, but general wage/hour protections apply

Source:
NM Center on Law & Poverty
National Domestic Workers Alliance

New York

Domestic Workers Bill of Rights (2010)

  • Minimum Wage - Must be paid at least the state minimum wage
  • Overtime Pay - After 40 h/week (44 h for live-in)
  • Rest Day - You’re entitled to at least one day (24 consecutive hours) off each week. If you work, you must be paid overtime.
  • Paid Days Off After One Year - After 1 year with same family, you get 3 paid days off annually
  • Written Notice - Employers must provide a written notice of pay rate, schedule, and duties
  • Sick Leave (NYC only) - You earn 1 hour of paid sick leave for every 30 hours worked, up to 40 hours/year

Source:
NY Department of Labor

Oregon

Domestic Workers Bill of Rights (2015)

  • Minimum Wage - State minimum wage applies
  • Overtime Pay - After 40 hours/week
  • Rest Periods - Required for shifts over 6 hours
  • Paid Sick Leave - 1 hour per 30 hours worked (up to 40 hours/year)
  • Written Notice - Employers must provide written agreement
  • Protection Against Retaliation - Specific protections included

Source:
OR Bureau of Labor & Industries

Rhode Island

Domestic Workers Bill of Rights (since June 2024)

  • Minimum Wage - State minimum wage applies ($14/hour as of 2024)
  • Overtime Pay - 1.5x rate after 40 hours/week
  • Coverage - Ends prior exclusion from wage laws (excludes family/federal workers)
  • Enforcement - Wage claims can be filed with state labor agencies

Source:
RI Wage Law Update
National Domestic Workers Alliance

Virginia

Domestic Worker Bill of Rights (2021)

  • Anti-Discrimination - Covered under Virginia Human Rights Act
  • Privacy Rights - Live-in workers protected from intrusive monitoring
  • Safe Workplace - Right to report hazards without retaliation
  • Minimum Wage - State minimum wage applies ($13.50/hour as of 2025)
  • Workers' Compensation - Required for employers with quarterly payroll ≥$225

Source:
VA 2021 Report
Hand in Hand Network

Federal Baseline (FLSA)

Fair Labor Standards Act Protections

  • Minimum Wage - $7.25/hour (since 2009)
  • Overtime Pay - 1.5x after 40 hours/week *
  • Coverage Gaps:
    • Excludes "casual" babysitters
    • Excludes companions for elderly/infirm (unless employed by agency)
    • Live-in workers often exempt from overtime
  • Recordkeeping - Employers must track hours/wages

* Many domestic workers were excluded from overtime until 2015 DOL rule change.
Source: U.S. DOL

Still Unsure What Applies to You?

The laws around domestic work can feel confusing, especially when cash pay, verbal agreements, or immigration status come into play.
Let’s talk it through and figure out what’s realistic, and what’s legally enforceable.

Book a Consultation

This guide is for informational purposes only and does not constitute legal advice. For specific concerns, consult an employment lawyer or labor rights organization in your state.

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