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Nanny Guide UK

Learn how to find, interview and employ a nanny in the UK, including nanny costs, gross pay, contracts, payroll, background checks, registration, insurance, holidays, expenses, duties and childcare financial support.

Calculate the Cost of a Nanny
Recruitment, Checks & Interviews Pay, Contracts & Employment
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Calculate Nanny Costs

Estimate gross salary, employer on-costs, expenses, payroll, recruitment and total annual cost.

Use Nanny Calculator
Plan the Complete Employment Cost
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Find and Check a Nanny

Prepare a job description, interview candidates, contact references and complete appropriate checks.

Recruitment Guide
Shortlist Suitable Candidates
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Understand Employer Duties

Review contracts, payroll, holiday, pension, insurance, sickness, notice and employment records.

Employer Checklist
Prepare Before the Nanny Starts

Nanny Cost Calculator UK

Estimate the complete cost of employing a nanny from gross hourly pay, weekly hours, paid weeks, employer on-costs, expenses, payroll, insurance and recruitment costs.

Enter Your Proposed Nanny Arrangement

Use gross pay rather than the nanny’s intended take-home pay. The employer on-cost percentage is a planning assumption and should be replaced with a professional payroll calculation.

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Enter pay before employee tax and deductions.
Include paid working weeks and paid holiday as appropriate.
Planning percentage for employer costs and employment obligations.
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Include mileage, transport, activities and agreed petty cash.
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Enter a one-off amount for the first year.
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Training, equipment, outings or other employment costs.
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Enter support only where the nanny and arrangement qualify.
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Your Nanny Cost Estimate Will Appear Here

Add gross pay, hours, paid weeks, employer on-costs and additional expenses to estimate the complete family budget.

Your Estimated Nanny Cost

Estimated Monthly Family Cost £0 After Confirmed Support Entered
Gross Weekly Pay £0
Gross Annual Salary £0
Estimated Employer On-Costs £0
Annual Nanny Expenses £0
Other First-Year Costs £0
Estimated First-Year Total £0
Estimated Ongoing Annual Cost £0
Effective Cost Per Paid Hour £0
Arrangement Selected Full-Time Nanny
This is a planning estimate and not a payroll or legal calculation.

What Hiring a Nanny Usually Involves

Nanny care can provide flexibility and individual attention, but the family may also take responsibility for recruitment, employment, payroll and backup childcare.

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Individual Care A nanny usually provides focused care for one family’s children in their own home.
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Gross Pay Salary should normally be discussed as gross pay before employee deductions.
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Employer Duties The family may need to manage payroll, a contract, holiday, pension and employment records.
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Backup Care A separate plan may be needed when the nanny is ill, on leave or unexpectedly unavailable.
Review Nanny Employer Duties

Explore Nanny Costs and Childcare Comparisons

Compare nanny care with nurseries and childminders, calculate required childcare hours and review financial support.

Nursery vs Nanny Compare Cost and Care
Childminder vs Nanny Compare Home-Based Care
Childcare Hours Plan Weekly Coverage
Tax-Free Childcare Check Approved Care Rules
Financial Support Compare Childcare Help
View All Childcare Guides
Child receiving attentive home-based care from a childcare professional
A good nanny arrangement combines warm childcare with clear duties, realistic hours, professional boundaries and a written employment agreement.

Hiring a Nanny Is Both a Childcare and Employment Decision

A nanny can offer personalised care, support several siblings, manage school runs and follow the family’s daily routine. However, choosing a nanny also means assessing one individual’s experience, judgement, reliability and suitability for your home.

Families should calculate the complete employment cost, agree gross pay, conduct appropriate checks, contact references and prepare a clear written contract before the nanny begins work.

  • Define the hours and child-related duties clearly.
  • Discuss salary as gross pay rather than guaranteed take-home pay.
  • Check identity, right to work, references and employment history.
  • Complete appropriate criminal-record and safeguarding checks.
  • Prepare payroll, insurance and a written employment contract.
  • Arrange backup childcare for sickness and annual leave.

What Is a Nanny in the UK?

A nanny is a childcare professional who normally cares for children in the family’s home. The role can be full time, part time, temporary, live in, live out or shared between two families.

Unlike a nursery or childminder place, a nanny arrangement centres on one person working directly with the family. The nanny may become an employee of the parent or parents, depending on the real working arrangement.

Live-Out Nanny

A live-out nanny travels to the family home for agreed working hours and leaves after the working day. The family does not provide accommodation as part of the role.

Live-In Nanny

A live-in nanny is provided with accommodation, commonly within the family home or a separate attached space. Privacy, use of the home, meals, visitors, working time and accommodation arrangements should be set out clearly.

Part-Time Nanny

A part-time nanny works fewer days or shorter hours each week. The role can cover selected working days, school hours, mornings or afternoon care.

After-School Nanny

An after-school nanny may collect children, prepare food, supervise homework, arrange activities and provide care until a parent finishes work.

Temporary or Emergency Nanny

Temporary nannies can cover a short-term job, illness, nursery closure, holiday period, new baby or an existing nanny’s absence.

Nanny Share

A nanny share involves one nanny caring for children from two families. The arrangement can reduce each family’s cost, but hours, location, payroll, holidays, illness and decision-making require careful agreement.

Mother’s Help

A mother’s help commonly works alongside a parent rather than having sole charge throughout the day. Experience and pay can differ from those of an experienced sole-charge nanny.

Nanny Type Typical Arrangement Main Point to Check
Full-Time Nanny Regular weekday care for one family Complete annual salary and employer costs
Part-Time Nanny Selected days or reduced hours Guaranteed hours and holiday calculation
Live-In Nanny Accommodation provided with the role Privacy, working time and accommodation terms
After-School Nanny Collections and afternoon care School holidays and additional hours
Nanny Share Care shared by two families Separate employment, costs and decision-making
Temporary Nanny Short-term or emergency cover Status, agency terms and end date
The title used for the role does not decide employment status. The real working relationship, control, duties and financial arrangements must be considered.

How to Find a Nanny in the UK

Start by defining the job accurately. A clear role attracts more suitable applicants and reduces disagreement about hours, duties, salary and expectations.

1

Write a Detailed Job Description

Include children’s ages, working days, start and finish times, location, salary basis, driving needs, duties, pets and the proposed start date.

2

Decide How to Recruit

Choose direct advertising, personal recommendations, a specialist nanny agency or a combination of routes.

3

Review Applications Consistently

Compare relevant childcare experience, employment history, qualifications, location, availability and salary expectations.

4

Conduct Structured Interviews

Ask each candidate similar questions about routines, safeguarding, emergencies, behaviour, communication and practical arrangements.

5

Check References and Documents

Verify identity, right to work, recent childcare references, employment gaps, qualifications and applicable checks.

6

Make a Conditional Written Offer

State that employment is subject to satisfactory checks, references, right-to-work verification and contract agreement.

Using a Nanny Agency

A reputable agency may help source candidates, review experience, obtain references and explain replacement terms. Ask exactly which checks the agency completes and which remain the family’s responsibility.

Recruiting a Nanny Directly

Direct recruitment can reduce agency fees but requires the family to manage advertising, shortlisting, interviews, checks, references, offers and employment preparation.

Recommendations From Other Families

A personal recommendation can be useful, but it should not replace independent references, document checks or an assessment of whether the nanny suits your children and role.

Do not share unnecessary information about the children, home, routine or security arrangements in a public job advertisement.

Nanny Interview Questions

A nanny interview should cover childcare experience, judgement, safeguarding, communication, practical duties and the employment arrangement. Use open questions that require examples rather than simple yes-or-no answers.

Experience

Which ages have you cared for, and what were your main responsibilities in your most recent nanny role?

Daily Routine

How would you plan a typical day for children of these ages?

Safeguarding

What would you do if you became concerned about a child’s safety or wellbeing?

Emergency

Describe a childcare emergency you have handled and what you learned from it.

Behaviour

How would you respond to biting, hitting, refusal, tantrums or sibling conflict?

Communication

How do you prefer to share information about meals, sleep, activities and concerns?

Outings

Which groups, parks, classes and community activities would you use?

Employment

What gross salary, guaranteed hours, overtime and expense arrangements do you expect?

Ask Why Previous Roles Ended

Employment endings can be entirely ordinary, but the explanation should be consistent with references and the candidate’s work history.

Discuss Parenting Preferences

Ask about meals, naps, screen use, discipline, outings, learning, independence and household rules. Differences should be identified before the role begins.

Discuss Professional Boundaries

Cover confidentiality, photographs, social media, visitors, personal phone use, household privacy, keys, security systems and family information.

Observe Interaction With the Children

A supervised meeting or paid trial can show warmth, communication, judgement and how naturally the candidate adapts to the children. It should not replace formal checks or references.

Do Not Ask Discriminatory Questions

Recruitment decisions should be based on lawful job requirements. Families should recruit fairly and obtain professional guidance if unsure about acceptable questions.

Take interview notes using the same criteria for each candidate. Avoid deciding solely from personality or an immediate emotional impression.

Nanny Checks and References

Checks reduce risk but do not guarantee future behaviour. References, interviews, document verification and ongoing communication should be considered together.

Identity

Verify the candidate’s identity using original, valid documents. Ensure names and dates are consistent across documents, qualifications and references.

Right to Work

The employer should complete the appropriate right-to-work check before employment begins and retain the required evidence.

Criminal-Record Checks

The applicable criminal-record system depends on where the nanny will work. Families should check the correct route for England and Wales, Scotland or Northern Ireland and whether an existing certificate can be considered through an update service.

References

Obtain recent childcare references and contact referees directly. Confirm the dates, duties, ages of children, reliability, reason for leaving and whether the referee would employ the nanny again.

Employment Gaps

Ask candidates to explain significant gaps in employment. A gap is not automatically a concern, but the explanation should be clear and consistent.

Qualifications

Verify claimed childcare, teaching, nursing or early years qualifications. Consider whether overseas certificates require additional explanation or comparison.

Paediatric First Aid

Check the course provider, training content and expiry date. Discuss how the nanny would respond to choking, burns, head injuries, allergic reactions and emergency illness.

Driving

Where driving is required, check the licence, insurance, vehicle, penalty history and arrangements for car seats, mileage, parking and accidents.

Overseas History

A UK criminal-record check may not cover periods lived abroad. Consider appropriate overseas checks, certificates or references where relevant.

Check What to Verify When to Complete It
Identity Original valid documents Before confirming employment
Right to Work Correct official evidence Before employment begins
Criminal Record Correct national check and status Before unsupervised care
References Recent childcare history and duties Before the final offer
Qualifications Original certificate and issuing body During recruitment
First Aid Course content and expiry date Before the start date
Driving Licence, insurance and vehicle suitability Before transporting children
Never rely only on an agency statement that a candidate is “fully checked.” Ask which checks were completed, when they were completed and whether you can review the evidence.

Families can review official information about employing staff through GOV.UK’s employer guidance.

Nanny Employer Responsibilities in the UK

Where the nanny is an employee, the family may need to manage the same core responsibilities as another small employer. Paying a nanny through cash or bank transfer does not remove employment, payroll or tax obligations.

Confirm Employment Status

A nanny who works regular hours, follows the family’s instructions and provides personal service is often an employee, but status must be assessed from the actual arrangement.

Agree Gross Pay

Gross pay is the salary before employee tax and deductions. Agreeing a guaranteed net amount can transfer the risk of tax-code changes or other deductions to the employer.

Register and Operate Payroll

An employer may need to register, calculate deductions, report pay, produce payslips and make payments to the relevant authority. Specialist nanny payroll services can assist.

Provide a Written Statement or Contract

The nanny should receive written employment particulars covering pay, hours, duties, workplace, holiday, sickness, notice and other required terms.

Workplace Pension Duties

Auto-enrolment duties can apply depending on the nanny’s age, earnings and circumstances. The employer should complete the required assessment and records.

Paid Holiday

Employees have holiday rights. Entitlement and booking rules should be calculated accurately for the working pattern and stated in the contract.

National Minimum Wage

Pay must comply with the applicable legal minimum. Live-in arrangements, deductions and accommodation can require careful assessment.

Employers’ Liability Insurance

Check whether employers’ liability insurance is required and whether the family’s home or household policy provides appropriate cover.

Health and Safety

The family should provide a reasonably safe workplace, suitable equipment and clear information about risks, allergies, medication, alarms, pets and emergency procedures.

Records and Privacy

Keep payroll, employment, holiday and sickness records securely. Protect the nanny’s personal information and agree how family data, photographs and digital accounts are handled.

Paying an agency does not always mean the agency employs the nanny. Read the agency agreement to identify who is legally responsible for payroll and employment.

Use the official employment-status checking service and obtain professional advice where the arrangement is unclear.

What to Include in a Nanny Contract

A clear nanny contract protects both the family and the nanny. It should reflect the real arrangement rather than relying on a generic template that does not match the role.

Parties and Start Date

Record the employer, employee, start date, continuity date where relevant and normal place of work.

Working Hours

State normal days, start and finish times, guaranteed hours, breaks, flexibility expectations and arrangements for additional work.

Gross Salary

Include gross hourly, weekly, monthly or annual salary, pay dates, overtime rates and how additional hours are authorised.

Duties

Describe childcare and child-related duties, such as meals, laundry, tidying play areas, school collections, activities and keeping children’s belongings organised.

Expenses

Explain mileage, public transport, activities, petty cash, meals, parking, receipts and reimbursement timescales.

Holiday

Record entitlement, booking procedure, notice, bank-holiday treatment and whether the employer can require some leave to match family holidays.

Sickness

Include reporting, evidence, sick-pay arrangements and what the nanny should do if symptoms could put a child or vulnerable family member at risk.

Notice and Probation

State any probation period, review point and notice required from either party. Terms must remain lawful and should not be treated as permission for unfair treatment.

Confidentiality and Photographs

Cover family information, photographs, social media, location sharing, school details, medical information and conversations overheard in the home.

Driving and Vehicles

Explain whether the nanny uses a family car or personal vehicle, along with insurance, fuel, mileage, parking, cleaning, car seats and accident reporting.

House Rules

Include reasonable expectations for visitors, smoking, alcohol, personal phone use, pets, keys, alarms, food, household equipment and private areas.

Contract Section Details to Record
Hours Days, start, finish, breaks and guaranteed hours
Pay Gross salary, pay date, overtime and reviews
Duties Childcare and agreed child-related household tasks
Holiday Entitlement, booking, notice and family holiday rules
Sickness Reporting, evidence and sick-pay terms
Expenses Mileage, activities, receipts and reimbursement
Notice Probation and notice from both parties
Privacy Photos, family information and social media
Contract terms cannot remove statutory employment rights. Obtain specialist advice where a clause affects pay, dismissal, holiday, deductions, accommodation or working time.

Typical Nanny Duties

A nanny’s main responsibility is the care, safety and development of the children. Household tasks should normally be connected to the children unless a broader role is clearly agreed and paid appropriately.

Daily Childcare

  • Supervising children safely at home and during outings.
  • Preparing age-appropriate meals, milk and snacks.
  • Supporting sleep, naps, nappies and toileting.
  • Planning play, reading, creative activity and outdoor time.
  • Taking children to school, nursery, groups and appointments.
  • Communicating with parents about the child’s day.

Child-Related Household Duties

  • Washing and organising children’s clothes.
  • Cleaning bottles, feeding equipment and highchairs.
  • Tidying play areas and children’s bedrooms.
  • Preparing nursery or school bags.
  • Managing children’s equipment and supplies.

General Housework

Whole-house cleaning, adult laundry, cooking for all adults, shopping for the complete household or extensive housekeeping should not be assumed. A combined nanny-housekeeper role should be described clearly and reflected in hours and pay.

Developmental Activities

A nanny can support language, movement, independence, creativity and social experience through everyday conversation, books, play, outings and age-appropriate responsibilities.

Daily Communication

Agree how meals, naps, nappies, activities, medication, accidents and concerns will be recorded. Avoid creating an excessive reporting burden that distracts from direct childcare.

Usually Appropriate

Childcare, children’s meals, children’s laundry, play-area tidying and school or activity preparation.

Needs Separate Agreement

Deep cleaning, adult laundry, complete household cooking and extensive personal-assistant duties.

Review the duties when a new baby arrives, a child starts school or the family’s working pattern changes.

Nanny Registration and Childcare Financial Support

Registration requirements and voluntary schemes differ across the UK. Registration can be important where a family wants to use approved-childcare support.

Nanny Registration in England

A nanny working in the child’s own home does not ordinarily follow the same compulsory registration route as a childminder. A nanny can choose the relevant voluntary registration route, subject to meeting its requirements.

Why Voluntary Registration May Matter

Registration can help an eligible family use certain childcare support schemes because the care may need to meet approved-provider conditions.

Tax-Free Childcare

Tax-Free Childcare can be used with eligible approved childcare, including qualifying nanny arrangements. The provider must satisfy the scheme requirements and be able to receive payments through the childcare account.

Universal Credit Childcare

Eligible Universal Credit claimants may be able to report approved nanny costs where the provider and arrangement meet current rules. Families should confirm eligibility before relying on reimbursement.

Different Rules Across the UK

Families in Scotland, Wales and Northern Ireland should use the relevant national childcare and registration services. Do not rely on an England-specific registration explanation for another UK nation.

Registration Does Not Replace Recruitment Checks

Even where a nanny is registered, the family should still complete its own interview, reference and document-review process.

Confirm registration and childcare-support eligibility before the nanny starts. Registration can take time and support may not cover payments made before the required approval is in place.

Review official nanny registration information and the Tax-Free Childcare rules before relying on financial support.

Nanny Holidays, Sickness and Backup Childcare

One nanny may provide highly consistent care, but the arrangement can stop when that individual is unavailable. Families should plan for paid leave, sickness and emergencies before the first absence.

Paid Holiday

Calculate the nanny’s holiday entitlement correctly for the working pattern. The contract should explain how leave is requested and how much notice is needed.

Family Holidays

A family holiday does not automatically remove the nanny’s right to normal pay. The contract should explain whether some nanny leave is required to coincide with family trips.

Travelling With the Family

A nanny accompanying the family is normally working rather than taking annual leave. Agree hours, pay, accommodation, meals, travel, privacy, insurance and time off.

Nanny Sickness

The contract should include reporting procedures and sick-pay arrangements. The family should know who provides care when the nanny cannot work.

Child Illness

One advantage of nanny care is that some children can remain at home during minor illness. However, the nanny should not be expected to accept unsafe exposure or provide care beyond their competence.

Emergency Backup

Backup may come from relatives, an emergency nanny agency, another known childcare professional, flexible work or a temporary provider.

Bank Holidays

State whether bank holidays are normal working days, paid days off or treated differently when they fall on a usual working day.

Situation What to Agree Backup Question
Nanny Holiday Entitlement, dates and notice Who provides planned cover?
Family Holiday Pay and whether nanny leave overlaps Is the nanny working or on leave?
Nanny Sickness Reporting and sick pay Who provides same-day care?
Child Illness What care is safe and expected When is medical support needed?
Bank Holiday Work, pay and time-off arrangements Is childcare needed that day?
A reliable backup plan is part of the real cost of nanny care, even when backup is only needed occasionally.

Live-In Nanny Guide UK

A live-in arrangement combines employment with accommodation. Clear boundaries are essential because the nanny’s workplace and home may be in the same property.

Private Accommodation

Agree which room and facilities are private, whether a bathroom is shared and what access the family has to the nanny’s accommodation.

Working Time

Living in the home does not mean the nanny is continuously on duty. Set clear working hours, breaks, babysitting arrangements and overnight responsibilities.

Meals and Household Costs

Explain which meals, utilities, internet, parking and household supplies are provided and whether any lawful deductions apply.

Visitors and Privacy

Agree reasonable rules for visitors, overnight guests, noise, shared rooms and family security without removing the nanny’s basic privacy.

Ending Employment

Consider what happens to accommodation when employment ends. Notice, access and moving arrangements should be handled carefully and lawfully.

Travel and Time Off

A live-in nanny should have genuine non-working time. The family should not assume availability simply because the nanny is present in the home.

Obtain specialist advice before making accommodation deductions or linking the right to occupy a room directly to employment termination.

Nanny Share Guide UK

A nanny share can reduce each family’s cost and give children social contact, but it creates additional employment and practical complexity.

Where Care Takes Place

Decide whether care rotates between homes or takes place mainly at one address. Consider travel, equipment, pets, security and suitability for all children.

Separate Employment Responsibilities

Each family should understand its employer, payroll, insurance and contract responsibilities rather than assuming the other family manages everything.

Salary

A nanny-share rate is commonly higher than caring for one family alone because the role involves additional children, coordination and responsibility. Each family’s contribution should be clear.

Schedules

Agree working hours, holidays, late collection, occasional changes and what happens when only one family needs care.

Child Illness

The families should agree what happens when one child is unwell and whether care can continue safely without exposing the other family.

Decision-Making

Discuss meals, naps, outings, screen use, discipline, transport, expenses and communication. Significant differences can make a share difficult.

Ending the Share

Contracts should explain what happens if one family leaves. The remaining family may not be able to continue the full employment cost alone.

Possible Advantage

Lower cost per family while retaining home-based care and a smaller group of children.

Possible Difficulty

Two employers, two homes and two family schedules require detailed agreement.

Families should not operate an informal nanny share without written contracts, payroll planning and agreement on what happens when one family withdraws.

Related Nanny and Childcare Guides

Compare nanny care with other childcare options and plan the complete family cost with these related resources.

Nanny Guide UK FAQs

Answers to common questions about nanny employment, pay, duties, registration, checks, contracts, holidays and childcare support.

A nanny normally cares for one family’s children in the family home. Duties can include meals, routines, activities, outings, school collections and child-related household tasks.
Many regular nanny arrangements create an employment relationship, but status depends on the real working arrangement rather than the label used by the parties.
You may need to register and operate payroll when employing a nanny. Check the current official rules or use a professional nanny payroll service.
Gross pay is normally clearer because employee deductions and employer costs can be calculated from a defined salary. Guaranteed net agreements can create unexpected employer costs.
Possible costs include employer contributions, pension duties, paid holiday, payroll, insurance, recruitment, checks, mileage, activities, training and backup childcare.
Written employment particulars are important and may be legally required. A clear contract should cover pay, hours, duties, holiday, sickness, notice, expenses and confidentiality.
Check identity, right to work, recent childcare references, employment history, qualifications, first aid, driving information and the appropriate criminal-record documentation.
The registration position differs by UK nation and arrangement. In England, a nanny can use a voluntary registration route, which may help families access approved-childcare support.
It may be possible where the nanny and childcare arrangement meet the approved-provider rules and the family meets the household eligibility conditions.
Eligible costs may be considered where the nanny and arrangement satisfy approved-childcare rules. Confirm eligibility before relying on reimbursement.
Yes. A nanny can care for siblings, and the salary can be agreed to reflect the number and ages of children and the responsibilities of the role.
Yes. A nanny share can reduce each family’s cost, but employment, payroll, location, holiday, sickness and withdrawal terms should be agreed clearly.
Child-related household tasks are common. Extensive general housework should be agreed separately and reflected in the job description, hours and pay.
Employees have paid-holiday rights. Entitlement should be calculated for the actual working pattern and included in the contract.
A family holiday does not automatically remove the nanny’s right to normal pay. The contract should explain whether nanny leave is required to overlap with family holidays.
The family may need relatives, flexible work, a temporary nanny or emergency agency cover. Sickness-reporting and pay terms should be included in the contract.
A nanny may care for some mildly unwell children at home, subject to the illness, safety, medical advice and the nanny’s agreed role.
An agency can save recruitment time and may assist with checks and references. Compare fees, guarantees, replacement terms and exactly what the agency verifies.
Nursery can be cheaper for one child, while nanny care can become more competitive where several siblings need care at the same time. Compare complete annual costs.
No. It uses the employer on-cost percentage entered by the user. Obtain an individual payroll calculation before agreeing salary or making an offer.

Plan the Complete Cost of Hiring a Nanny

Estimate gross salary, employer on-costs, expenses, payroll, insurance and recruitment costs before advertising the role or making an offer.

Use the Nanny Cost Calculator