Domestic Staff Contracts: What Should Private Employers Include?

Employing domestic staff is very different from hiring someone in a conventional office environment. A housekeeper, nanny, private chef, chauffeur, butler or estate manager may work inside your home, interact closely with your family and have access to highly personal information. For this reason, a clear and carefully prepared employment contract is essential.

Domestic Staff Contracts: What Should Private Employers Include? This is an important question for every private employer who wants to establish a professional, reliable and long-term working relationship with household staff.

A well-written contract does much more than set out a salary. It establishes expectations from the beginning and helps both the employer and employee understand their responsibilities, working arrangements and rights. It can also prevent misunderstandings about hours, holidays, accommodation, duties, travel, confidentiality and notice periods.

For private households, these details matter. A candidate may be highly experienced, but even an excellent household professional needs to know exactly what is expected of them.

In the UK, employers must provide employees and workers with a written statement of employment particulars covering key terms of the working relationship. GOV.UK states that the principal statement should be provided on the first day of employment, with additional information forming part of the wider written statement.

However, a professional private household contract can go further than simply meeting the legal minimum.

This guide explains the key points private employers should consider when preparing domestic staff contracts, particularly for high-net-worth and ultra-high-net-worth households.

Important: This article provides general information and is not legal advice. Employment law can depend on the employee’s status, duties, working arrangements and individual circumstances. Private employers should obtain appropriate legal or payroll advice when preparing or changing an employment contract.

Why Are Domestic Staff Contracts Important?

A domestic staff contract creates a clear framework for the employment relationship.

Unlike many office-based roles, household positions can involve flexible routines and changing priorities. A housekeeper may occasionally prepare lunch. A nanny may travel with the family. A chauffeur may need to adjust their schedule around appointments. A private chef may work longer hours during family events.

Without clear written terms, these arrangements can quickly become unclear.

A good contract helps answer questions such as:

• What is the employee’s exact role?
• Who is their employer?
• Where will they work?
• How many hours are expected?
• Which days will they normally work?
• What salary will they receive?
• How will overtime be handled?
• How much annual leave is provided?
• Is accommodation included?
• Is food provided?
• Will the employee travel with the family?
• Who pays travel expenses?
• What happens if the employee becomes ill?
• What is the notice period?
• What confidentiality obligations apply?
• What happens if the employee’s responsibilities change?

These questions are particularly important in private households because the boundaries between professional and personal life can sometimes become blurred.

A detailed contract keeps those boundaries professional.

It also protects both parties. The employer understands what they are paying for, while the employee understands what they are being asked to provide.

What Should Domestic Staff Contracts Include?

There is no single contract that is suitable for every household.

The agreement for a live-in nanny will be different from the agreement for a part-time housekeeper. Similarly, a private chef who travels internationally will have different contractual requirements from a local chauffeur.

Nevertheless, most professional domestic staff contracts should cover several core areas.

1. Employer and Employee Details

The contract should clearly identify both parties.

This normally includes:

• Full name of the employer
• Full name of the employee
• Employer’s address
• Employee’s address
• Contact details where appropriate
• Job title
• Employment start date

If the employee will work for a family, the contract should make clear who the legal employer is.

This is particularly important in households where several family members are involved in decision-making. For example, a household may have a principal employer, a family office and a household manager.

The contract should avoid uncertainty about who is responsible for employment matters.

GOV.UK confirms that the written statement must include key information such as the employer’s name, the worker’s name, job title or description of the work and the start date.

2. Job Title and Role

The contract should clearly state the employee’s position.

Examples include:

• Live-In Housekeeper
• Live-Out Housekeeper
• Senior Housekeeper
• Nanny
• Governess
• Maternity Nurse
• Private Chef
• Butler
• Chauffeur
• Estate Manager
• House Manager
• Personal Assistant
• Gardener
• Handyman
• Domestic Couple

The job title should be followed by a practical description of the role.

For example, a Housekeeper’s duties could include cleaning, laundry, ironing, wardrobe care, changing bed linen, household organisation and occasional meal preparation.

A nanny’s responsibilities could include childcare, school runs, children’s laundry, children’s meals and maintaining nursery areas.

The more specific the role, the easier it is to establish expectations.

3. Detailed Duties and Responsibilities

One of the most important parts of any domestic staff contract is the job description.

Private household roles can evolve naturally. However, there should still be a clear understanding of the employee’s principal responsibilities.

For example, a housekeeper may be expected to:

• Clean and maintain the property
• Manage laundry and ironing
• Care for delicate garments
• Change bed linen
• Organise wardrobes
• Maintain household supplies
• Assist with simple meal preparation
• Look after household pets
• Prepare the property for guests
• Coordinate with other members of staff

A nanny may be responsible for:

• Daily childcare
• School and nursery routines
• Children’s meals
• Children’s laundry
• Educational activities
• Accompanying children to appointments
• Travel with the family
• Maintaining children’s rooms and belongings

A contract should distinguish between core responsibilities and occasional additional duties.

This is especially useful in smaller households where one member of staff may perform several functions.

For example, a role could be described as Housekeeper/Nanny, but the contract should explain how much of the working week is expected to involve housekeeping and how much involves childcare.

If the employee is primarily a nanny, they should not unexpectedly become responsible for extensive deep cleaning. Likewise, a housekeeper should not automatically be expected to provide full-time childcare simply because they occasionally supervise a child.

Clear definitions protect the working relationship.

4. Working Hours and Working Days

Hours should never be left completely vague.

The contract should specify:

• Normal working days
• Normal start and finish times
• Break arrangements
• Weekly working hours
• Whether hours may vary
• Whether weekend work is required
• Whether evening work is required
• Whether overnight duties are required
• Whether overtime may be requested
• How additional hours are handled

This is particularly important for private household staff because schedules can change.

A family may have a regular Monday-to-Friday routine but occasionally require evening entertaining or weekend support.

The contract can therefore include reasonable flexibility while still establishing a normal working pattern.

For example:

The employee’s normal working schedule will be Monday to Friday, 8:00am to 5:00pm, with flexibility required on occasion to accommodate the reasonable needs of the household.

The wording should reflect the actual arrangement rather than creating an unrealistic schedule.

UK working-time rules also need to be considered. GOV.UK states that workers are generally entitled to rest periods, including daily and weekly rest, although special rules and exemptions can apply to certain domestic work.

For this reason, employers should obtain appropriate advice where the role involves exceptionally long days, overnight responsibilities, extensive travel or irregular schedules.

5. Salary and Payment Arrangements

The contract should clearly state remuneration.

This should include:

• Gross salary or hourly rate
• Payment frequency
• Normal payment date
• Overtime arrangements, where applicable
• Bonuses, if guaranteed
• Allowances, if applicable
• Benefits
• Any agreed deductions
• Accommodation arrangements

For salaried household staff, it is usually helpful to state the annual gross salary.

For part-time or temporary positions, an hourly or daily rate may be more appropriate.

The contract should also distinguish between guaranteed remuneration and discretionary benefits.

For example, a discretionary annual bonus should not be described as guaranteed salary.

National Minimum Wage

Private employers must also ensure that household staff receive at least the applicable National Minimum Wage or National Living Wage where the worker is entitled to it.

From 1 April 2026, the National Living Wage for workers aged 21 and over is £12.71 per hour. Other age-related rates also apply.

This is particularly important when calculating compensation for domestic staff who work long hours.

Employers should not assume that a high annual salary automatically resolves minimum-wage considerations. The relationship between salary, hours, accommodation and working time needs to be considered carefully.

6. Live-In Accommodation

Live-in arrangements require additional contractual detail.

If accommodation is provided, the contract should specify:

• Where the accommodation is located
• Whether it is private
• Whether the employee has a private bathroom
• Whether meals are included
• Whether utilities are included
• Whether the accommodation is available on days off
• Whether the employee can have visitors
• House rules
• What happens to accommodation when employment ends

A live-in employee should have a clear understanding of the difference between being available at home and actually working.

This distinction is especially important in private households.

For example, a nanny may have their own bedroom within the family home. They may be present in the property while the children are sleeping, but this does not automatically mean they are continuously working.

The contract should therefore define the working schedule and any overnight or on-call responsibilities.

Accommodation and Minimum Wage

Accommodation can also have implications for National Minimum Wage calculations.

GOV.UK states that employer-provided accommodation can count towards minimum-wage calculations through an accommodation offset. From April 2026, the accommodation offset is £11.10 per day or £77.70 per week.

The rules can be technical, particularly where accommodation is charged or deducted from pay.

Therefore, private employers should obtain professional payroll advice rather than relying on assumptions.

7. Annual Leave

Holiday arrangements should be clearly stated.

The contract should explain:

• Annual holiday entitlement
• Holiday year
• How holiday is requested
• Notice required for holidays
• Whether bank holidays are included
• Rules during family travel
• Arrangements during busy household periods
• Holiday pay

Almost all workers are legally entitled to 5.6 weeks of paid holiday each year, subject to their employment status and the applicable rules. For a worker on a five-day week, this generally equates to 28 days.

A six-day-a-week employee is not automatically entitled to six days of holiday for every week worked; the statutory entitlement is generally capped at 28 days.

Private employers may, of course, offer more generous contractual arrangements.

Family Travel and Holidays

Travel can create particular confusion.

For example, imagine a family travels to Marbella for two weeks.

The nanny accompanies them and continues to care for the children. That is normally working time rather than automatically being the nanny’s holiday.

By contrast, if the family travels without the nanny and she remains at home with no work required, the contractual treatment may be different.

These arrangements should be agreed in advance.

A good domestic staff contract should explain how travel, working days and annual leave interact.

8. Sick Leave and Sick Pay

Contracts should explain what happens when an employee is ill.

This may include:

• Who should be contacted
• How quickly the employer should be informed
• Whether medical evidence may be required
• Sick pay arrangements
• Statutory Sick Pay where applicable
• Long-term sickness procedures
• Return-to-work arrangements

Private employers should avoid informal arrangements such as simply saying, “Let me know if you are sick.”

Clear procedures protect both the household and the employee.

GOV.UK lists Statutory Sick Pay among the employment rights and responsibilities that may apply to employees.

9. Pension Arrangements

Where applicable, the contract and employment setup should address workplace pension responsibilities.

Private employers who employ eligible staff may have automatic enrolment duties.

This is another area where using a professional payroll provider can be extremely helpful.

Household employment is still employment. The fact that someone works in a private residence does not mean ordinary employer responsibilities disappear.

10. Notice Period and Termination

The contract should explain how either party can end the employment relationship.

It should state:

• Employee notice period
• Employer notice period
• Probationary period, if applicable
• Whether notice must be given in writing
• Whether payment in lieu of notice may be used
• Circumstances that may lead to dismissal
• Arrangements during the notice period

The contractual notice period can be longer than the statutory minimum, but it should be drafted carefully.

GOV.UK confirms that written employment particulars should include information about the notice required to terminate the agreement.

For domestic staff, notice provisions can be particularly important because live-in employment creates additional practical issues.

If a housekeeper lives in the employer’s home, the contract should also address when accommodation must be vacated following termination.

11. Probationary Period

A probationary period can be useful for both sides.

A typical probationary period may be three or six months, depending on the role.

The contract can specify:

• Length of probation
• Review date
• Performance expectations
• Notice during probation
• Confirmation of permanent employment

For senior household positions, a probationary period gives both employer and employee an opportunity to assess compatibility.

This is especially valuable in private households.

Technical skills are important, but so are personality, discretion, communication and compatibility with the family.

12. Confidentiality and Privacy

Confidentiality is one of the most important contractual considerations for private household staff.

Domestic staff may have access to:

• Family addresses
• Travel plans
• Children’s routines
• Financial information
• Medical information
• Personal correspondence
• Private photographs
• Security arrangements
• Guest information
• Family events
• Business information
• Household schedules

A confidentiality clause should clearly explain the employee’s obligations.

It should also cover social media.

For example, employees should understand that they cannot:

• Post photographs of the residence
• Share information about the family
• Discuss the employer publicly
• Publish travel plans
• Share photographs of children
• Identify private clients online
• Disclose information to journalists or third parties

For HNW and UHNW households, confidentiality should be treated as a core professional standard.

13. Social Media Policy

A separate social media clause can be useful.

The contract may prohibit employees from posting:

• Photos of the property
• Photos of family members
• Information about holidays
• Details of guests
• Private conversations
• Household schedules
• Confidential work information

It is also sensible to explain whether employees may use mobile phones during working hours.

For example, a nanny may need to remain reachable but should not spend excessive time using personal social media while supervising children.

Similarly, a chauffeur may need to use a phone for navigation but should not photograph passengers.

A clear policy prevents assumptions.

14. Data Protection and Personal Information

Domestic staff may handle personal data as part of their work.

A nanny may know children’s medical details. A PA may handle correspondence. A house manager may have access to invoices, passports or travel arrangements.

The contract should therefore contain appropriate confidentiality and data-handling provisions.

Employers should also consider how employee information is stored, who has access to it and how records are protected.

15. Driving Responsibilities

If the employee is a chauffeur or is expected to drive as part of another role, the contract should explain the driving requirements.

This could include:

• Valid driving licence
• Type of vehicles driven
• Business use
• Insurance
• Vehicle maintenance
• Fuel
• Parking
• Traffic fines
• International driving
• Family travel
• Chauffeur responsibilities

If a housekeeper is expected to use a vehicle for grocery shopping or school runs, that should also be stated clearly.

The employer should check that the employee is legally permitted and appropriately insured to drive for the relevant purpose.

16. Travel With the Family

International travel should be addressed separately where relevant.

A travelling nanny, private chef, house manager or PA may accompany a family across several countries.

The contract should explain:

• Expected travel
• Notice of travel
• Travel days
• Working hours while abroad
• Accommodation
• Meals
• Flights
• Ground transportation
• Travel expenses
• Passport and visa responsibilities
• Insurance
• Days off while travelling

Travel can significantly change the practical nature of a domestic position.

Therefore, a contract written for a London-based role may not be sufficient if the employee will regularly travel internationally.

17. Household Rules and Standards

A private household can have specific expectations.

These might include:

• Dress code
• Uniform
• Use of household equipment
• Guest policy
• Smoking policy
• Personal phone use
• Parking
• Security procedures
• Key handling
• Alarm systems
• Pet care
• Use of staff areas
• Kitchen procedures
• Personal deliveries

The contract does not necessarily need to contain every household rule.

Some matters can be covered in a separate household handbook or staff manual.

However, important rules should be communicated clearly.

18. Pets and Animal Care

Pet responsibilities should be written down if they form part of the role.

For example, a housekeeper may be expected to:

• Feed a dog
• Walk a dog
• Clean pet areas
• Arrange veterinary appointments
• Care for pets while the family travels

However, occasional pet care is different from being employed as a full-time pet carer.

The contract should reflect the actual expectations.

This prevents a situation where an employee accepts a housekeeping role and later discovers that significant animal-care responsibilities have been added.

19. Household Staff Hierarchy

Larger private households may employ several staff members.

A contract should ideally clarify reporting lines.

For example:

Principal → House Manager → Senior Housekeeper → Housekeeping Team

Or:

Principal → Family Office → Estate Manager → Household Staff

This is particularly important when several family members give instructions.

A housekeeper should know whether they report directly to the principal, house manager or estate manager.

Likewise, a nanny should understand whether childcare decisions are made by the parents, governess or household manager.

Clear reporting structures reduce confusion and help maintain professional boundaries.

20. Performance Expectations

A professional contract can also describe performance expectations.

These might include:

• Reliability
• Punctuality
• Professional presentation
• Attention to detail
• Respect for privacy
• Communication
• Care of household property
• Teamwork
• Following reasonable instructions
• Maintaining professional standards

For senior positions, performance reviews can be particularly useful.

A House Manager, Estate Manager or Butler may have clearly defined operational responsibilities that can be reviewed periodically.

21. Confidentiality After Employment Ends

Confidentiality should not necessarily stop when the employment relationship ends.

Private employers should consider whether confidential information needs to remain protected after termination.

For example, an employee who leaves a household should not suddenly be free to discuss the family’s private affairs simply because they are no longer employed.

Appropriate post-employment confidentiality provisions can therefore be valuable.

They should, however, be drafted properly and should comply with applicable law.

22. Notice During Live-In Employment

Live-in staff require additional consideration.

Suppose a live-in housekeeper resigns.

The employer may need time to arrange replacement staff, while the employee may need time to find alternative accommodation.

The contract should therefore address:

• Notice period
• Accommodation during notice
• Duties during notice
• Final working date
• Return of keys
• Removal of personal belongings
• Condition of staff accommodation

This is another reason why domestic staff contracts should be prepared specifically for the role rather than copied from a generic employment template.

23. Working From a Private Residence

The workplace itself should be clearly identified.

For some employees, this may simply be the principal residence.

For others, the role may cover:

• London residence
• Country estate
• Holiday home
• Yacht
• Multiple residences
• International properties

If the employee is expected to move between properties, this should be included in the agreement.

For a travelling family, it is particularly important to define the geographical scope of the position.

24. Expenses and Reimbursement

Domestic staff may incur expenses while working.

Examples include:

• Grocery shopping
• Parking
• Public transport
• Mileage
• Children’s activities
• Pet-related expenses
• Work-related purchases
• Travel costs

The contract should explain how expenses are authorised and reimbursed.

For example, the employer may require receipts for household purchases.

This creates a transparent process and reduces misunderstandings.

25. Meals and Other Benefits

Some private household employees receive benefits in addition to salary.

These may include:

• Meals
• Accommodation
• Private health insurance
• Travel
• Use of a vehicle
• Uniform
• Mobile phone
• Professional training

Benefits should be clearly described.

Where benefits have tax or minimum-wage implications, professional advice should be obtained.

26. Right to Work in the UK

Right-to-work checks should be completed before employment begins.

GOV.UK states that employers must check that job applicants are allowed to work in the UK before employing them.

Depending on the employee’s status, this may involve checking appropriate documents or using the Home Office online system.

Where a share code is available, employers can use the official government service to check the type of work the individual is permitted to undertake and any time limit on their right to work.

This is particularly important when recruiting international household staff.

A private employer should never assume that a candidate’s nationality automatically establishes their right to work.

27. DBS Checks and Childcare Roles

For positions involving children, employers may also consider appropriate criminal-record checks.

This is particularly relevant for:

• Nannies
• Governesses
• Maternity nurses
• Private tutors
• Childcare professionals

GOV.UK confirms that employers can request a Disclosure and Barring Service check where the role is eligible.

A DBS check should be considered alongside references, professional experience, qualifications and other relevant screening.

No single check should replace proper recruitment due diligence.

28. References and Recruitment Checks

A contract is only one part of a successful household staffing process.

The quality of the hire matters just as much.

Before employment begins, private employers should consider checking:

• Previous employers
• Employment dates
• Job responsibilities
• Reason for leaving
• Performance
• Reliability
• Professional conduct
• Ability to work within a household team

For senior domestic staff, references can provide particularly valuable insight.

A candidate may have an impressive CV, but references can help establish how they actually performed in a private household.

This is one area where working with a specialist recruitment agency can make the process considerably more efficient.

How Fully Staffed Can Help

Recruiting household staff requires more than finding someone with the right job title.

The right candidate needs to fit the household, understand private-service standards and have the experience required for the role.

Fully Staffed specialises in recruiting domestic and private household staff for families in London, across the UK and internationally.

Through a personalised recruitment process, Fully Staffed can assist private employers with roles including:

• Nannies
• Housekeepers
• House Managers
• Estate Managers
• Private Chefs
• Chauffeurs
• Butlers
• Domestic Couples
• Gardeners
• Handymen
• Personal Assistants
• Maternity Nurses
• Governesses

You can learn more about the agency and its approach through the Fully Staffed About page.

For an overview of recruitment solutions, visit Fully Staffed Services.

Domestic Staff Contracts and the Recruitment Process

Ideally, contract discussions should begin before the candidate accepts the position.

A professional recruitment process can follow several stages.

Step 1: Define the Role

Start by deciding exactly what the household needs.

Consider:

• Position
• Working pattern
• Salary
• Live-in or live-out
• Responsibilities
• Experience
• Languages
• Driving
• Travel
• Pets
• Children
• Accommodation

Step 2: Find Suitable Candidates

The recruitment process should focus on candidates whose experience genuinely matches the household.

For example, if a family needs a newborn nanny, experience with newborns should be prioritised.

If the household needs a senior housekeeper for a large residence, previous experience in comparable private properties may be important.

Fully Staffed’s Hire Staff service can be used by private employers looking for professional household staff.

Step 3: Interview

The interview should cover both professional skills and personal compatibility.

Private household employment is highly personal.

A family may spend significant time with a nanny or house manager. Therefore, communication style, personality and discretion can be just as important as technical experience.

Step 4: Check References

References should be verified carefully.

Ask previous employers about the candidate’s:

• Reliability
• Professionalism
• Skills
• Communication
• Discretion
• Flexibility
• Ability to work independently
• Relationship with children or other household members
• Reason for leaving

Step 5: Complete Pre-Employment Checks

Depending on the role, this may include:

• Right-to-work checks
• DBS checks
• Driving licence checks
• Qualification checks
• Identity checks
• Reference checks

Step 6: Agree the Contract

Once the candidate has been selected, the final employment terms should be confirmed in writing.

This is the stage to resolve any remaining questions about salary, hours, holidays, accommodation and responsibilities.

Step 7: Start the Employment Relationship Professionally

Onboarding matters.

A new employee should receive:

• Contract
• Household information
• Contact details
• Emergency procedures
• Relevant policies
• Keys or access arrangements
• Instructions about security
• Information about household routines

A strong beginning creates confidence on both sides.

Domestic Staff Contracts for Housekeepers

Housekeepers often have broad responsibilities, particularly in HNW and UHNW residences.

For example, a live-out housekeeper may work regular weekday hours, while a live-in housekeeper may have accommodation and a different schedule.

The contract should reflect the exact role.

If the housekeeper is expected to cook, care for pets, travel or manage wardrobes, those responsibilities should be included.

For employers looking for a housekeeper in London, Fully Staffed’s Housekeeper Agency London page provides more information about household housekeeping recruitment.

You can also explore the agency’s Live-Out Housekeeper London service.

Domestic Staff Contracts for Live-In Housekeepers

Live-in positions require particular care because the workplace is also the employee’s home.

A contract should therefore address:

• Working hours
• Days off
• Private accommodation
• Meals
• Visitors
• Privacy
• Staff areas
• Household rules
• Holiday arrangements
• Notice
• Accommodation after termination

For more information about this type of position, see Live-In Housekeeper London.

Domestic Staff Contracts for Nannies

Nanny contracts should be particularly detailed where children are involved.

The agreement should cover:

• Children’s ages
• Childcare responsibilities
• Working hours
• School runs
• Activities
• Children’s meals
• Children’s laundry
• Travel
• Overnight duties
• Babysitting
• Holiday travel
• Use of the family car
• Mobile phone expectations
• Emergency procedures

If the role includes newborn care, the contract should also explain the expected level of newborn responsibility.

Families considering a nanny can also read How to Choose the Right Nanny.

For live-in childcare positions, see Live-In Nanny London.

Domestic Staff Contracts for Senior Household Staff

Senior roles require additional detail.

A House Manager, Estate Manager or Butler may supervise other employees and coordinate household operations.

Their contract might therefore include:

• Staff management
• Recruitment responsibilities
• Supplier management
• Household budgets
• Property maintenance
• Event planning
• Security coordination
• Inventory management
• Travel
• Reporting
• Family office communication

The more senior the position, the more important it becomes to define authority.

A senior employee should know which decisions they can make independently and which require approval.

Common Mistakes Private Employers Make

Even experienced employers can make mistakes when hiring domestic staff.

Being Too Vague About Duties

“General household duties” can mean very different things to different people.

Instead, explain the expected responsibilities.

Promising Flexibility Without Defining It

Flexibility is common in private households.

However, flexibility should not mean unlimited availability.

Explain when additional hours may be required and how they are managed.

Ignoring Accommodation Details

For live-in staff, accommodation is a significant part of the employment arrangement.

It should never be treated as an informal benefit.

Not Discussing Travel

If travel is likely, discuss it before the employee accepts the position.

Forgetting Pets

Pet care can become a significant responsibility.

If it is part of the job, include it.

Failing to Clarify Reporting Lines

Employees should know who gives instructions.

Using a Generic Contract Without Adapting It

A generic employment contract may not address the realities of private household work.

The contract should be tailored to the specific position.

Treating Household Staff as “Part of the Family”

A warm relationship between a family and its staff can be positive.

However, professional boundaries still matter.

Domestic workers have employment rights, and employers have responsibilities.

HMRC guidance confirms that workers living in a family home but not actually being members of the family are entitled to the National Minimum Wage in the normal way.

Employer’s Liability Insurance

Private employers should also consider their insurance obligations.

GOV.UK states that employers must obtain Employers’ Liability insurance as soon as they become an employer, with cover of at least £5 million from an authorised insurer, subject to applicable exemptions.

This is separate from the employment contract, but it is an important part of responsible household employment.

Employers should also check whether their household, property, vehicle and other relevant insurance policies cover domestic staff and their duties.

Payroll and Tax Responsibilities

Employing domestic staff also involves payroll responsibilities.

Depending on the circumstances, an employer may need to:

• Register as an employer
• Operate PAYE
• Deduct Income Tax
• Account for National Insurance
• Provide payslips
• Manage pension obligations
• Keep employment records

GOV.UK identifies PAYE, National Insurance, workplace pensions and other employer duties as part of the responsibilities involved in employing people.

For private employers who have never employed staff before, professional payroll support can be extremely useful.

When Should the Contract Be Signed?

Ideally, the key terms should be agreed before the employee starts.

The written statement of employment particulars must be provided from the beginning of employment, with the principal statement supplied on the first day.

However, employers should not wait until the first morning of employment to discuss important issues.

Salary, hours, accommodation, duties, holidays and travel should be agreed during the offer stage.

That way, both parties start the relationship with the same expectations.

Should a Solicitor Review a Domestic Staff Contract?

For straightforward roles, an appropriate employment contract may cover the necessary arrangements.

However, specialist legal advice can be particularly valuable where the position involves:

• International travel
• Multiple residences
• Live-in accommodation
• Senior management responsibilities
• Complex bonus arrangements
• Significant benefits
• Unusual working patterns
• Confidentiality requirements
• Family office structures
• International employees
• Immigration considerations

A solicitor or specialist employment adviser can also help ensure that contractual clauses are appropriate and enforceable.

How to Make a Domestic Staff Contract Work in Practice

A contract should not simply be signed and forgotten.

The employment relationship should be reviewed periodically.

For example, after six months, an employer may discover that the role has evolved.

Perhaps the housekeeper has taken on additional wardrobe management. Maybe the nanny now travels regularly with the family. Perhaps the house manager has begun supervising additional staff.

When responsibilities change significantly, the contract or written particulars may need to be updated.

GOV.UK states that employers must inform employees or workers about changes to written particulars within one month of the change.

This is another reason to keep employment documentation organised.

A Professional Contract Creates Better Relationships

The purpose of a domestic staff contract is not to make the relationship formal or unfriendly.

Quite the opposite.

Clear expectations can create a more relaxed professional relationship because everyone understands where they stand.

The employee knows what is expected.

The employer knows what they are paying for.

Both parties understand the working schedule.

Holidays are easier to organise.

Travel arrangements are clearer.

Responsibilities are less likely to become disputed.

And, most importantly, trust can develop on a professional foundation.

Domestic Staff Contracts: A Practical Checklist for Private Employers

Before a new member of household staff starts, check that the employment arrangement covers the following:

Employment Details

• Employer’s name
• Employee’s name
• Job title
• Start date
• Employment status
• Workplace

Salary

• Gross salary or hourly rate
• Payment frequency
• Payment date
• Overtime arrangements
• Bonuses
• Benefits
• Allowances

Working Pattern

• Working days
• Working hours
• Breaks
• Days off
• Weekend work
• Evening work
• Overnight duties
• Flexibility

Responsibilities

• Core duties
• Additional duties
• Reporting lines
• Staff supervision
• Travel responsibilities
• Pet care
• Driving
• Household standards

Leave

• Annual leave
• Bank holidays
• Holiday approval
• Sick leave
• Sick pay
• Family travel
• Maternity, paternity or other applicable statutory leave

Live-In Arrangements

• Accommodation
• Meals
• Utilities
• Staff areas
• Privacy
• Visitors
• Household rules
• Accommodation following termination

Compliance

• Right-to-work check
• DBS where appropriate
• References
• Payroll
• Tax
• National Insurance
• Pension
• Employers’ Liability insurance

Confidentiality

• Privacy
• Social media
• Photographs
• Family information
• Data
• Post-employment confidentiality

Ending Employment

• Probation
• Notice period
• Payment in lieu where applicable
• Final salary
• Return of keys
• Return of property
• Live-in accommodation arrangements

Frequently Asked Questions About Domestic Staff Contracts

Do private employers need a contract for domestic staff?

Private employers should provide employees and workers with the required written employment particulars. GOV.UK states that the principal statement must be provided on the first day of employment.

A fuller written employment contract is also strongly recommended because it allows the employer and employee to document additional household-specific arrangements.

What should be included in a domestic staff contract?

At minimum, the employment documentation should clearly establish key terms such as the employer and employee details, role, start date, pay, hours and other required particulars.

For private household staff, it is also sensible to cover duties, holidays, confidentiality, accommodation, travel, expenses, notice and household-specific requirements.

Should live-in housekeepers have a written contract?

Yes. Live-in employment can involve additional considerations around accommodation, working hours, privacy, days off and termination arrangements.

These should be clearly documented.

Can a domestic staff contract include confidentiality clauses?

Yes, confidentiality is particularly relevant for private household staff.

However, confidentiality provisions should be appropriately drafted and should not attempt to impose unlawful restrictions.

Does a nanny contract need to mention travel?

If the nanny is expected to travel with the family, travel should be addressed clearly.

The contract should explain working arrangements, travel expenses, accommodation and expected duties while travelling.

Should salary be stated as gross or net?

Employment contracts should generally make the basis of remuneration clear. For UK employment, stating the gross salary or gross hourly rate is usually appropriate, with tax and National Insurance handled through payroll as applicable.

Can household staff work more than 48 hours a week?

Working-time rules can apply, although the precise legal position depends on the worker and circumstances. Some workers may agree to opt out of the average 48-hour limit.

Private employers should obtain appropriate advice where a role involves consistently long working hours.

Does accommodation count as salary?

Accommodation can have implications for National Minimum Wage calculations, but it is not simply interchangeable with cash salary.

The government applies an accommodation offset under specific rules.

Should private household staff receive holiday pay?

Almost all workers are legally entitled to statutory paid annual leave, subject to the relevant employment status and rules. The statutory entitlement is generally 5.6 weeks per year.

Should I use a standard employment contract?

A standard contract can provide a useful starting point, but private household employment often involves arrangements that generic contracts do not cover.

For complex or senior positions, professional employment advice is recommended.

Choosing the Right Domestic Staff Is Just as Important as Having the Right Contract

A strong contract cannot compensate for the wrong hire.

The most successful private household staffing relationships begin with a good recruitment process.

The right employee should have the appropriate experience, professional references, personality and understanding of private-service standards.

For HNW and UHNW families, compatibility is especially important.

The employee may work closely with the family every day. They may have access to the home, personal information, children, vehicles and valuable possessions.

Therefore, recruitment should be based on more than a CV.

It should consider the entire picture.

Fully Staffed’s domestic staff recruitment services are designed around the individual needs of private households.

Families can also contact Fully Staffed directly to discuss their recruitment requirements.

Candidates looking for professional private household positions can find more information through Apply for Domestic Staff Jobs.

Final Thoughts: Domestic Staff Contracts Should Protect Both Sides

A domestic staff contract is more than an administrative document.

It is the foundation of a professional working relationship.

For private employers, the best contracts are clear, practical and tailored to the household. They explain the role without creating unnecessary rigidity. At the same time, they protect privacy, establish professional boundaries and make expectations clear.

The key areas to consider include:

• Job title and responsibilities
• Working hours
• Salary
• Holiday
• Sick leave
• Accommodation
• Travel
• Expenses
• Confidentiality
• Right to work
• DBS checks where relevant
• Payroll
• Insurance
• Notice
• Reporting lines
• Household policies

Most importantly, the contract should reflect the reality of the position.

A live-in housekeeper needs different terms from a part-time housekeeper. A travelling nanny needs different provisions from a local nanny. A private chef needs different arrangements from a chauffeur.

This is why a personalised approach to household staffing is so valuable.

At Fully Staffed, we understand that every private household has its own routines, expectations and priorities. Our role is to help families identify experienced domestic professionals who are suited not only to the position but also to the household itself.

When recruitment, screening and contractual arrangements are handled professionally from the beginning, the result can be a more stable, discreet and successful household team.

For private, HNW and UHNW families looking to recruit exceptional domestic staff in London, throughout the UK or internationally, contact Fully Staffed to discuss your requirements.