How our household staff agency fees work
Our permanent placement fee is 15% of the candidate’s gross annual salary, subject to a minimum fee of £1,500. The fee is only payable when you hire and must be paid within fourteen days of the candidate’s start date. We explain the fee before you proceed, so you can consider it alongside salary and employer costs.
The gross annual salary is the starting point for the permanent calculation. A £40,000 salary produces a £6,000 agency fee. Where the percentage calculation is below £1,500, the minimum fee applies. Agree the salary and the applicable terms in writing before the appointment starts; do not substitute a take-home figure for the gross annual salary.
Temporary placement fees
Temporary placement fees are 20% of the candidate’s gross weekly pay, with a minimum of £75 per week. For example, £1,000 gross weekly pay produces a £200 weekly agency fee; £300 gross weekly pay produces the £75 minimum. The candidate’s pay and the agency’s fee are separate items and should be understood before cover begins.
Confirm the dates, weekly hours, gross pay and who is responsible for employing and paying the temporary staff member. Discuss any changes or extended cover before assuming that the original arrangement continues unchanged. We help clarify the appointment, but the employer should take professional advice about payroll and employment responsibilities where needed.
Temporary-to-permanent credit
Temporary fees already paid are credited against the permanent placement fee, up to the full permanent fee amount. If temporary fees exceed the permanent fee, no further fee is due and no refund is given. For a £40,000 permanent salary, the permanent fee is £6,000; £2,000 of paid temporary fees leaves £4,000 due.
If £6,000 or more in temporary fees has already been paid against that appointment, the additional permanent fee is zero. The credit does not create a cash refund for any excess. Tell us before offering a temporary candidate a permanent position so that the appropriate fee and credit can be confirmed clearly.
What is included?
The fee supports the detailed household brief, candidate search, interviews, personally taken references from previous private households, right-to-work and DBS checks before CV presentation, and communication through the shortlist and appointment. We look at the practical requirements and candidate preferences rather than simply forwarding CVs under a matching job title.
We usually send a suitable shortlist within five working days. That is a typical timetable, not a guarantee that every specialist brief can be met within a fixed period. You decide whom to interview and hire, and we help explain the relevant arrangement, responsibilities and next steps. Employment contracts, payroll and professional legal or tax advice remain distinct from the agency fee.
Our twelve-week replacement guarantee
If a permanent candidate leaves or is dismissed within twelve weeks of starting, we will find one replacement free of charge, provided the fee was paid on time and we are notified within seven days. The guarantee does not apply if the role, hours or salary change, or in cases of redundancy. We do not offer refunds.
The guarantee is for one replacement rather than a series of free searches. Contact us promptly with the relevant details so that we can assess the conditions and discuss the original brief. A changed role may require a new search rather than replacement under the old terms.
Responsibilities and confidentiality
Families should provide accurate vacancy information and suitable employment arrangements. Candidates should provide accurate work history and qualifications. Private household information should be handled discreetly by everyone involved.
If any part of these terms needs clarifying for your household or your appointment, please ask us before you rely on them.