A nanny-housekeeper should be priced as a genuine dual role, not as a nanny with unlimited cleaning added. In Filipino Nanny Agency’s current London working ranges, live-out nanny-housekeeper roles are commonly discussed around £19 to £26 gross per hour, live-in roles around £650 to £950 gross per week, and part-time roles around £18 to £24 gross per hour.
By Filipino Nanny | Updated 23 August 2026
Public job evidence shows why one generic nanny-housekeeper rate is unreliable. Recent 2026 London examples include:
| Role | Published gross pay | What the brief included |
|---|---|---|
| Live-in nanny-housekeeper, Shepherd’s Bush | £650 to £825/week | Two children plus general nanny and housekeeping duties |
| Live-in nanny-housekeeper, London W8/NW3 | £600 to £750/week | School-age childcare, housekeeping and family cooking |
| Live-in nanny-housekeeper, North West London | £840 to £950/week | Toddler support, household duties, long hours and family cooking |
| Nanny-housekeeper, South East London | £35,000 to £45,000/year | School-age care, housekeeping and family cooking |
| Live-out housekeeper/nanny, Notting Hill | £48,000 to £55,000/year | Housekeeping, toddler care, baby support and travel |
Sources include current Department for Work and Pensions job listings and Greycoat Lumleys vacancy data. These are market reference points, not Filipino Nanny Agency quotes.
Our current London working range is roughly £19 to £26 gross per hour for live-out nanny-housekeepers, depending on the childcare load, housekeeping scope, cooking, hours, driving, travel and the candidate’s experience.
At 50 hours a week, that range equates to roughly £49,400 to £67,600 gross a year before employer-side costs. A role near the top of the range should have a brief that explains why the workload or specialist experience justifies it.
Our current live-in working range is approximately £650 to £950 gross per week. Part-time nanny-housekeeper roles are commonly discussed around £18 to £24 gross per hour, but the weekly total depends on how many hours are guaranteed and whether the work is term-time or year-round.
Accommodation does not turn a live-in role into an on-call arrangement. Working hours, off-duty time, travel and overnight work should be stated separately.
One anonymised West London brief supplied from our placement experience involved two children aged 7 and 4, a Monday to Friday 07:30 to 17:30 live-out schedule, and an approximate 70% childcare / 30% housekeeping split.
The morning centred on breakfast and school preparation. The school-hours block covered laundry, ironing, vacuuming, dusting, kitchen cleaning and household organisation. The afternoon returned to nursery or school collection, activities, homework, children’s dinner, bath time and parent handover.
This is the kind of schedule that makes a dual role workable: the housekeeping is assigned to real blocks of time instead of being added on top of continuous childcare. See the full nanny-housekeeper duties guide.
If childcare and housekeeping both need to happen continuously, compare one nanny-housekeeper with separate nanny and housekeeper roles before setting the pay.
Pay should reflect the job and the individual candidate’s evidence, not nationality. A Filipino nanny-housekeeper should not be paid more or less because they are Filipino.
Assess relevant experience, references, qualifications, communication, hours, duties, right to work and the working arrangement. The same rule applies when comparing candidates from any background.
The gross salary is only the employee-pay component. For a permanent direct hire, the household may also have employer National Insurance, workplace-pension, paid-leave, insurance and payroll obligations.
Our confirmed permanent-placement fee is 15% of the agreed gross annual salary, with a £2,000 minimum. See the agency fees page and total employer-cost guide.
For a pure nanny comparison, use the London nanny salary guide. For gross and take-home terminology, use gross vs net nanny salary.
Tell us the childcare split, household duties, hours, location and working arrangement. We can then discuss the current salary evidence that fits the brief.