Home Care vs. Live-In Care in California
| Category | Hourly Home Care (Traditional Model) | Live-In Home Care (24-Hour Residency Model) |
|---|---|---|
| Overview | Caregivers are scheduled by the hour for specific shifts (e.g., 4–12 hours). One or more caregivers rotate to provide coverage. | A single caregiver resides in the client’s home, providing care throughout the day and being available overnight (with designated rest and sleep time). |
| Typical Schedule | Hourly shifts—morning, afternoon, evening, or overnight. Often multiple caregivers cover a full 24-hour period. | One (or 2) caregiver lives in the home full-time, working during the day with pre-agreed breaks, rest periods, and sleep hours. |
| Continuity of Care | Moderate — caregivers may rotate; some variation in daily routine. | High — one consistent caregiver who deeply understands routines, preferences, and needs. |
| Supervision and Safety | Supervision only during scheduled hours. Coverage gaps if shifts aren’t continuous. | 24-hour presence provides added safety, security, and immediate response in case of emergencies. |
| Caregiver Fatigue / Burnout | Less risk — multiple caregivers share shifts and get regular time off. | Higher risk unless agency enforces rest periods and provides backup/respite care. |
| Privacy & Household Dynamics | Full privacy during off-hours when caregivers aren’t present. | Requires sharing home space. A private room and amenities must be provided to the caregiver. |
| Cost Structure | Billed hourly (typically 4- to 12-hour minimum per shift). Costs increase with 24-hour coverage. | Billed daily or weekly. May be more cost-effective than 24-hour hourly care, but overtime and state wage rules apply. |
| Labor Law Compliance | Standard wage and overtime apply per shift; easier scheduling flexibility. | In California, live-in caregivers employed by an agency are not exempt from overtime (per California Wage Order No. 15 and FLSA). Sleep, meal, and rest periods must be clearly defined and documented. |
| Overtime Rules (CA Labor Code) | Overtime after 9 hours in a day or 40 in a week. Double time after 12 hours/day or on the 7th consecutive day. | Overtime applies even for live-in caregivers. Agencies must track actual work hours, rest breaks, and ensure 12 consecutive off-duty hours in 24 hours, plus one full day off every 5 days. |
| IRS & Payroll Obligations | Agency handles payroll taxes (FICA, FUTA, CA UI), workers’ comp, and W-2s. Clients are not the direct employer. | Same as above when managed through an agency. If a family hires directly, they become the employer and must file payroll taxes, issue W-2s, and comply with IRS household employment laws. |
| Meal & Rest Breaks (CA Law) | - | Caregiver must have defined unpaid meal and sleep periods. Interruptions during sleep count as paid time. |
| Suitability | Ideal for clients who need part-time or intermittent assistance with Activities of Daily Living (ADLs) — bathing, dressing, mobility, companionship, medication reminders, errands. | Ideal for clients needing continuous supervision, nighttime assistance, fall risk monitoring, dementia support, or when family wants one stable presence instead of multiple caregivers. |
| Family Involvement | Families coordinate schedule and communicate with agency coordinators. | Families interact with one main caregiver, supported by the agency’s oversight and case management. |
| Housing Requirements | No housing requirement. | Client must provide a private room with access to bathroom, basic amenities, and storage. |
| Common Concerns | Shift gaps, inconsistent caregivers, potential scheduling challenges, and higher hourly rates for overnights or holidays. | Risk of caregiver fatigue, less privacy, and higher labor compliance complexity if not managed by an agency. |
| Advantages | Flexible hours, easier scheduling, strong coverage options for specific time windows, clear overtime tracking. | Deep personal connection, stability, overnight supervision, possible cost savings compared to 24-hour shift rotation. |
| Disadvantages | Costs escalate if 24-hour coverage is needed; more turnover and less consistency. | Requires careful management of work/rest boundaries, room provision, and strict wage compliance. |
| Who Handles Compliance? | At Age Well Care, we manage payroll, insurance, and compliance directly with caregivers—protecting families from employer liability. | Age Well Care also manages all payroll, IRS reporting, and California labor compliance. Families remain clients, not employers. |
| Best For | Clients who need flexible or part-time care, or families supplementing their own caregiving. | Clients who need full-time supervision, overnight safety, or consistent one-on-one companionship. |
How Age Well Care Keeps You Protected
At Age Well Care, we ensure every arrangement — hourly or live-in — is fully compliant with:
California Wage Order No. 15 (Domestic Workers)
Fair Labor Standards Act (FLSA)
CA Employment Development Department (EDD) payroll and workers’ compensation requirements
IRS household employment rules (Form W-2, FICA, FUTA, CA SDI/UI)
We handle all payroll, taxes, time tracking, and scheduling, so families never take on the risk of being an employer.
Our Promise
Whether you choose hourly or live-in care, Age Well Care provides:
Compassionate, trained caregivers
Transparent billing and scheduling
24/7 local support
Strict compliance with all state and federal laws
Peace of mind for your family
📞 Call 805-900-0829
Let’s design a plan that fits your loved one’s needs — safely, compassionately, and fully compliant.
