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Leave and holidays
. The Model Law mandates paid annual leave of three 
working weeks in line with the Holidays with Pay Convention (Revised), 1970 
(No. 132). Domestic workers also have an entitlement to the public holidays that 
are available to the general labour force and to paid sick leave of ten days.
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Working hours and wages
.
 
The Model Law recognizes the relationship between 
working hours and wages and the interconnection of the regulatory models that 
govern each. It requires employers to ensure that domestic workers are 
remunerated at a level that can sustain a decent standard of living without recourse 
to excessive working hours, in line with 
general ILO principles
. It also singles out 
excessively short hours, requiring that they be avoided if possible. It is assumed 
that the intricacies of wage regulation will be elaborated in separate wage laws, 
which may specify, for example, a minimum wage, mechanisms for determining 
and adjusting wage levels, and standards for frequency and modes of payment.
 
6.2 The “flexibility” standards 
The second dimension of the framed flexibility model embraces norms intended to 
provide for two exigencies: the employer‘s need for the emergency presence of the worker 
and the worker‘s need for time to devote to elements of his or her life beyond waged 
labour. These ―flexibility‖ standards are therefore fashioned to recognize and facilitate 
unpredictable demands while ensuring protection for domestic workers. In particular, 
taking account of the number of domestic jobs that involve care work, the standards 
facilitate the level of flexibility suited to a care work profession, yet they also draw on 
contemporary innovations that enhance the autonomy of the individual worker. The 
following sections outline the three elements of the temporary flexibility standards: ―on-
call‖ work, working time adjustments and family emergency leave.