By Filipino Nanny | Updated 22 August 2026
If you are looking for a Filipino nanny job in London, start by defining the role you actually want before applying. Full-time or part-time, live-in or live-out, weekly hours, location, children’s ages and the balance between childcare and household work all change whether a vacancy is suitable. A clear brief protects both the candidate and the family.
This guide explains how to assess nanny and nanny-housekeeper opportunities, what our agency asks candidates to prepare, and which warning signs should make you slow down before accepting a role.
What should you check before applying for a nanny job?
Read the vacancy as an employment proposal, not just a job title. “Nanny”, “nanny-housekeeper” and “housekeeper” describe different responsibilities. If the advert does not make the duties, hours, location or working arrangement clear, ask for clarification before you invest time in the process.
- Role: nanny, nanny-housekeeper or housekeeper.
- Working arrangement: full-time or part-time, live-in or live-out.
- Hours and days: the regular weekly pattern, plus any expected evenings, weekends or overnight work.
- Location: whether the commute is realistic or suitable accommodation is provided for a live-in role.
- Duties: what is childcare, what is child-related household work, and what is wider housekeeping.
- Start date and term: permanent, temporary or holiday cover.
Agency job search vs direct applications
An agency route can help structure the brief and introduction, while a direct application puts more of the checking and clarification on the candidate. Neither route removes the employer’s legal responsibilities, and neither should replace your own judgement about the household, duties and terms.
Before accepting any role, make sure you know who the employer will be, where the work takes place, what the normal hours are and how pay and duties will be recorded. If the family will directly employ you, the household is normally responsible for the employment obligations that apply to that relationship. Our UK nanny employment guide explains those employer-side responsibilities.
What our candidate application asks before matching
Our current nanny application does not begin with vague personality claims. It asks candidates to describe practical availability and evidence that affects whether a brief can work.
The form asks whether you are looking for full-time, part-time, live-in or live-out work, how many hours you want, which days you can work, how many years of experience you have, whether you currently hold a DBS certificate, whether you have a first-aid certificate, whether you have a driving licence, your preferred working locations, the maximum number of children you are comfortable caring for and your preferred start date.
We use those fields because a successful introduction depends on more than the words “Filipino nanny”. The role has to match the individual candidate’s availability, evidence and preferences. Registration does not guarantee a placement, and a candidate should not accept a role that does not match the duties or working pattern discussed.
Do you need the right to work before accepting a job?
Yes. A UK employer must check that a person is allowed to work for them before employment starts. Depending on status, this may involve a Home Office online check using a share code or a permitted document-check route. The employer carries the statutory checking duty; candidates should be ready to provide the appropriate evidence for their own status. See GOV.UK: checking a job applicant’s right to work and GOV.UK: proving your right to work.
Nationality is not proof of immigration status and should never be treated as a shortcut for an individual right-to-work check.
How can you tell whether a family’s brief is realistic?
Look at the relationship between duties and hours. A role can be described attractively but still be unrealistic if the family expects full childcare responsibility and a full housekeeper workload inside the same time.
For a combined role, ask which tasks take priority while children are in your care, what household work is expected, and what can realistically be completed during the agreed schedule. Our nanny-housekeeper duties guide explains this boundary from the household side.
If the family mainly needs childcare, compare the nanny duties guide. If the position is primarily household work, use the housekeeper duties guide.
What are red flags in a nanny job advert or interview?
- The family refuses to explain normal hours or expects undefined “flexibility”.
- A live-in role is described as being available at all times rather than having agreed working and off-duty hours.
- The job title says nanny but the actual brief contains extensive unrelated housekeeping duties.
- The employer is unwilling to discuss written terms, pay arrangements or the employment relationship.
- You are asked to misrepresent your experience, documents or immigration status.
- You are pressured to send sensitive identity documents to an unverified person before you understand who is recruiting.
If something feels unclear, ask questions before accepting. A legitimate recruitment process should become more specific as it progresses, not less.
How should you prepare for a family interview?
Prepare examples from your actual work rather than trying to guess a “perfect” answer. Be ready to explain the ages you have cared for, routines you have handled, how you communicate with parents, what you would do in common childcare situations and which duties you are comfortable accepting.
Acas recommends that employers prepare job-related interview questions and avoid discriminatory questioning. That principle helps candidates too: a good interview should focus on the role, evidence and suitability rather than assumptions about nationality or another protected characteristic. See Acas: interviewing job applicants.
For a candidate-focused checklist, read how to prepare for a nanny interview.
Where can you see current vacancies?
Use our current vacancies page for roles we are actively displaying. If no suitable vacancy is listed, you can still register as a nanny candidate so the agency has your availability and preferred working pattern when an appropriate brief arises.
Key takeaway
A good nanny job is not defined by nationality or a job title alone. It is a role where the duties, hours, location, working arrangement and employment terms are clear enough for both sides to decide whether the match is realistic.