Anne Wünsche in Mallorca: A job offer with a catch — who fits the role of personal assistant?

Anne Wünsche in Mallorca: A job offer with a catch — who fits the role of personal assistant?

Key question: How fair and legally secure is a job that demands constant availability, flexibility without precise conditions, and an undisclosed salary?

On a mild October morning, a few kilometres outside Palma, you can see delivery vans and joggers on the road to the coast, and the boats in the harbour are still rocking slightly. There, it is said, lies the luxury villa of former TV personality Anne Wünsche—about a fifteen-minute drive from the centre. She has left Berlin behind and is now looking for a full-time personal assistant to support her on site. The ad sounds like an adventure: organising appointments, travel planning, accompanying to doctor appointments, administrative tasks and even camera accompaniment in everyday life. At the same time, some formulations flash like warning lights.

The role requires very good German and English skills; Spanish is not mandatory. The assistant should be reachable, including on weekends and public holidays, and it explicitly says it would be "an advantage" if applicants are not mothers of young children. The offered monthly salary is not specified; applications should ideally already live on the island and be sent by e-mail to annewuensche.info@gmail.com.

Critical analysis

This sounds like a close, personally shaped employment relationship, not a standard office job. If availability on weekends or stepping in for unforeseen appointments is expected, this should be regulated in a clear contract: working hours, on-call compensation, compensatory days. Without such provisions, overtime without compensation threatens — a typical problem with private assistant positions.

The formulation that it would be "an advantage" not to be a mother with young children hits a sensitive point: openly phrased like this it comes across as indirect discrimination, which for many people already looks like a red flag. No one should be excluded as a candidate on the basis of family situation — legally this raises questions in any case.

What is missing from the public debate

The headlines emphasise names and prominence, seldom the practicalities: How is the employment contract structured? Who pays social contributions? Who bears responsibility for accommodation or commuting costs? On an island with a tight housing market these points are central — especially if an employer requires someone to be on site quickly.

An everyday scene from Mallorca

I picture the scene: A taxi drives along the coastal road, the driver discussing apartment prices on the way to Cala Major. A young woman in business clothes gets out, scrolls briefly through the application e-mail on her smartphone and sighs. She comes from inland, has a rental contract but no family locally. Situations like this matter when the position is to be filled "immediately".

Concrete approaches

Anyone interested in such a position or advertising such a position should consider the following points:

1. Clear written contract: Working hours, weekend and public holiday arrangements, on-call compensation, notice periods and holiday entitlement should be set out in writing.

2. Registration with the Seguridad Social: Legal employment means social security, payslips and contributions — both protect employees and employers on the island.

3. Salary transparency: A concrete salary range reduces frivolous applications and shows appreciation for the required commitment.

4. Mobility and accommodation: Clear agreements on rides, travel expenses or accommodation help avoid misunderstandings.

5. Child-friendly solutions: Avoid formulations that categorically disadvantage applicants with children. Instead, consider flexible services or working time models.

6. Professional support: A gestoría or employment law advice in Mallorca can help find the right contract form — for domestic staff or personal assistants, for example.

Conclusion

Prominent employers bring visibility — that makes jobs attractive but also susceptible to ambiguities. Those who work here deserve more than a handshake and an e-mail: clear rules, social protection and respectful wording. For applicants: ask questions, demand written agreements and ensure that the flexibility the job requires does not turn into unpaid constant on-call duty. For the employer: if you expect proximity and availability, you should reliably and transparently provide corresponding compensation — that builds trust and prevents later disputes.