If you employ a live-in nanny, the accommodation should be defined as part of the job before recruitment. The family should explain what space is provided, how private time works, what facilities are shared, whether meals are included and how the arrangement interacts with pay and working hours.
There is an important tax-and-pay point too: employer-provided accommodation can affect National Minimum Wage calculations through the statutory accommodation offset.
What accommodation should a family describe in the job brief?
Before candidates are introduced, give a clear description of the accommodation rather than simply saying “live-in”. Useful details include:
- the room or suite the nanny will use;
- whether the bathroom is private or shared;
- storage and wardrobe space;
- kitchen access and any meal arrangements;
- Wi-Fi and other household facilities the employee may use;
- whether the accommodation is in the main house or a separate part of the property;
- any household rules that affect private time;
- what happens to the accommodation during family travel or periods when the nanny is not working.
These are practical disclosure points, not a claim that every item is a statutory accommodation standard. The aim is to let a candidate assess the real living arrangement before accepting the job.
Live-in accommodation does not create 24-hour availability
The nanny’s presence in the property is not the same as working time. The employment terms should state the normal schedule and separately deal with any agreed babysitting, evening, overnight, weekend or travel duties.
UK working-time rules contain specific provisions and exceptions for domestic workers in private households. Families with unusual schedules should therefore check the current official guidance or obtain professional advice rather than assuming a general 48-hour rule or, at the other extreme, unlimited availability.
How does accommodation affect the National Minimum Wage?
GOV.UK states that accommodation provided by an employer can be taken into account when calculating National Minimum Wage or National Living Wage. From 1 April 2026, the accommodation offset is £11.10 per day or £77.70 per week.
If accommodation is provided free, the statutory offset is added for minimum-wage calculation purposes. If the employer charges more than the offset rate, the excess can reduce the pay that counts towards minimum-wage compliance. The calculation depends on the pay period and the amount charged.
See the current GOV.UK accommodation guidance. The offset is a statutory calculation mechanism, not a statement of the room’s market rent.
Can food, Wi-Fi or other benefits replace minimum-wage pay?
GOV.UK states that accommodation is the only employer-provided benefit counted in this specific way towards minimum-wage calculations. Other benefits such as food, a car or childcare vouchers do not count as pay for that purpose.
That is why families should agree the nanny’s gross pay separately from any practical benefits provided with the role.
What should the employment contract say about accommodation?
The contract or accompanying written terms should make the live-in arrangement understandable. Depending on the job, it may cover:
- the accommodation supplied with the employment;
- any charge made for it;
- what facilities are included;
- normal working hours and off-duty time;
- any agreed overnight or on-call duties;
- what happens to accommodation when employment ends;
- household rules that genuinely need to be stated for the shared living arrangement.
See our nanny employment contract guide for the wider employment terms.
Privacy and household boundaries
Live-in placements work more smoothly when both sides know which spaces and times are private. Families should avoid treating the employee’s room as an extension of the workplace or assuming that being at home means being available for ad hoc childcare.
The nanny also needs to understand any reasonable household arrangements that affect shared spaces, visitors, security or the use of facilities. These points are easier to discuss before the offer than after a disagreement develops.
From our work: accommodation is part of the role, not an afterthought
When a family asks us for a live-in nanny, the useful brief is not simply “live-in”. The candidate needs enough information to understand the hours, childcare duties, location and the accommodation attached to the role. We therefore treat accommodation as part of defining the position before the family compares candidates.
This matters because two jobs with the same title can feel very different depending on the space provided, the schedule, the amount of private time and any evening or travel expectations. Clear information gives both the family and candidate a better basis for deciding whether the arrangement is workable.
Live-in accommodation checklist
- Describe the room or suite accurately.
- State whether bathroom and kitchen facilities are private or shared.
- Explain meals and access to household facilities.
- Write down normal working hours and off-duty time.
- Identify any regular evening, overnight or travel requirements.
- Agree gross pay and check the accommodation-offset rules.
- Include the accommodation terms in the employment documentation.
- Discuss what happens to the accommodation when the job ends.
Ready to recruit a live-in nanny?
See our live-in Filipino nanny service or submit a client enquiry with the children’s ages, hours, duties, location and the accommodation you can provide.