Find Filipino housekeeper candidates in London for clearly defined household roles, including full-time, part-time, live-in and live-out arrangements. We match candidates to the duties, hours and working setup in your brief, using individual experience, references, availability and communication as the basis for comparison.
Looking for a Filipino housekeeper in London? We introduce housekeeper candidates for full-time, part-time, live-in and live-out roles, depending on the household brief and candidate availability.
Compare candidates on relevant housekeeping experience, references, communication, availability and the duties your home actually requires. The job description should state cleaning, laundry, cooking, errands or other household responsibilities clearly.
The right housekeeper arrangement depends on the household workload, working hours, property, cooking or errands required, and whether accommodation is part of the job.
This page covers dedicated housekeeping roles. If regular childcare is also a substantive part of the position, see our Filipino nanny-housekeeper service instead.
A live-in housekeeper lives in the employer’s home and works agreed hours under an agreed job description. Live-in describes the accommodation arrangement; it does not mean continuous or 24-hour availability.
Before hiring, define:
This arrangement can suit households that need regular support and have suitable accommodation for a live-in employee.
A full-time live-out housekeeper works agreed hours in the family home and returns to their own accommodation. This can suit households that need regular weekday housekeeping without providing staff accommodation.
Before hiring, define:
The duties should match the hours offered rather than relying on a generic “full-time” label.
A part-time housekeeper can suit households that need a defined set of tasks on selected days or for a smaller number of weekly hours.
Before hiring, define:
A shorter schedule should not simply compress a full-time household workload into fewer hours.
If regular childcare is a substantive part of the job, the position is better described as a nanny-housekeeper rather than a housekeeper with informal childcare added later.
Write down how much of the week is childcare, how much is housekeeping, which duties are included and what takes priority if the two responsibilities compete for time. See our nanny-housekeeper service and one role vs separate staff comparison.
The right choice depends on the duties, hours, household size, accommodation and how often support is needed. We use the family’s brief to compare suitable full-time, part-time, live-in and live-out candidates rather than assuming one arrangement is best for every home.
Housekeeper suitability should be assessed from the individual candidate’s relevant experience, references, ability to meet the household’s standards, communication and availability. Filipino Nanny specialises in Filipino housekeeper candidates for London families, but nationality is not evidence of housekeeping ability, reliability or work ethic.
Use our housekeeper duties and standards guide to define the role before comparing candidates.
A suitable housekeeper should be able to explain how they organise recurring tasks, prioritise work and maintain the standards agreed with the household. Previous-employer references and a clear job description help verify that fit.
Housekeeping experience varies by candidate. For the role you are hiring for, verify which tasks the person has handled in previous jobs and which standards they are comfortable working to.
Depending on the position, duties may include cleaning, laundry and ironing, wardrobe or kitchen organisation, meal preparation, shopping or household errands. These duties should be stated in the job description rather than assumed.
Different homes require different routines and standards. During the interview, ask the candidate how they organise recurring tasks, prioritise work, handle household instructions and communicate when something changes.
Use references and examples from previous roles to assess attention to detail and ability to work independently. Those are individual qualities to verify, not characteristics that should be assumed from nationality.
Tell us the duties, hours, location and working arrangement you need. We can then discuss suitable candidate options and the next steps.
Start a Client EnquiryWe specialise in introducing Filipino housekeeper candidates to London households and matching the individual candidate to the duties, hours and working arrangement in the family’s brief.
Our current client terms state that the agency carries out appropriate interviews and professional checks and obtains references. Families remain responsible for satisfying themselves that a candidate is suitable, taking up references where appropriate, checking qualifications or driving credentials, and obtaining any background, criminal-record or police checks required for the role.
We look at the candidate’s previous household experience in relation to the duties the family actually needs. Cleaning, laundry, cooking, errands and wider household management should be discussed and agreed rather than assumed.
Every home has different requirements. We use the household brief to compare experience, references, availability, communication and working arrangement so the family can decide which candidate is the best fit.
Housekeeper roles may be full-time, part-time, live-in or live-out depending on the household and the candidate. The agreed hours and duties should be clear before employment begins.
A Clear, Role-Based Hiring Process
Start with a clear household brief, then compare candidates against the same duties, hours and working arrangement. Our screening page explains what the agency checks and what the family must still verify. For employer responsibilities after selection, see our household-employer legal guide.
Tell us the working days and hours, property and location, cleaning and laundry requirements, cooking or errands, live-in or live-out arrangement, start date, and any driving or specialist household experience that is genuinely required.
We introduce candidates according to the household brief and the information available about their relevant experience, references, availability and skills. Families should review each candidate against the actual duties and standards required in the home.
Interview the shortlisted candidates against the same brief. Ask about comparable household duties, organisation, communication, cooking or driving where relevant, availability and how they would prioritise recurring tasks. Check references and role-specific evidence before deciding.
Once you choose a candidate, confirm the duties, hours, gross pay, start date and working arrangement in writing. For a permanent direct placement, the family is normally the employer and remains responsible for the employment checks and obligations that apply to the role. Our current Terms and Conditions describe the agency placement and post-placement provisions.
Agency fees and the housekeeper’s salary are separate costs. For permanent placements, our current client Terms and Conditions state that the agency fee is 15% of the agreed gross annual salary, with a minimum fee of £2,000.
See the dedicated agency fees and pricing page for the fee structure and how it differs from employee pay and employer costs.
Housekeeper pay depends on the actual role, working hours, live-in or live-out arrangement, experience and duties. We are consolidating salary guidance into a single verified cost source rather than repeating figures across service pages, so contact us for current role-specific guidance before making an offer.
For temporary placements or fixed-term arrangements, pricing is confirmed for the specific booking. See the current Terms and Conditions for the agency’s fee, replacement, cancellation and refund provisions.
Where the family employs the housekeeper directly, the family is responsible for employment obligations that apply to the role, including pay, tax and National Insurance where applicable, workplace pension duties where applicable, paid holiday and other statutory requirements.
Need a current quote? Tell us the duties, hours and working arrangement through the client enquiry form and we can discuss the relevant agency fee and current market expectations for the role.
These answers cover common questions about dedicated housekeeper roles in London. For the full task breakdown, see our housekeeper duties and standards guide.
Housekeeper pay varies with the working hours, live-in or live-out arrangement, experience, duties, location and any cooking, driving or specialist household requirements. We are not publishing the older static rate ranges previously used on this site as a current 2026 benchmark until they are re-verified.
The agency placement fee is separate from employee pay. See our agency fees page, and contact us with the actual role for current salary expectations.
Yes. If the role requires experience with a larger property, wardrobe care, cooking, formal service, particular surfaces, driving or another specific responsibility, include that in the household brief. We then compare candidates against that requirement rather than assuming every housekeeper has the same experience.
Cooking can be included where it is part of the agreed role and the individual candidate has suitable experience. State whether you need children’s meals, simple family meals, regular full-family cooking, grocery shopping or dietary requirements so candidates can be assessed against the actual job.
If childcare is also a regular substantive duty, a nanny-housekeeper may be the clearer role.
A live-in housekeeper lives in accommodation provided as part of the arrangement, while a live-out housekeeper travels to the household for agreed working hours. Neither arrangement implies a standard number of hours or open-ended availability. Hours, off-duty time, accommodation and duties should be agreed for the actual role.
Housekeeper duties can include general cleaning, laundry, ironing, household organisation, agreed cooking, errands and other domestic tasks where these are written into the role. The exact scope depends on the household and the time available. If regular childcare is a substantive part of the job, define a nanny-housekeeper role instead.
Start with a household brief covering duties, hours, working arrangement, location and start date. We compare available candidates against the brief, after which the family can interview suitable individuals and use a trial where appropriate. The family remains responsible for the employment checks and terms that apply to a permanent direct hire.
