Frequently asked questions about hiring household staff

Begin with the duties, working days, location and gross salary budget. We take a detailed brief and search for candidates whose experience fits it, then send a suitable shortlist typically within five working days. Register your vacancy to start a confidential discussion, and read our fees and vetting information before making an appointment.

Housekeepers, house managers, butlers and private PAs are DBS checked before their CV is presented to a family. The legally appropriate check depends on the role. Enhanced DBS is discussed only for nanny-housekeeper appointments where the childcare duties make the role eligible; a check is part of assessment, not a guarantee of suitability.

Yes. You can interview shortlisted candidates and discuss the role directly before deciding whether to offer it. Where possible, we meet families and candidates in person. If a practical trial is useful, agree its purpose, duration and payment arrangements in advance and consider the employment and minimum-wage responsibilities that may apply.

No. They are typical guide ranges that vary by household, hours, experience and responsibilities. Accommodation, driving, weekend work and the division of duties should be considered alongside pay. We discuss a realistic gross salary budget with you before starting the search and explain where the brief may need adjustment.

Permanent fees are 15% of gross annual salary, with a £1,500 minimum, payable within fourteen days of the start date. Temporary fees are 20% of gross weekly pay, with a £75 weekly minimum. Temporary-to-permanent credits and the conditional twelve-week replacement guarantee are explained on our fees page. We do not offer refunds.

No. Berkley Clark never charges candidates a fee to register, be considered or take up a placement. Candidates can submit their CV and preferences through our registration page. We discuss appropriate opportunities with them and seek their agreement before introducing their CV to a private household.

It is 15% of the candidate’s gross annual salary, with a £1,500 minimum, payable within fourteen days of the start date. A £40,000 salary gives a £6,000 fee. Confirm the agreed terms before hiring and budget separately for salary and employer costs.

The temporary fee is 20% of gross weekly pay, with a £75 weekly minimum. That minimum applies if the percentage calculation is lower. Discuss the weekly schedule, gross pay and employment arrangement before cover begins so that the fee and salary are clear.

No further permanent fee is due and no refund is given. Credits are capped at the full permanent fee amount. If a £6,000 permanent fee is covered by £8,000 in temporary fees already paid, the additional fee is zero rather than a £2,000 refund.

No. We offer one free replacement under the conditional twelve-week guarantee instead. The fee must have been paid on time and we must be notified within seven days. Changed role, hours or salary and redundancy are excluded; the guarantee does not provide cash repayment.

No candidate is ever charged a fee by Berkley Clark. Registration, consideration and placement are free to the candidate. The household pays the agreed recruitment fee when it hires, and we discuss opportunities with candidates before presenting their CV to a private family.

No. Housekeepers are DBS checked using the legally appropriate level for their role. Enhanced DBS is mentioned only for nanny-housekeeper appointments whose childcare duties make the role eligible. A private household address or a combined job title does not automatically establish eligibility.

Yes. References are taken personally from previous private households before a family sees a candidate’s CV. We explore the responsibilities and working relationship discreetly. References support our assessment, but the hiring family should still interview candidates and consider the fit to its own home.

Yes. Every candidate is interviewed before introduction, and we meet in person where possible. The discussion covers relevant work, preferences, confidentiality and practical examples. We assess the person against the detailed household brief, not simply the title printed on a CV.

Yes. The employing household must follow the prescribed right-to-work procedure before employment starts. Agency checks do not replace that responsibility. The appropriate route and any repeat-check requirements depend on the candidate’s circumstances; consult current GOV.UK guidance and professional advice where needed.

It is not automatically unpaid just because it is called a trial. Minimum-wage rules can apply where someone is doing work as a worker. Agree the purpose, tasks, duration and payment beforehand, and seek professional advice about the arrangement rather than assuming a trial is exempt.

Yes. You can interview shortlisted candidates and discuss the role directly before deciding whether to offer it. Where possible, we meet families and candidates in person. If a practical trial is useful, agree its purpose, duration and payment arrangements in advance and consider the employment and minimum-wage responsibilities that may apply.

No. They are typical guide ranges that vary by household, hours, experience and responsibilities. Accommodation, driving, weekend work and the division of duties should be considered alongside pay. We discuss a realistic gross salary budget with you before starting the search and explain where the brief may need adjustment.

Permanent fees are 15% of gross annual salary, with a £1,500 minimum, payable within fourteen days of the start date. Temporary fees are 20% of gross weekly pay, with a £75 weekly minimum. Temporary-to-permanent credits and the conditional twelve-week replacement guarantee are explained on our fees page. We do not offer refunds.

No. Berkley Clark never charges candidates a fee to register, be considered or take up a placement. Candidates can submit their CV and preferences through our registration page. We discuss appropriate opportunities with them and seek their agreement before introducing their CV to a private household.

Public transport can make live-out work practical, but early starts, evening finishes and journeys between properties need to be checked against the actual route. Parking and congestion arrangements are important when driving forms part of the role. Discuss your specific property and working arrangement with us so the search reflects the real job. We keep enquiries confidential and explain our fees before you hire, with no charges ever made to candidates.

We also discuss roles in Kensington, Chelsea, Belgravia, Mayfair, Knightsbridge, Notting Hill, Hampstead, Highgate, St John’s Wood, Richmond, Wimbledon and Chiswick. From compact townhouses to larger family residences, London households often need skilled daily housekeepers who can work around busy family schedules. The brief may include wardrobe care, guest preparation or a closely coordinated staff team, but the actual property and routine matter more than the neighbourhood. Discuss your specific property and working arrangement with us so the search reflects the real job. We keep enquiries confidential and explain our fees before you hire, with no charges ever made to candidates.

Daily housekeeping and household PA support are often sensible starting points; live-in roles need genuinely suitable staff accommodation rather than a spare room treated as continuous availability. Discuss your specific property and working arrangement with us so the search reflects the real job. We keep enquiries confidential and explain our fees before you hire, with no charges ever made to candidates.