Bali Nanny Contract 2026: Legal Checklist | Knowmads Bali

Yes: treat a written contract and BPJS registration as best practice for a nanny in Bali, not optional extras — general labor protections apply once someone works for you regularly, and skipping either one leaves you with no documentation to fall back on if a dispute ever escalates. Indonesia has no single national law spelling out domestic worker contracts, so treat this as a strong recommendation grounded in general labor principles rather than a specific statute, and confirm anything particular to your situation with a local employment consultant or Disnaker Bali directly.

The reality of nannies in Bali

Most expat families in Canggu, Ubud, or Sanur hire a nanny the way they hire a scooter mechanic: word of mouth, a chat over coffee, a number agreed on, and she starts Monday. No paperwork. No registration. It works fine, until it doesn't.

Where it goes wrong is predictable. A family lets someone go without notice and gets blindsided by a severance expectation they never agreed to but that Indonesian labor norms assume. A nanny gets injured commuting to your house on a scooter during Bali's rainy season (roughly November to March) and there's no BPJS Ketenagakerjaan coverage behind her. A disagreement over unpaid overtime turns into a public complaint, and the family realizes they have no written record of what was actually agreed. None of this requires anyone to be a bad person. It just requires nobody to have written anything down.

Indonesia's domestic worker protections are still catching up at the national level, which is why families assume there's nothing to comply with. That gap isn't a green light. It's the reason to be more careful, not less: you're relying on general labor principles and local guidance instead of one tidy rulebook.

What to look for

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A written agreement, not a handshake

A simple written agreement, in Indonesian and English, should cover role and hours, days off, salary and payment date, notice period on both sides, and what happens around religious holidays (Lebaran bonus expectations, known as THR, are a real norm even outside formal employment, so don't be caught off guard). It doesn't need a lawyer to draft. It needs to exist, be signed, and be given to her, not just kept by you.

Registration with BPJS Ketenagakerjaan and BPJS Kesehatan

These are Indonesia's national work-accident and health insurance schemes, built for exactly this kind of employment relationship: a worker who rides through Denpasar or Canggu traffic to reach your home regularly and depends on that income. Registering isn't a bureaucratic extra. It's the difference between a traffic accident on the way to your house being a manageable insurance claim, or a family footing a hospital bill and a moral (and potentially legal) mess. If you're unsure how registration applies to a household employer, the safest move is to ask a local employment consultant or accountant rather than guessing.

Fair wages, hours and leave: in writing, and realistic

Agree on a wage that reflects experience and hours, not the lowest number she'll accept. Write down what counts as overtime, how sick days work, and how much notice either side gives before ending the arrangement. Vague verbal understandings are where almost every dispute starts.

What happens if you skip it

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No contract means no shared record of what was promised, so any disagreement tends to default to whoever's more persistent, not who's right. No BPJS means you're likely covering the full cost of an accident or illness yourself, since there's no insurance behind her. And if a dispute reaches Disnaker Bali (Dinas Tenaga Kerja, the regional labor office that handles employment complaints), a family with no documentation is generally in a weaker position than one with a signed agreement, even an informal one — but exactly how any specific case plays out isn't something to predict from general guidance like this. If you're already facing a dispute, talk to a local employment consultant or lawyer rather than guessing.

Vetting and interview checklist

Use this checklist before you hand anyone your keys and your kids:

• Meet in person at least twice, once with your child present, before deciding.
• Call at least two previous employers directly instead of just reading a reference letter.
• Ask about her experience with your child's specific age and needs (infant care is a different skill set than after-school care).
• Confirm she's comfortable with your house rules on screen time, food, discipline and safety before day one, not after a conflict.
• Do a paid trial period (one to two weeks) before committing long-term.
• Discuss and write down salary, hours, days off, and notice period together. Don't just hand her a document to sign.
• Ask how she'd handle a minor medical situation (a fall, a fever) so you know her judgment under pressure.
• Clarify who's responsible for BPJS enrollment paperwork and confirm it's actually been submitted, not just discussed.

Practical tips

• Put the contract in both English and Indonesian so there's no ambiguity about what was agreed.
• Pay on the same date every month, by transfer where possible, so there's a record.
• Build in a THR-equivalent bonus around religious holidays even if it's not strictly mandated for your arrangement. It's the norm, and it matters for retention and trust.
• Revisit the agreement every year, especially wages, rather than letting it quietly go stale.
• If you're not confident handling BPJS registration yourself, a local accountant or HR consultant who works with expat households can walk you through it for a modest one-time fee, cheaper than the alternative.
• Keep copies of everything: contract, payment records, any written agreements about time off or changes to the role.
• If tensions rise, address them directly and early. Most disputes start as small unspoken frustrations that had months to grow.

A conscious note

A nanny is often the person who spends more waking hours with your child than you do. That deserves more than a cash-in-hand handshake. Fair pay, real insurance, a written agreement, and respect for her time off and her own family: this is how you show up as a guest in this community, instead of someone extracting convenience from it. If you're able to, pay slightly above what you're asked for rather than negotiating down, and treat annual raises and holiday bonuses as normal, not generous.

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Quick-reference FAQ

Do I need a lawyer to write a nanny contract in Bali? Not usually. A clear, simple written agreement covering hours, pay, leave and notice period is enough for most families. Bring in a lawyer or HR consultant if your situation is unusual — multiple staff, complex hours, or a prior dispute.

Is BPJS registration expensive for one household employee? No — it's a modest monthly contribution relative to the protection it provides. The exact figures shift over time, so confirm current 2026 numbers directly with BPJS or a local consultant rather than relying on an old figure.

What if my nanny doesn't want to be registered for BPJS? Start by explaining what it actually protects her from: medical costs and lost income after an accident. Some workers assume it's just a deduction with no real benefit. If she still declines after that explanation, get that decision in writing too.