Register your experience and availability, review current vacancies, and understand what information the agency uses before matching. Registration helps us consider you for suitable briefs, but it does not guarantee a placement.
Filipino Nanny connects nanny, nanny-housekeeper and housekeeper candidates with London families. If you are looking for a household role, registration helps us understand your experience, availability, preferred working arrangement and the type of position you are seeking.
Roles should come with clear duties, hours and employment terms so both candidate and family can decide whether the match is suitable.
What the agency can help with
The household employer still remains responsible for the statutory right-to-work check and for satisfying itself about any background, qualification or other checks required for the role.
For a fuller guide, read how to assess Filipino nanny jobs in London and how to prepare for a family interview.
Current opportunities may include nanny, nanny-housekeeper and housekeeper positions in London. Availability changes, so candidates should check the vacancies page for live roles and register with the agency if they want to be considered for suitable future positions.
Nanny positions focus on childcare. Duties vary with the children’s ages and the family’s routine and may include care during the day, school runs, meals for children and age-appropriate activities.
These positions combine childcare with agreed household duties. The balance between the two should be clear in the job description so candidates can decide whether the workload and hours are realistic.
Housekeeper positions focus on household tasks such as cleaning, laundry, organisation and other duties specified by the employer. Cooking or errands should be stated separately where required.
Full-time, part-time, live-in and live-out arrangements may be available depending on the family’s brief. Each vacancy should be assessed on its actual duties, pay, hours, location and employment terms.
Tell us the working arrangement, hours, location and experience you are looking to use. We will compare that information with suitable family briefs when they are available.
Our current nanny application asks for practical details that affect matching rather than assumptions about nationality or personality.
Before employment starts, the household employer must complete the appropriate right-to-work check for the individual candidate. Registration does not itself prove right to work and does not guarantee a placement.
Yes. Every nanny and nanny-housekeeper we represent is interviewed before being put forward to a family. Initial screening is normally by phone or video, with further video or face-to-face discussion where appropriate for the role.
We normally seek at least two professional references, ideally including the most recent comparable household role, and we contact previous employers directly where possible. Families should still satisfy themselves about suitability and follow up important points before hiring.
For nanny and nanny-housekeeper roles, our current representation policy treats paediatric First Aid as required for almost all placements, particularly roles with babies and young children. We also expect relevant DBS or overseas police-clearance evidence. The household employer remains responsible under our Terms for satisfying itself and obtaining any check necessary for the role.
Only when the family brief requires driving, such as school runs or regular activities by car. For other roles a licence can be useful but is not automatically required.
We assess role-relevant communication in English through interview and scenario questions and, for some candidates, a short written introduction or daily-log style exercise. We focus on the ability to understand, explain and ask questions safely and clearly, not on accent or nationality.
We do not promise visa sponsorship or a visa outcome. A private household cannot normally use the standard Worker or Temporary Worker sponsorship system simply to recruit someone in a personal capacity. Read our UK nanny visa and sponsorship guide for the current routes and exceptions. Before employment begins, the household employer must also verify the individual candidate’s right to work using the appropriate Home Office process.
Rights depend on the person’s employment status and the actual working relationship. Our UK nanny employment-rights guide covers written terms, minimum wage, holiday, sick pay, working-time nuances, discrimination and how problems can be raised.
There is no guaranteed start timeline. It depends on whether a live family brief matches your experience, availability, location and working arrangement, followed by the family interview and hiring process.
Use the vacancies page for roles the agency is actively displaying. If no suitable role is listed, you can still register your availability for future briefs.
For direct employment, the household employer is responsible for the written employment particulars and other employer obligations that apply. Read our nanny employment contract guide for the employer-side framework.
Ask for the change to be discussed clearly rather than allowing the role to drift informally. Hours, duties and pay should stay aligned with the actual job and any agreed written terms.
If the concern relates to a role introduced through Filipino Nanny, contact the agency so we can understand what has happened. Employment-rights disputes may also require independent guidance from Acas or a qualified adviser.