A nanny trial is a short, agreed period before a job offer that lets the family and candidate see how the proposed role works in practice. The duties, hours, pay, supervision and purpose of the trial should be agreed before it starts. It should test the real job, not become a source of undefined or free labour.
Under Filipino Nanny Agency’s current client Terms and Conditions, a trial may be arranged before an offer of employment or contract for services is made. The terms also state that the client is responsible for the applicable trial-period fee and the candidate’s full wages for the trial period before it begins.
Where a trial fits in the hiring process
A trial should come after the family has defined the role, reviewed suitable candidates, completed interviews and decided that a candidate is worth assessing in the household setting. It should not replace a proper interview, references or employer checks.
Our recommended sequence is: define the role and shortlist → use structured nanny interview questions → agree the trial → review the experience → complete the remaining checks and make an offer if both sides want to proceed.
Is a nanny trial paid?
For trials arranged under our current client terms, the candidate’s full wages for the agreed trial period are payable before the trial begins. Any applicable agency trial-period fee should also be confirmed in advance. We do not publish a fixed trial length or a universal trial fee because the current terms provide for a period agreed between the parties.
More generally, GOV.UK explains that an unpaid recruitment trial can still create an entitlement to National Minimum Wage depending on the circumstances. The longer the trial and the more useful work the person performs for the employer, the more likely it is to count as work. See GOV.UK guidance on unpaid work trial periods.
What should be agreed before the trial?
Put the essentials in writing so both sides know what is being assessed:
- Date and hours: the start and finish time for the agreed trial period.
- Pay: the candidate’s trial wages and when they will be paid.
- Agency trial fee: any applicable fee confirmed before the trial.
- Role: nanny, nanny-housekeeper or housekeeper.
- Duties: the limited tasks you want the candidate to demonstrate.
- Children and routine: ages, meals, naps, school runs, activities and any relevant instructions.
- Supervision: who will be present and what the candidate may or may not do independently.
- Decision point: when the family and candidate will speak after the trial.
What should a family observe during a nanny trial?
Communication
Does the candidate listen to instructions, ask sensible questions and tell you when something is unclear? Good communication matters as much as being confident with the children.
Interaction with the children
Observe whether the candidate can engage without forcing interaction, respond calmly to changes and adapt to the children’s ages and personalities. A child being shy during a first meeting is not, by itself, a reason to reject a candidate.
Safety and judgement
Look at how the candidate handles gates, doors, food, allergies, road safety, bathroom routines and other parts of the actual job. Use realistic situations rather than creating artificial “tests” that could put a child at risk.
Following the household brief
A trial can reveal whether the role description was clear enough. If the family expects tasks that were never discussed during recruitment, fix the job description before making an offer.
For nanny-housekeepers: prioritisation
Where childcare and household duties are combined, the trial should show how the candidate prioritises a child’s needs over non-urgent housekeeping when the two compete. The job should state which household tasks are genuinely part of the role.
What a trial should not be used for
- It should not be used to obtain a full day or several days of free childcare or housekeeping.
- It should not quietly expand the duties beyond the role the candidate interviewed for.
- It should not be treated as proof that references, right-to-work checks or other employer checks are unnecessary.
- It should not be used to pressure a candidate into accepting an offer before they have seen the proposed terms.
- It should not be presented as a guarantee that a placement will work long term.
From our placement terms
Our published client terms deliberately put the trial before the offer. Clause 4.5 says a client may be permitted to trial a candidate for a period agreed between the parties, but only before an offer of employment or contract for services has been made. It also requires the relevant trial-period fee plus the candidate’s full wages for the trial period to be paid before the trial commences.
That structure matters because it keeps the purpose of the trial clear: it is part of recruitment, not an informal first shift after the job has already been offered.
Questions to ask yourself after the trial
- Did the candidate’s actual approach match what they described in the interview?
- Were the children’s ages and routines within the candidate’s demonstrated experience?
- Was communication clear in both directions?
- Did any duty turn out to be ambiguous or unrealistic?
- Did the candidate ask enough questions to understand the household?
- Does the candidate still want the role after seeing it in practice?
- What evidence or checks remain outstanding before an offer?
What happens after a successful trial?
If both sides want to proceed, move to the formal offer and employment setup. Agree gross pay, working hours, duties, start date and live-in or live-out arrangements, then complete the employer checks relevant to the role.
For permanent employment, see our nanny employment contract guide, right-to-work guide and nanny payroll guide.
If you are still at the interview stage, use our nanny interview checklist. If you want to discuss a placement, complete the client enquiry form.
Frequently asked questions
How long should a nanny trial last?
There is no single fixed length in our published terms; the period is agreed between the parties. It should be proportionate to what genuinely needs to be observed. GOV.UK notes that longer unpaid trials are more likely to create minimum-wage entitlement, which is one reason our terms require the candidate’s full wages for the agreed trial period.
Can a nanny trial happen after I have made the job offer?
Not under our current client terms. The trial provision applies before an offer of employment or contract for services is made.
Should the parents stay home during a nanny trial?
The level of supervision depends on the circumstances, the children and what is being assessed. For a first trial, the family should agree who will be present and what the candidate is authorised to do. Do not improvise the supervision arrangements after the trial starts.
Does a successful trial mean I can skip reference or right-to-work checks?
No. A trial shows how the practical interaction works over a short period. It does not replace references, evidence checks or the employer’s statutory right-to-work responsibilities.