Caregiver Job Description Guide with Template & Pay

If you’re drafting a caregiver job description, this 2025 guide gives you a clear scope, a copy‑paste template, and compliance guardrails. Caregivers help clients remain safe and independent by assisting with daily living, maintaining a clean home, and providing companionship—within defined non‑medical boundaries in many states.

According to the U.S. Bureau of Labor Statistics (BLS), demand remains high for Home Health and Personal Care Aides. Growth is strong, and wages vary widely by state and setting. Use the sections below to post a role quickly and confidently.

Quick Summary: What a Caregiver Does

A caregiver supports older adults or people with disabilities with activities of daily living (ADLs) and instrumental activities of daily living (IADLs) in homes or facilities. Day to day, that may include bathing assistance, safe transfers, meal prep, light housekeeping, and transportation to appointments.

Caregivers also provide companionship, observe and document changes, and coordinate with family and clinical teams. They follow agency policies and state rules. The role is people‑first, safety‑critical, and often non‑medical in scope.

Caregiver responsibilities (snippet‑ready):

• Assist with ADLs: bathing, dressing, grooming, toileting, and eating
• Support mobility and transfers using safe techniques and devices
• Prepare meals, assist with feeding as needed, and follow dietary guidelines
• Perform light housekeeping and laundry to maintain a safe environment
• Provide medication reminders per care plan (no administration in many states)
• Offer companionship, conversation, and cognitive engagement
• Monitor and document changes in condition, intake/output, and incidents
• Escort/transport to appointments, errands, and community activities
• Follow infection control, fall‑prevention, and emergency procedures
• Maintain accurate visit notes and communicate with supervisors/family
• Respect client preferences, dignity, and cultural/linguistic needs
• Protect confidentiality and comply with agency and state regulations

Copy-Paste Caregiver Job Description Template

Use this caregiver job description template as a starting point, then tailor duties, schedule, and pay to your setting and state. This information is provided for general guidance and is not legal advice.

Job Title: Caregiver (Non-Medical)
Location: [City, State] | Schedule: [e.g., Full-time/Part-time, Days/Evenings/Nights, Weekends]
Reports To: [Care Coordinator/Nurse Supervisor/Owner]

Summary
[Company/Family Name] is seeking a compassionate Caregiver to help clients live safely and comfortably at home/facility. You’ll assist with personal care (ADLs), light housekeeping, meal preparation, companionship, and transportation per an individualized care plan, while documenting services and reporting changes promptly.

Key Responsibilities
- Personal care: bathing, dressing, grooming, toileting, hygiene, and incontinence care
- Mobility: safe transfers, ambulation, range-of-motion, and fall-prevention practices
- Meals & home tasks: meal prep, feeding assistance, light housekeeping, and laundry
- Medication support: reminders and adherence tracking per care plan (no medication administration where not permitted)
- Companionship: conversation, activities, and engagement to reduce isolation
- Transportation/errands: accompany to appointments; follow driving/mileage policy
- Safety & documentation: maintain a clean, hazard-free environment; complete accurate visit notes; report changes/incidents
- Collaboration: communicate with supervisors, clients, and families; follow care plans and policies

Requirements
- Minimum age: [e.g., 18+], eligible to work in the U.S.
- Background check(s): [state and federal], employment verification; TB screening as required
- Certifications: [CPR/First Aid preferred or required], [state-specific caregiver/HCA registration if applicable]
- Driving: valid driver’s license, clean MVR, reliable insured vehicle (if transporting clients)
- Physical ability: lift/transfer up to [X] lbs; stand, bend, and pivot safely with training
- Availability: [list required days/hours]; punctual and reliable attendance

Skills and Qualifications
- Empathy, patience, and respectful communication
- Attention to detail, time management, and documentation accuracy
- Safe body mechanics; infection control awareness
- Comfortable with smartphones/apps for scheduling and charting

Schedule
- [Hourly/Shift/Live-in] | [Expected hours per week] | [Overtime rules per state/FLSA]
- Breaks and rest periods will follow [state] requirements.

Pay and Benefits
- Pay range: $[X.XX]–$[Y.YY]/hour (DOE; locality and shift differentials may apply)
- Benefits: [PTO, health/dental/vision, 401(k), paid training, mileage reimbursement at $[rate]/mile]

EEO/ADA and At-Will Statements
[Company Name] is an equal opportunity employer (EEO). We consider qualified applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected status. We provide reasonable accommodations under the ADA. Employment is at-will where permitted by law.

Background Check Consent
Offer of employment is contingent upon successful completion of background screenings, [drug test if applicable], and verification of credentials.

How to Apply
Apply at [URL] or email [email] with your resume, availability, and two references. Please include “Caregiver – [City]” in the subject line.

Template Components: Summary, Responsibilities, Requirements, Skills, Schedule, Pay/Benefits, Reporting, EEO/At-Will, How to Apply

If you’re building a caregiver job description quickly, these components keep your posting complete and compliant. A strong summary clarifies the setting and scope (non‑medical vs medical) so applicants instantly know whether they qualify.

Responsibilities should list ADLs, IADLs, safety, and documentation so candidates understand day‑to‑day expectations. Requirements and skills define minimum screening (work authorization, background, TB) and core competencies (empathy, communication, safe transfers). Schedule and pay make your posting competitive; include differentials and overtime rules.

Include reporting lines to explain supervision and escalation paths, and add EEO/ADA and at‑will language to signal compliance. The “How to Apply” section reduces friction by spelling out exactly what to submit and where.

When tailoring, mirror the phrasing in your care plans and policies to prevent scope creep. Clear, skimmable sections improve applicant quality and reduce back‑and‑forth.

Key Responsibilities (ADLs, IADLs, Safety, Companionship)

Use this section to define duties in plain language and prevent misunderstandings. Duties vary by client and state rules; always align tasks to a written care plan and supervisor directives.

Adding brief examples helps candidates visualize the work and self‑assess fit. Clear expectations improve quality and reduce turnover, while consistent terminology supports compliance reviews.

Personal Care (bathing, dressing, grooming, toileting)

Personal care includes hands‑on assistance with bathing, dressing, grooming, oral care, toileting, hygiene, and incontinence care. For example, a morning routine may involve cueing, setting out clothing, and safely assisting a transfer to the shower chair.

In some states, caregivers may provide limited skin care (non‑sterile) and shaving. Wound care is out of scope. Emphasize dignity, privacy, and infection control to maintain trust. Document refusals or changes and notify your supervisor as required.

Mobility and Transfers (gait belts, fall prevention)

Caregivers support safe mobility from bed to chair, to the bathroom, and during ambulation. Use approved devices (gait belt, walker) and techniques taught during onboarding or by a nurse/therapist.

For instance, pivot transfers require proper foot positioning and core engagement to prevent injury. Document any falls or near misses immediately and escalate per policy. Prevention is the top priority. Reassess the environment regularly and remove hazards to reduce risk.

Meals and Housekeeping (meal prep, light cleaning, laundry)

IADLs commonly include meal planning, grocery support, safe food handling, and simple meal prep. Light housekeeping covers dishes, tidying, surface disinfection, and laundering linens to reduce infection risk and promote comfort.

For a dysphagia diet, follow texture and thickening instructions from the care plan. Keep the home free of clutter, loose rugs, and cords to reduce fall hazards. Note food preferences and restrictions to support nutrition and satisfaction.

Medication Support (reminders vs administration)

Most non‑medical caregivers provide medication reminders and adherence tracking but do not administer medications or draw up doses. Examples include cueing at scheduled times, opening non‑childproof containers, and documenting if a dose was declined.

In some states and programs, medication assistance may be permitted after specific training. Injections, titration, and sterile tasks remain out of scope. Always follow your agency’s medication policy and care plan. When unsure, pause and contact your supervisor for direction.

Companionship and Communication (social, documentation, appointments)

Companionship reduces isolation through conversation, games, music, short walks, or community outings. Caregivers also document services provided, vitals if assigned, and notable changes (appetite, mood, skin).

Escorting to appointments may include sharing observations with the provider at the client’s request. Accurate, timely notes and escalation protect the client and the organization. Use preferred communication channels (app, phone, EHR) and adhere to response timelines.

Scope-of-Practice: What Caregivers Do Not Do

Define “do‑not perform” tasks in your caregiver job description to keep clients safe and avoid scope creep. Scope and supervision requirements vary by state and license level—when in doubt, clarify with your clinical supervisor.

Align the list with your policies and payer rules so staff have a single, consistent reference. Reinforce these boundaries during onboarding and with periodic refreshers.

Common out‑of‑scope items for non‑medical caregivers:

• Administering medications, injections, or IVs; setting up pill organizers unless permitted by state/program
• Performing sterile wound care, dressing changes requiring aseptic technique, or suctioning
• Managing feeding tubes, catheters (beyond emptying as directed), or ventilators
• Performing skilled nursing tasks (assessment, care planning, clinical decision‑making)
• Lifting clients without proper equipment/training; unsafe transfers beyond one‑person assist guidance
• Providing financial or legal services (paying bills, managing accounts) without written authorization
• Driving without meeting agency insurance/MVR standards or outside policy limits
• Using physical restraints or engaging in behavior management without training and authorization

Skills and Qualifications

Hiring managers should map soft skills and hard requirements directly to outcomes. Clarifying essentials in the caregiver job description attracts the right candidates and streamlines screening.

A short list of must‑haves and nice‑to‑haves performs best. Tie each requirement to a core task (e.g., safe transfers, documentation) to help candidates self‑qualify.

Core Skills (empathy, communication, patience, attention to detail, stamina)

Successful caregivers are empathetic, patient, and clear communicators who respect client dignity and boundaries. Attention to detail supports accurate documentation and safety checks.

Physical stamina and safe body mechanics reduce injuries during transfers and housekeeping. Reliability and punctuality are non‑negotiable in home and facility settings. Cultural competence and professionalism build trust with clients and families.

Preferred Qualifications (CPR/First Aid, valid driver’s license, reliable transportation)

Many employers require or prefer current CPR/First Aid, especially when clients have cardiac or respiratory risks. A valid driver’s license, clean driving record, and reliable transportation are essential for roles involving errands or appointments.

Basic smartphone/app literacy enables digital clock‑ins and charting. State‑specific caregiver or home care aide registrations may also be required. Highlight any specialty training (dementia care, safe transfers) to stand out.

Education, Training and Compliance Requirements

Spell out baseline compliance in your posting to align expectations and reduce rework. Many states require training hours, competency checks, and registrations for agency‑hired caregivers.

Clarify whether experience is required or if you will train enthusiastic beginners. List renewal cycles and in‑service expectations so candidates understand ongoing commitments.

Background Checks, TB/Immunizations, Work Authorization

Most employers conduct multi‑jurisdiction background checks and identity/work authorization (Form I‑9). Driving record checks are common for transport roles.

TB screening (test or chest X‑ray) and certain immunizations (e.g., influenza, COVID‑19 per policy) may be required by state or facility partners. Include consent language and note that employment offers are contingent on successful screening. Document required CEUs or annual in‑service hours. Keep records current to meet audit and payer requirements.

State-by-State Variation (registration, training hours)

Caregiver rules vary widely, and state authorities dictate training, registration, and supervision standards. Align your caregiver job description with current state guidance and payer program rules.

Update listings when regulations change. Examples:

• California: Agency caregivers generally register with the Home Care Aide Registry (CDSS Home Care Services Bureau); IHSS providers enroll with their county program.
• Washington: Home Care Aide certification with state‑mandated training and testing.
• New York: Home health aide roles require DOH‑approved HHA training; personal care aide (PCA) training is distinct.
• Texas/Florida and others: Agency licensing dictates training and supervision standards; check state health department or licensing authority.

Always link candidates to official state resources in your posting and keep your policies updated with regulatory changes.

Work Settings and Specializations

State the work environment in your caregiver job description to improve candidate fit and retention. Different settings carry different supervision levels, pace, and documentation tools, which affect hiring and training.

Clarifying this upfront reduces mismatches and turnover. Match terminology to your site (home care, assisted living, skilled nursing) so applicants recognize the setting.

Home Care vs Assisted Living vs Skilled Nursing

• Home Care (private duty/non‑medical): Solo work in clients’ homes with remote supervision; focus on ADLs, IADLs, companionship, and safety.
• Assisted Living/Memory Care: Team‑based in a facility; more residents, set routines, and additional training in dementia support.
• Skilled Nursing/Nursing Homes: Typically requires CNAs under nurse supervision; more clinical exposure, faster pace, stricter procedures.

Special Focus Areas: Memory Care, Pediatric, Post-Op/Recovery, Veterans

• Memory Care: Emphasize dementia communication, redirection, wandering prevention, and structured routines.
• Pediatric: Family‑centered care, developmentally appropriate engagement, and school/therapy coordination.
• Post‑Op/Recovery: Short‑term support with mobility, wound observation (no sterile care), and rehab appointments.
• Veterans: Cultural competence, trauma‑informed communication, and navigation of VA benefits and appointments.

Schedule Types: Hourly, Live-In, Overnight and Weekend

Be explicit about scheduling models to prevent misunderstandings and burnout. State and federal rules govern overtime, sleep periods, and breaks—spell these out in offers and your caregiver job description.

Clarify expectations for weekends, holidays, on‑call, and short‑notice shifts. Transparent scheduling supports retention and compliance.

Live-In Considerations (state rules, overtime, relief)

Live‑in caregiver job descriptions should define paid/on‑duty hours, sleep and meal periods, and relief coverage. Some states restrict deductions for sleep time or require overtime after daily/weekly thresholds.

Always align with FLSA and state law. Consider backup relief for 24/7 cases, written house rules (guests, kitchen use), and a clear mileage/transport policy.

When in doubt, consult counsel to structure compliant live‑in arrangements. Put these terms in writing and review during onboarding.

Compensation and Benefits (2025 Benchmarks)

Candidates scan pay first; include a realistic range plus differentials to compete locally. BLS data for Home Health and Personal Care Aides (SOC 31‑1120) provides a national baseline.

Market rates often trend higher in metro areas and for harder‑to‑staff shifts. Show how factors like experience, certifications, and shift availability influence pay. Transparent ranges improve applicant trust and conversion.

Pay Ranges by Setting/Shift and Locality Adjustments

National medians for this occupation have hovered around the mid‑teens per hour in recent BLS releases, with significant state variation. Urban markets, memory care specialization, and nights/weekends often command higher rates.

Practical guidance:

• Home care (non‑medical): anchor your range to local competitors; add $1–$3/hour for nights/weekends.
• Facility roles: align with AL/MC wage norms; CNAs typically earn more due to certification.
• Live‑in: state‑specific rules apply—quote clear daily rates tied to defined on‑duty hours, with overtime where triggered.

Cite BLS OEWS and your local wage surveys in your posting; candidates value transparency.

Common Benefits (PTO, health, mileage, training pay)

Competitive caregiver offers often include:

• PTO and sick leave (state‑mandated where applicable)
• Health, dental, vision, and 401(k) eligibility
• Mileage reimbursement for client transport and errands
• Paid orientation, CEUs/in‑services, and specialty training (dementia, transfers)
• Referral bonuses and shift differentials (nights/weekends/short‑notice)
• Protective equipment and a safe‑lifting program

Reporting Lines, Documentation and Communication

State who supervises the caregiver and how to escalate concerns to keep safety and accountability clear. Define required visit documentation, communication channels, and response timelines.

For example, caregivers may report to a care coordinator daily via app, escalate urgent issues by phone within one hour, and submit weekly timesheets by Friday. Clarify who signs off on care plan changes and how updates are communicated. Simple rules reduce missed messages and documentation gaps.

Caregiver vs PCA vs HHA vs CNA: What’s the Difference?

These titles overlap but differ by training and scope.

• Caregiver/Personal Care Aide (PCA): Non‑medical focus on ADLs/IADLs, companionship; training varies by state/program.
• Home Health Aide (HHA): Typically completes state‑approved training to work under nurse supervision; may perform limited health‑related tasks per plan.
• Certified Nursing Assistant (CNA): State‑certified; works under RN/LPN in facilities/home health with defined clinical tasks (vitals, certain procedures) per regulation.

Choose the role that matches client needs and supervision requirements; don’t assign clinical tasks to non‑clinical roles.

Performance Expectations and KPIs

Objective standards help set expectations and coach performance. Include KPIs in your caregiver job description or onboarding packet, such as:

• Punctuality/attendance: on‑time arrival rate ≥ 98%
• Documentation accuracy: 100% of visits documented same day; < 2% corrections per month
• Safety: zero preventable transfers without equipment; incident reporting within policy timeframes
• Client satisfaction: average rating ≥ 4.5/5 or NPS target
• Care plan adherence: ≥ 95% of assigned tasks completed or documented with reason

Tie KPIs to probation reviews and ongoing training.

Scenario-Based Templates

Use these quick‑swap blocks to target your setting. Replace bracketed items and align scope with your state rules.

Home Care Agency (Non-Medical) JD Template

Job Title: Caregiver (Home Care, Non-Medical)
Summary: Provide ADL/IADL support, companionship, and safety in clients’ homes per a written care plan. Document services in our mobile app and escalate changes promptly.
Responsibilities: Personal care, mobility assistance with gait belt, meal prep, light housekeeping, medication reminders, transportation (as assigned), documentation, and infection control.
Requirements: 18+, work authorization, background check, TB screening, smartphone, CPR/First Aid (preferred), valid driver’s license/MVR if driving.
Schedule/Pay: [X]–[Y] hours/week; $[range]/hour plus differentials for evenings/weekends; paid training and mileage reimbursement.
EEO/At-Will: We are an equal opportunity employer; employment is at-will where permitted.
Apply: [URL/email]

Private-Duty Family JD Template

Job Title: Private Caregiver for [Client Initials/Age]
Summary: Support one client at home with personal care, meals, light housekeeping, companionship, and safe transportation to appointments.
Responsibilities: Morning/evening routines, mobility and fall prevention, medication reminders (no administration), grocery/meal prep, laundry, and daily check-ins with family.
Requirements: Experience with [dementia/mobility], background check, references, [CPR/First Aid], reliable car/insurance for errands.
Schedule/Pay: [Days/hours]; $[range]/hour or $[day rate] for live-in; paid mileage for errands.
Household Policies: [Pets, parking, kitchen use, guest policy].
Apply: Send resume/availability to [email].

Assisted Living/Memory Care JD Template

Job Title: Caregiver (Assisted Living/Memory Care)
Summary: Provide resident-centered personal care, engagement, and safety in a team-based environment under supervisor direction.
Responsibilities: ADLs for assigned residents, cueing/redirection, group activities, meal service assistance, documentation in EHR, and incident reporting.
Requirements: Facility experience preferred; dementia training a plus; background checks; TB/immunizations per facility policy; ability to work rotating weekends/holidays.
Schedule/Pay: [Shifts]; $[range]/hour with evening/night differentials; paid in-services and advancement pathways.
EEO/At-Will: Equal opportunity employer; accommodations available.
Apply: [Careers URL]

Live-In Caregiver JD Template

Job Title: Live-In Caregiver
Summary: Provide continuous daily support with defined on-duty hours and protected sleep periods per state law.
Responsibilities: ADLs/IADLs, companionship, safety checks, medication reminders, and appointment support; maintain daily logs and escalate changes.
Structure: On-duty hours: [e.g., 8 am–10 pm with breaks]; Sleep period: [e.g., 8 hours], interrupted sleep compensated per policy; Relief coverage: [details].
Requirements: Background check, TB screening, [CPR/First Aid], safe transfer training; ability to maintain professional boundaries in a shared environment.
Compensation: $[daily rate] tied to [X] paid hours; overtime per FLSA/state rules; room/board policies disclosed in writing.
Apply: [URL/email]

FAQs

What are the top 3 duties of a caregiver?

Assist with personal care (ADLs), support safe mobility, and provide meal prep/housekeeping with accurate documentation.

Do caregivers give medications?

Non‑medical caregivers typically provide reminders only; administration (including injections) is out of scope unless state rules and training explicitly permit assistance.

Is a caregiver the same as a CNA?

No—CNAs are state‑certified with clinical tasks under nurse supervision, while caregivers/PCA roles are typically non‑medical and focus on ADLs/IADLs.

What does a caregiver do day to day?

They help with bathing, dressing, meals, mobility, light housekeeping, companionship, and notes/communication per the care plan.

How can I specify medication support without implying administration?

Use language like “medication reminders and adherence tracking per care plan; no medication administration.”

What compliant clauses should I include?

Include EEO/ADA, at‑will employment (if applicable), background check authorization, and clear driving/mileage policies.

What screening is required?

Common requirements include multi‑jurisdiction background checks, TB screening, work authorization (I‑9), and MVR/drug testing where applicable.

How do I tailor a caregiver job description for dementia care?

Emphasize redirection, routine, wandering prevention, sensory activities, and communication techniques for memory care.

How should live-in roles address overtime/relief?

Define on‑duty hours, sleep periods, interruption pay, relief coverage, and apply FLSA/state overtime rules explicitly in the offer.

How do pay ranges and differentials work?

Anchor to local market rates, then add differentials for evenings, nights, weekends, and hard‑to‑staff cases; live‑in often uses daily rates tied to defined paid hours.

When should I hire a caregiver vs an HHA or CNA?

Choose a caregiver/PCA for non‑medical ADLs/IADLs, an HHA when nurse‑directed health tasks are needed, and a CNA for facility or more clinical support under nursing supervision.

What documentation is expected?

Daily visit notes, tasks completed/declined, vital observations if assigned, incidents, and timely escalation to supervisors/family per policy.

How do state rules affect requirements?

States set training, registration, and supervision standards; always align JD requirements with your state authority and payer program rules.

Sources and notes: For current wage and growth data, see the U.S. Bureau of Labor Statistics pages for Home Health and Personal Care Aides (SOC 31‑1120). For California caregiver registration, see the CDSS Home Care Services Bureau and your county IHSS program. Always consult your state health department or licensing authority for the most up‑to‑date requirements.