Home Health Aide Job Description Guide for Employers

Hiring home health aides (HHAs) gets easier—and safer—when your job post clearly defines the role, compliance limits, and pay.

This guide gives you a complete, SEO‑friendly home health aide job description, what HHAs can and can’t do, and copy‑ready templates you can paste into your ATS today.

Quick Answer: What Does a Home Health Aide Do?

Clear role definitions help agencies stay compliant, reduce risk, and attract aides who can deliver consistent care from day one.

A home health aide helps clients with daily activities and basic health support in their homes under the supervision of a nurse or care manager. HHAs assist with personal care, light housekeeping, meals, safety monitoring, and documentation to help clients remain independent.

For example, an HHA may assist with bathing and dressing in the morning, prepare a light lunch, and record vitals before leaving.

The takeaway: use precise language in your HHA job description so candidates understand expectations and supervision.

At-a-Glance Duties

• Assist with ADLs: bathing, grooming, dressing, toileting, feeding, and mobility support
• Prepare simple meals and help with eating and hydration
• Light housekeeping: laundry, linens, tidying, and safe-home checks
• Escort to appointments or run essential errands per policy
• Observe and report changes; take vitals per plan-of-care
• Medication reminders (per state rules); no independent clinical judgment
• Document visits and tasks; complete EVV check-in/out

Home Health Aide Duties and Responsibilities (Complete List)

Employers need a clear, copy‑friendly list to set expectations and reduce turnover. Use these duty blocks as your baseline and edit to match your plan‑of‑care and state rules.

By aligning duties with RN direction and payer requirements, you prevent scope creep and improve client satisfaction. Include frequency and escalation steps so aides know exactly what to do and when to report changes.

The result is a job post that screens in the right talent and cuts back‑and‑forth during hiring.

Personal Care & ADLs

Aides perform hands-on support that preserves dignity and independence. Include tasks like bathing, grooming, mouth care, skin care, toileting, incontinence care, dressing, and safe transfers or ambulation with devices.

For example, an HHA might use a gait belt to assist a client from bed to chair with coaching on proper foot placement.

Listing expected frequency (e.g., morning ADLs daily) prevents confusion about workload and timing. The takeaway: define ADL routines clearly to reduce safety risks and unmet needs.

• Bathing/showering; sponge baths as needed
• Hair, skin, nail (non‑clinical) and oral hygiene
• Toileting, catheter care as permitted, and incontinence care
• Positioning, range-of-motion exercises per care plan
• Safe transfers and ambulation with walkers/canes

Household Support & Errands

Set boundaries on “light housekeeping” so aides aren’t asked to deep clean. Clarify tasks tied to the client’s safety and nutrition and whether transportation is required.

For instance, specify that dishwashing, laundry, and meal prep are related to the client, not the entire household. If transportation is part of the role, outline the policy, insurance, and mileage reimbursement.

This clarity keeps duties aligned with payer rules and reduces burnout.

• Light housekeeping in client areas: dishes, counters, floors as needed
• Laundry and bedlinen changes; infection‑control handling
• Meal planning, simple cooking, feeding support and hydration checks
• Grocery pickup, pharmacy runs, or appointment escorts per policy
• Home safety checks: clutter reduction, fall‑risk mitigation

Basic Health Support Under Supervision

HHAs assist with basic health monitoring directed by an RN or clinician. State what’s allowed and who to call if something changes.

Example: “Take and record blood pressure and pulse each visit; report >10‑point change to the RN within 15 minutes.”

Reinforce that HHAs follow the care plan and do not make clinical decisions. The goal is timely observation and escalation, not independent assessment.

• Observe and report changes in condition, appetite, skin, mood
• Take vitals (BP, pulse, temperature, weight, pulse ox) as trained
• Medication reminders or assistance per state rules and care plan
• Support with prescribed exercises or devices as directed
• Follow emergency protocols; escalate promptly to supervisor

Documentation & Communication

Accurate documentation protects clients and agencies. Specify the tools, cadence, and EVV expectations to ensure compliance with payors and the 21st Century Cures Act.

For example, require clock‑in/out with GPS, daily notes tied to the care plan, and same‑day incident reporting. Provide who to notify (RN, office) and the timeframe for each type of update.

Strong documentation standards in your posting deter candidates who don’t chart consistently.

• Electronic Visit Verification (EVV) check‑in/out with GPS/time
• Daily visit notes and task completion in app or paper chart
• Incident, fall, and exposure reporting within defined timelines
• Timely communication with RN supervisor and office staff
• Protect privacy and PHI; follow HIPAA and agency policies

What Home Health Aides Cannot Do (Scope of Practice)

Setting “do‑not” lines in your posting prevents risky assignments and mismatched expectations. Scope varies by state and payer (e.g., Medicare), so include a clear disclaimer.

Emphasize that RN delegation rules control what tasks HHAs may perform and that clinical judgment stays with licensed clinicians. If you serve multiple payers, note any stricter limitations that apply.

A tight scope section reduces denials and protects your license.

Medicare/State Limits (Always Verify Locally)

• No sterile wound care, complex dressing changes, or independent wound assessment
• No invasive procedures (e.g., catheters insertions/removals) unless permitted with special training and RN delegation per state rules
• No medication administration beyond reminders unless state‑authorized and delegated; no injections or IVs
• No nursing assessments, care plan changes, or clinical decision‑making
• No financial management, banking, or handling client funds outside policy
• No heavy housecleaning, yard work, or tasks unrelated to the client’s care
• State variation example: Many states (including NY) require state‑approved HHA training (often 75 hours) and registry verification; always confirm the latest local requirements and RN delegation limits.

Qualifications and Requirements

Clear minimums attract qualified aides and reduce onboarding friction. Specify must‑haves vs. nice‑to‑haves to widen your funnel while staying compliant.

Call out training hours or certifications required by Medicare‑certified agencies and any state add‑ons. If you accept CNAs for HHA roles, say so explicitly to broaden reach.

Distinguish credentials from soft skills so candidates self‑screen accurately.

Education, Training, and Certifications

• HHA certificate from a state‑approved program or CNA license where accepted for HHA roles
• CPR and First Aid (AHA/Red Cross or equivalent), renewed per policy
• Federal Medicare‑certified agencies: minimum 75 hours of training and competency evaluation; states may require more
• Alzheimer’s/Dementia, Safe Transfers/Body Mechanics, and Infection Control training preferred

Licenses, Checks, and Clearances

• Background checks: federal/state, OIG exclusion list, sex offender registry
• TB screening and/or chest x‑ray; immunizations as required (e.g., influenza, COVID‑19 per policy), and titers/records (MMR, Varicella, Hep B) where applicable
• Valid driver’s license, clean MVR, personal auto insurance if transporting clients
• Eligibility to work in the U.S.; E‑Verify where required

Important Qualities and Soft Skills

• Empathy, patience, cultural competence, and clear communication
• Reliability, punctuality, and strong boundaries in home settings
• Safe lifting and transfer techniques; follows instructions precisely
• Tech‑comfortable with EVV apps and basic smartphone use
• Professionalism in client homes (privacy, respect, non‑judgment)

Work Environment, Schedule, and Safety

Spell out typical settings and shift expectations so aides self‑select into the right roles. Most HHAs work in private homes with variable conditions, pets, and family dynamics.

Conditions may include stairs, limited space, or smoking households, depending on client preference and agency policy. Let candidates know how you handle PPE availability in homes and what to do if conditions are unsafe.

Clear expectations reduce surprises, cancellations, and turnover.

Shifts can be hourly, part‑time, full‑time, live‑in, overnight, or weekend/holiday rotations. Provide radius expectations, on‑call requirements, and weather travel policies.

Clarify who sets the schedule (office vs. client/family) and expectations for same‑day coverage changes. Note any smoke‑free visit requirements or pet policies to avoid mismatches.

Clear boundaries reduce cancellations and unscheduled overtime.

Physical Demands, Infection Control, and Incident Reporting

HHAs frequently stand, bend, and assist with transfers and may need to lift or support up to 50 lbs with or without reasonable accommodation.

Reinforce universal precautions, hand hygiene, and PPE use in homes with limited supplies. Require prompt incident reporting for falls, exposures, and unsafe environments with a defined escalation path to the RN and office.

Include timeframes for reporting and documentation so expectations are consistent across cases. The takeaway: safety language in your job post signals professionalism and reduces injuries.

Pay, Benefits, and Transparency Language

Compensation clarity improves applicant quality and saves time. Include base pay, differentials, travel/mileage details, and benefits in the posting to meet pay transparency rules where applicable.

If rates vary by shift or acuity, say so up front and explain how final pay is determined. Transparency also supports equity and reduces negotiation friction.

Update ranges as reimbursement and market conditions change.

National Baseline (BLS 2024) and Example Ranges

According to the U.S. Bureau of Labor Statistics, the May 2024 median annual wage for home health and personal care aides was $34,900 (national).

Local rates vary by market, shift, client acuity, and payer. A common hourly range for agency HHAs is $15–$24 in many regions, with higher rates in high‑cost metros and for nights/weekends.

Use state wage data to align your range to your zip codes and add shift differentials for overnights or last‑minute fills. Update ranges quarterly to reflect reimbursement and market changes.

Pay Transparency & Overtime/Travel Time Notes

Model wording:

• Pay range: $18.50–$22.50 per hour (NYC/WA/CO transparency compliant). Final rate based on experience, certifications, shift, and coverage radius.
• Differentials: +$1.00/hr evenings, +$2.00/hr overnights, +$1.50/hr weekends.
• Travel/mileage: Paid travel time between client visits at hourly rate; mileage reimbursed at agency rate (e.g., IRS standard) when using personal vehicle.
• Overtime: Non‑exempt; overtime paid at 1.5x regular rate for hours over 40/week (state rules may be more protective).

Copy-Ready Job Description Templates

Paste these blocks into your ATS or job board and edit for your state, payer mix, and schedule. Keep the supervision, scope, and EVV details intact for compliance, and tailor pay ranges and differentials to your market.

Use concise bullets to highlight duties, requirements, and schedule options. Add your coverage radius and client types to boost search relevance. These templates are structured for readability and fast screening.

Short Template (General HHA)

Job Title: Home Health Aide (HHA)

Summary: Provide compassionate in‑home support with ADLs, light housekeeping, simple meals, and safety monitoring under RN supervision per the plan of care.

Responsibilities:

• Assist with bathing, grooming, dressing, toileting, and safe mobility
• Prepare simple meals; encourage hydration and monitor intake
• Light housekeeping, laundry, and bed linens in client areas
• Medication reminders only per care plan and state rules
• Document visits and complete EVV check‑in/out with accuracy

Requirements:

• State‑approved HHA certificate or CNA (where accepted)
• CPR/First Aid; TB screen; background check
• Reliable transportation and a smartphone for EVV

Schedule & Pay: Part‑/full‑time, days/evenings/weekends; list coverage radius. Pay $18–$22 per hour DOE, with shift differentials where applicable.

EEO: We’re an equal opportunity employer. Reasonable accommodations available.

Comprehensive Template (Agency, W2)

Job Title: Home Health Aide (HHA) – Agency Employee (W‑2)

Summary: Support clients at home with ADLs, household tasks, and basic health monitoring. Follow the RN plan‑of‑care, document in the EVV app, and report changes promptly to the supervisor.

Key Responsibilities:

• ADLs and safe transfers; skin checks and routine repositioning
• Light housekeeping in client areas; laundry; meal prep and feeding
• Vitals per training; observe and report condition changes each visit
• Medication reminders only; no injections/IVs or independent judgment
• EVV check‑in/out; daily notes; timely incident reporting

Qualifications:

• HHA certificate (state‑approved) or CNA where permitted
• CPR/First Aid; TB screen; immunizations per policy
• Background check; valid driver’s license/insurance if transporting

Compensation & Benefits:

• Pay range: $19.00–$23.50/hr based on experience, shift, and coverage radius
• Overtime at 1.5x; paid travel time between clients; mileage reimbursement
• Benefits: health/dental/vision (FT), PTO, paid training, referral bonuses

EEO/ADA: We value diversity and provide reasonable accommodations to perform essential functions (e.g., lifting/support up to 50 lbs with assistance).

Live-In / Overnight HHA Template

Job Title: Live‑In/Overnight Home Health Aide (HHA)

Summary: Provide nighttime supervision and morning/evening ADL support in the client’s home. Maintain safety, comfort, and documentation with minimal disruption under RN direction.

Responsibilities:

• Evening/morning ADLs; toileting support and safe repositioning
• Overnight safety checks; respond to call needs and report changes
• Light housekeeping in client areas and next‑day meal prep
• Medication reminders per plan; EVV check‑in/out and daily notes

Schedule & Pay:

• Live‑in: Defined on‑duty hours with scheduled rest/sleep periods per state law; private room provided
• Overnight: 10p–6a typical; differentials apply for nights/weekends
• Pay: $200–$300/day live‑in or $21–$25/hr overnight, DOE and market

Requirements: HHA certificate, CPR/First Aid, TB screen, background check. Strong boundary‑setting, professionalism, and nighttime alertness required.

Pediatric/Hospice HHA Template

Job Title: Pediatric/Hospice Home Health Aide (HHA)

Summary: Deliver family‑centered, age‑appropriate care and comfort under RN supervision. Follow direction closely, communicate sensitively, and document thoroughly in the EVV app.

Responsibilities:

• Age‑appropriate ADLs; safe transfers and positioning per plan
• Comfort care, gentle range‑of‑motion, and timely symptom reporting
• Support feeding routines; light housekeeping and laundry in client areas
• Family communication with empathy; accurate EVV documentation

Requirements:

• Pediatric or hospice experience preferred; HHA certificate
• CPR/First Aid; TB screen; background check
• Excellent communication, cultural sensitivity, and reliability

Compensation: $20–$26/hr DOE and shift; weekend/overnight differentials. EEO employer; reasonable accommodations available.

How to Write an HHA Job Post That Attracts Qualified Aides

Strong posts blend clarity, compliance, and benefits. Start with a crisp job summary, then list the exact shifts, pay range, and documentation expectations so serious HHAs hit “apply.”

Use straightforward language, match duties to what your RN will direct, and include the EVV requirement. Add your coverage radius and client types to improve search results and set expectations.

The goal is to pre‑answer common questions and reduce unqualified applicants.

Must-Have Sections and Keywords

• Job title with location and shift (e.g., “Home Health Aide (HHA) – Evenings”)
• Summary with supervision note (RN‑directed) and EVV mention
• Duties: ADLs, housekeeping, meals, basic monitoring, documentation
• Qualifications: HHA/CNA, CPR/First Aid, checks, TB/vaccines
• Pay range, differentials, travel time/mileage, benefits
• Schedule and coverage radius; clients served (private duty, Medicare)
• Keywords: home health aide job description, HHA job description, home care aide job description, home health aide duties and responsibilities, home health aide qualifications

Inclusive, EEO/ADA Language

Use statements that welcome diverse candidates and clarify essential functions without discouraging qualified applicants. Sample wording:

• EEO: “We’re an equal opportunity employer. We welcome all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.”
• ADA: “Essential functions include assisting with transfers and repositioning. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.”

Tip: If you use contractors (registries), add a brief note about 1099 terms and supervision differences; most agency HHAs should be W‑2 non‑exempt employees.

Compliance & Documentation Expectations

Set documentation standards upfront to prevent denials and protect PHI. A short compliance section in your post filters in candidates who take charting seriously.

Tie each standard to a tool or timeline to make expectations concrete. Clarify that accuracy and timeliness are part of performance reviews. Candidates who value compliance will self‑select in.

EVV, Charting, and Privacy (HIPAA)

• EVV: Clock in/out using the agency app with GPS/time; avoid shared logins
• Notes: Document tasks completed, vitals, meal/fluid intake, bowel/bladder, skin checks, and client response
• Incidents: Report falls, injuries, exposures, or home hazards immediately and complete incident forms within 24 hours
• Privacy: Discuss care only with authorized contacts; secure devices; no photos without written consent

FLSA: Overtime, Travel Time, and Mileage

• Classification: HHAs employed by agencies are typically W‑2 non‑exempt; overtime owed after 40 hours/week (state rules may vary)
• Travel time: Time between client homes in the same workday is compensable; normal commuting is not
• Mileage: Reimburse at an agency or IRS rate when personal vehicles are used; ensure expenses don’t push wages below minimum wage
• Differentials and multiple rates: Calculate overtime using the weighted average rate across shifts

Interview Questions and Candidate Screening

A structured interview plus brief skills checks predicts performance and safety. Use scenarios to assess judgment, boundaries, and communication.

Combine behavior‑based questions with short demonstrations (e.g., vitals, hand hygiene) to confirm competence. Note red flags such as resistance to documentation or unclear scope awareness.

Consistency across interviewers improves fairness and quality.

Scenario-Based Questions and Skills Checks

• “You arrive and find a client on the floor. What do you do first? When do you call the RN/911?”
• “A client refuses a shower but needs hygiene support. How do you respond?”
• “How do you document vitals and a new rash in the EVV app?”
• “A family asks you to trim toenails or change a wound dressing. What do you say?”
• “Describe safe transfer steps from bed to wheelchair with a gait belt.”
• Skills checks: hand hygiene; donning gloves; measuring pulse/BP; mock EVV note; safe body mechanics

Performance Expectations: 30-60-90 Day Plan & KPIs

Early clarity reduces turnover and improves client outcomes. Share this plan at hire and review weekly during the first month.

Set measurable indicators tied to EVV, documentation, and safety to reinforce priorities. Use RN spot‑checks and audits to coach early.

Progress milestones help identify top performers and training needs.

• 0–30 days: Complete onboarding, EVV and HIPAA training, shadow visits, and first solo shifts. KPI: 95% on‑time EVV; 100% completion of onboarding modules; zero safety violations.
• 31–60 days: Expand to a stable caseload; demonstrate accurate documentation and timely incident reporting. KPI: 98% visit completion; zero late notes; positive RN spot‑check.
• 61–90 days: Master complex routines; mentor new aides on one shadow shift. KPI: client satisfaction ≥4.5/5; zero preventable call‑offs; adherence to care plan on audits.

Career Path: HHA vs PCA vs CNA vs Home Health Nurse

Clarifying role boundaries helps you hire the right level for the care plan. In many states, HHAs provide personal care under clinical supervision; PCAs focus on non‑medical support; CNAs have broader clinical training; nurses deliver skilled care.

Use these distinctions to select the correct title and pay band for each posting. Aligning roles with client needs reduces denials and improves outcomes. Candidates also gain a transparent view of advancement options.

• HHA: Personal care, light housekeeping, basic monitoring; RN‑directed; training per state and federal rules
• PCA: Often non‑medical personal care/companionship; may have lighter training; limited health tasks
• CNA: State‑licensed; works in facilities and sometimes home care; can perform more clinical tasks under nurse supervision
• Home Health Nurse (RN/LPN): Skilled nursing (wounds, meds, assessments), creates or executes care plans, supervises HHAs

FAQs

What can an HHA not do?

HHAs typically cannot perform sterile wound care, administer injections or IVs, insert catheters, make clinical assessments, or handle client finances.

Medication administration is restricted unless state‑authorized and delegated by a nurse. Always include a state‑variation disclaimer in your post and link to your state’s rules.

Do HHAs administer medications?

Usually no—HHAs provide reminders and may assist with pre‑set pillboxes per the care plan.

Some states allow limited medication assistance with specific training and RN delegation. Clarify exactly what’s allowed in your posting and onboarding materials.

Is travel time paid?

Travel time between client homes during the workday is generally compensable for W‑2 non‑exempt HHAs. Normal commuting (home to first client/last client to home) is typically not.

Spell out travel time pay and mileage reimbursement in your job post to stay compliant and competitive.

Sources & Data Notes

• U.S. Bureau of Labor Statistics (May 2024). Home Health and Personal Care Aides: Occupational Employment and Wages. https://www.bls.gov/ooh/healthcare/home-health-aides-and-personal-care-aides.htm and state/area data pages
• U.S. Department of Labor, FLSA: Hours Worked (Travel Time), Domestic Service Final Rule. https://www.dol.gov/whd
• Centers for Medicare & Medicaid Services (CMS): Electronic Visit Verification (EVV) – 21st Century Cures Act. https://www.medicaid.gov/medicaid/home-community-based-services/guidance/electronic-visit-verification/index.html
• State examples: New York State Department of Health (HHA training/registry); California Home Care Aide Registry (HCA). Verify current state scope‑of‑practice, training hours, and delegation rules.

Updated for 2025. Always verify state and payer requirements before posting.