What Domestic Staff Really Cost in 2026

Ben W: Hello there, Morgan and Mallet podcast listeners. In today’s episode, we’re going to talk about the global standards regarding pay, the cost of domestic talent. And to guide us through all this is the co-founder of Morgan Mallet. He’s called Morgan Richez. Welcome to the podcast, Morgan. How are you doing?

Morgan Richez: Yes. Hello. Nice to talk to you and to talk over this podcast today. Yes. I am Morgan. I am the co-founder of Morgan Mallet and I will be happy to answer every single question.

Morgan’s Journey: From Butler to Business Owner

Ben W: Excellent. So, how did you get started in this industry, Morgan? Can you tell us a bit about yourself, please?

Morgan Richez: Yeah, good question. Basically, I was a butler. I did chauffeur as well in London. So, we need to come back 15 years ago, you know, and I moved to London to learn English, you know, as a French, you know, I didn’t speak English at this time.

So, that’s why I got there to improve and I did the job of chauffeur and butler for network. So this is the first experience I got, you know, to work in this very nice industry. And in 2015 I decided to set up the company with Laurine as you know Morgan Mallet International.

Ben W: I’ll just add a little anecdote for the listeners that Morgan did have some experience with ultra high-end clients with his previous business with his brother that was renting out luxury cars and that ended when the Bentley… How did that end?

Morgan Richez: Yes sir. Basically, it ends with a bad story. You know, my job exactly was to rent a luxury car in Paris. By the way, it was a really good job.

And the last client stole the Bentley. Basically, it was a scammer and yeah, I lost a lot of money. So, it was a bad experience. But on the other hand, it was a very good entrepreneurial experience as well. You know, sometimes you get bad luck and this is the way how you improve as well.

Current Market Challenges: Candidate Shortage

Ben W: So let’s jump into today’s topic talking about pay, global standards, domestic talent. What are the biggest factors, Morgan, influencing pay across different countries in domestic service in 2026?

Morgan Richez: It’s a big question of course. The salary needs to reach the market, it is really important because what’s happening on the market, we get every single day a lot of requests from US, UK, Europe, and Middle East, but there are less and less candidates.

You know the new generation doesn’t want to do this job anymore and now it’s very difficult to find people with experience, talent, flexibility and that’s why salaries are very important. I used to say to my clients it is very important to reach the salary market in order to attract the best talent. This is the only way to make sure that you have the best household staff, especially to run your household.

Ben W: I remember in previous calls you’ve mentioned this is something you do not want to economize on because this is your personal life, your home, especially with children as well.

The Personal Investment Philosophy

Morgan Richez: Yeah, I used to say to my clients, we’re talking about your comfort, your lifestyle. So, this is one of the most important recruitments, even more than your company. If you run a big company, I think it is more important to make a very good recruitment for your nanny, housekeeper, or house manager. Because these are the people who will take care of your life and your family.

Labor Laws and Compliance Costs

Ben W: How do local labor laws and compliance costs shape domestic staff salaries? Do they have a big impact?

Morgan Richez: If we’re talking about the European market, yes, a lot. Especially for France, it is very expensive in terms of tax and compliance is very important and quite complicated.

That’s why we advise our clients from the US or Middle East when they come to France, when they own a second property or holiday home, they really need to talk to a lawyer or recruiter to explain how it works because sometimes calculations can be wrong. A client might say, “I will pay this house manager five or six thousand euros net,” but they haven’t calculated the full cost. So, it’s a big impact for them.

US Market: Highest Global Salaries

Ben W: Would you say salaries are usually higher in the US?

Morgan Richez: Yes, exactly. The US market is the best opportunity for domestic workers because salaries are so high. However, it is important to understand that the cost of living is also high, especially in places like New York.

But overall, the US offers the highest salaries in the world. The Middle East is also a very good market. Some regions offer very high salaries because clients understand they need strong offers to attract talent.

Salary Increases and Market Competition

Ben W: Are you seeing salaries increase across the market at the moment?

Morgan Richez: Yes, for positions like nanny, housekeeper, and domestic couple. We’ve seen a big increase over the last two or three years because there are fewer candidates and fewer experienced candidates. At the same time, there is more competition due to the growing number of wealthy individuals.

Ben W: So the competition is between clients rather than candidates.

Morgan Richez: Exactly.

The Recruiter’s Advisory Role

Ben W: One of the key roles of a recruiter is to advise clients and set expectations based on market reality.

Morgan Richez: Exactly. That is the value of an agency. We are here to advise clients.

I always tell my team it is important to guide clients properly. If a role is unrealistic in terms of salary or expectations, it is sometimes better to refuse the mission rather than place a candidate in a bad job or one where they will leave after six months.

Location vs Culture in Pay Decisions

Ben W: Do cultural attitudes still explain pay differences between regions?

Morgan Richez: I think it is more about location than culture. Some locations like Monaco, Miami, Los Angeles, or Dubai are very attractive.

Candidates want a good lifestyle. If the role is in a remote or less attractive location, it becomes harder to attract talent. So location matters more than culture.

Top-Paying Markets Globally

Ben W: Which countries currently offer the most competitive pay?

Morgan Richez: The US for sure, Switzerland as well, and also some opportunities in Saudi Arabia, particularly in Riyadh or Jeddah.

Ben W: In the US and Switzerland salaries are high due to cost of living and competition, and in Saudi Arabia they are high to attract talent.

Morgan Richez: Exactly. For example, in Switzerland, the cost of living is very high, so a housekeeper should earn at least 6,000 Swiss francs to attract good candidates.

Current Market Demand

Ben W: Which regions currently have the highest demand?

Morgan Richez: Before the war, Dubai was extremely active. Now, the US is the strongest market.

When Dubai stabilises, it will likely become very busy again. The Middle East remains a key future market, although US immigration rules can be restrictive.

US Immigration Challenges

Ben W: Does immigration create complications when relocating staff to the US?

Morgan Richez: It is not complicated if you have the right resources. You need to prioritise US citizens and justify bringing someone from abroad.

With a good attorney and sufficient budget, it is achievable, but it is costly.

Candidate Availability by Position

Ben W: Is it difficult to find candidates in the US?

Morgan Richez: It depends on the role. For positions like PA, chauffeur, or estate manager, we have strong candidate pools.

The challenge is more with housekeepers, nannies, and domestic couples, especially in less attractive locations.

Active Recruitment Strategies

Ben W: What do you do when you struggle to find candidates?

Morgan Richez: We activate our network and use headhunting strategies. We search platforms like LinkedIn and proactively reach out to candidates with new opportunities.

Undervalued Markets

Ben W: Are there regions where professionals are undervalued?

Morgan Richez: Yes, in France sometimes. Clients in smaller cities or countryside locations may offer lower salaries.

We explain that they need to match salaries from larger markets like Paris or Monaco to attract candidates.

Global Mobility Impact on Salaries

Ben W: Has global mobility increased or decreased salaries?

Morgan Richez: Increased. If staff are required to travel frequently, they must be compensated for flexibility and reduced personal time.

Staff Retention Strategies

Ben W: What challenges do UHNW clients face in retaining staff?

Morgan Richez: Retention is about appreciation and growth. Clients should reward loyalty, offer bonuses, and create career progression.

Like in a company, staff should be able to grow within the household.

AI Impact on the Industry

Ben W: How might AI impact domestic staffing by 2030?

Morgan Richez: Domestic roles are largely protected because they involve manual work. However, AI will help roles like PAs become more efficient with planning and bookings.

AI Impact on Recruitment

Ben W: What about recruiters?

Morgan Richez: AI will assist but not replace recruiters, especially in the luxury sector where personal interaction is essential. It can improve efficiency but human connection remains key.

Future Industry Communication

Ben W: Is there anything else we should have covered?

Morgan Richez: No, your questions were very good. I think podcasts like this are important to educate clients and candidates about industry trends. I welcome feedback and questions from listeners.

Ben W: Thank you very much, Morgan. If you’re thinking about hiring, visit householdstaff.agency and contact a Morgan and Mallet recruiter. We usually respond within 24 hours.

Don’t forget to subscribe on Spotify, iTunes, and YouTube. Thank you for listening and goodbye.

Morgan Richez: Thank you. Bye.