How much does a housekeeper cost in the UK?

Typical gross salary ranges

Full-time live-out housekeepers typically fall within £35,000–£55,000; part-time guides are £18–£30 an hour. Live-in housekeeping is typically £35,000–£56,000 plus accommodation. Housekeeper-cooks are typically £38,000–£48,000 and nanny-housekeepers £36,000–£48,000. These are guides that vary by household, hours and experience.

List regular working days, the essential work and any extra responsibilities before comparing salaries. A combined role should have a realistic split rather than a broad title that conceals several full jobs. The guide ranges are not guaranteed offers or independently verified averages for each town.

Before deciding, translate the guidance into a short list for your particular home. Record the essential responsibilities, a normal weekly timetable and what happens when the family travels or has visitors. Identify the person who gives instructions and any other staff already involved. This prevents a general article from being mistaken for a complete job description or a set of terms that suits every household.

Live-in versus live-out costs

Live-in accommodation is a material part of the arrangement, but it does not mean that salary or working hours can be assumed. Agree private space, facilities, utilities, time off and the relationship between accommodation and employment. Live-out staff need a realistic commute at the actual working times.

Accommodation and gross pay should be described separately. A live-in person is not continuously available, and a live-out person should not be expected to absorb an impractical journey without discussion. Budget for the arrangement that supports a dependable role, not the cheapest label.

Use questions to clarify uncertainty rather than making promises that neither party can realistically keep. A candidate should be able to explain relevant experience and ask about the role, while the family should be able to describe the work accurately. Confidentiality matters on both sides: private details about previous or current households should not be shared simply to make an interview or brief more interesting.

Employer National Insurance and payroll

Employer National Insurance can form part of the household budget depending on current thresholds, rates and the employment arrangement. Check the current GOV.UK guidance and obtain payroll advice rather than applying an old percentage from a recruitment article. Gross salary and employer contributions are different budget items.

If the household directly employs the person, employer registration and payroll obligations may apply. Clarify how wages, deductions and payslips will be handled before the start date. A recruitment agency fee does not include every employment obligation or calculate the household’s tax position.

The guidance here is general information, not individual employment, tax or immigration advice. Check current GOV.UK guidance and take appropriate professional advice where necessary. Rates, statutory thresholds and the legal treatment of a working arrangement can change. The agency’s recruitment assessment and introductory process are distinct from the employing household’s own responsibilities before and during employment.

Pension, holiday and insurance

Pension duties, paid holiday and appropriate insurance need to be considered alongside salary. Eligibility and exact obligations depend on the arrangement and current law. Read official guidance and consult a professional adviser for a particular household, especially if hours vary or employment is shared between properties.

Paid time off affects continuity of cover as well as the annual budget. Think about who handles essential work while the employee is away and whether temporary cover is necessary. Do not treat a quoted salary as the entire cost of providing the role throughout the year.

Before deciding, translate the guidance into a short list for your particular home. Record the essential responsibilities, a normal weekly timetable and what happens when the family travels or has visitors. Identify the person who gives instructions and any other staff already involved. This prevents a general article from being mistaken for a complete job description or a set of terms that suits every household.

Calculating the agency fee

Berkley Clark’s permanent fee is 15% of gross annual salary with a £1,500 minimum. A £40,000 appointment gives a £6,000 fee, payable within fourteen days of the start date. Temporary fees are 20% of gross weekly pay, with a £75 weekly minimum.

Temporary fees already paid can be credited against a permanent fee up to its full amount. If credits exceed it, nothing further is due and no refund is given. Read the fee and conditional replacement guarantee before hiring; do not assume a refund or an unlimited replacement arrangement.

Use questions to clarify uncertainty rather than making promises that neither party can realistically keep. A candidate should be able to explain relevant experience and ask about the role, while the family should be able to describe the work accurately. Confidentiality matters on both sides: private details about previous or current households should not be shared simply to make an interview or brief more interesting.

Budgeting for a combined role

Cooking, school-age childcare or household management can change the scope significantly. A housekeeper-cook is generally focused on everyday family meals rather than elaborate private-chef menus. A nanny-housekeeper must give proper attention to children when responsible for them, so housekeeping needs to fit around that priority.

Write the tasks in ordinary language, explain the family schedule and distinguish essential from optional work. If a budget will not support the required role, consider adjusting hours or splitting responsibilities. A narrow, achievable brief is more useful than promising an attractive headline with hidden expectations.

The guidance here is general information, not individual employment, tax or immigration advice. Check current GOV.UK guidance and take appropriate professional advice where necessary. Rates, statutory thresholds and the legal treatment of a working arrangement can change. The agency’s recruitment assessment and introductory process are distinct from the employing household’s own responsibilities before and during employment.

What to confirm before making an offer

Confirm gross pay, hours, location, duties, start date, leave, notice, accommodation and the reporting arrangement in writing. Professional employment and payroll advice should address your circumstances. The person should understand who employs them and how additional hours or travel are handled.

A practical interview or trial can test the match, but the duration and payment arrangement should be agreed beforehand. Work done as a worker may attract minimum-wage obligations even when described as a trial. Do not use an unpaid trial assumption to reduce the employment budget.

Before deciding, translate the guidance into a short list for your particular home. Record the essential responsibilities, a normal weekly timetable and what happens when the family travels or has visitors. Identify the person who gives instructions and any other staff already involved. This prevents a general article from being mistaken for a complete job description or a set of terms that suits every household.

Choosing a sustainable appointment

The right budget supports a clear and workable role, not simply a fast hire. Think about the household’s routine over a whole week and across holidays, guest visits and travel. Tell the agency about duties that are occasional but important so they are discussed honestly with candidates.

An appointment is more likely to make practical sense when expectations, pay and time all align. Berkley Clark takes a detailed brief and introduces interviewed, reference-checked, right-to-work and DBS checked candidates, typically shortlisting within five working days. Register a vacancy to discuss your requirements.

Use questions to clarify uncertainty rather than making promises that neither party can realistically keep. A candidate should be able to explain relevant experience and ask about the role, while the family should be able to describe the work accurately. Confidentiality matters on both sides: private details about previous or current households should not be shared simply to make an interview or brief more interesting.

A practical checklist before you proceed

Prepare a one-page summary before speaking with an agency or candidate. Include the home’s practical layout, regular occupants, the normal working week and the outcome you want from the appointment. If there are pets, steps, access restrictions or several properties, explain them in useful detail. Separate household preferences from essential duties and make clear which responsibilities already belong to someone else. A concise, accurate summary helps avoid changes later in the process.

Discuss the proposed arrangement with everyone who will give instructions. A candidate should not receive incompatible priorities from different members of the family. Agree a main contact and a way to ask questions when the plan changes. Consider a written weekly routine that can be adjusted sensibly, rather than a list that grows continuously. Review what is achievable during the agreed hours before interpreting a delay as poor performance or a lack of commitment.

When comparing candidates, ask for relevant examples rather than relying on confident language or a familiar job title. Explore the actual responsibilities in previous posts and how the person approached practical issues. References should be taken appropriately and discreetly; confidential identities and personal household information are not interview entertainment. The candidate’s questions also help reveal whether the role is clear, and whether the working arrangement is realistic for both sides.

Before an offer, confirm the important points again: gross pay, duties, hours, location, accommodation if any, leave and notice. Check the appropriate employer responsibilities using official guidance and professional advice. If a trial is used, define its purpose, tasks, duration and payment arrangements. Keep a record of agreed changes and avoid relying on a casual conversation to settle matters that affect the person’s employment or the household’s responsibilities.