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General FAQs

What is a professional Nanny/Governess?

A Nanny is a childcare professional who specialises in caring for children in your own home. They are responsible for creating a nurturing and stimulating environment for children to grow and develop. Our candidates will either hold a childcare specific qualification and/or have relevant professional Nanny and childcare experience.

Is there a minimum requirement of experience/ qualifications required?

At each stage of a child’s life their needs change, at Kensington Nannies we aim to be able to provide childcare solutions that meet their needs from birth to teens. Just like there are different types of childcare, there are different types of candidates each with their own special skill to offer, so we do not set hard and fast criteria that are required in order to register as each family is unique & specify their own criteria , however as an Agency whose sole focus is childcare solutions it is expected that a professional Nanny/Governess/ Maternity Nurse  has a degree or diploma that covers child development/care of children & previous experience supporting children and exemplary references that bear testament to be a suitable individual to work with children.

What background checks do Kensington Nannies run on their candidates?

All candidates who choose to register with Kensington Nannies need to meet all requirements below, prior to us assisting them with our work finding services:


  • An up to date CV displaying all previous work & childcare history
  • Photo ID – A valid Passport &/ or driving license
  • An up-to-date DBS certificates (or Police check for those who are not UK residents)
  • An up-to-date First Aid certificate
  • Degrees & certificates confirming qualifications
  • Proof of eligibility to work within the UK where applicable (Or the correct Passport / Visa to work within the applicable country)
  • Proof of address


By law it is a prerequisite that we confirm a minimum of two (child care related) references from previous employers. We prefer to check as far back in work history as possible.


During this interview a consultant will verify all documentation and gain a comprehensive understanding of previous childcare experience, current skill-set and discuss future job aspirations.

Where do Kensington Nannies recruit their Candidates from?

Most new candidates approach us via a word of mouth recommendation, be it a fellow nanny, a previous employer, or the educational institution where they qualified.

How much does a nanny earn?

Salaries vary greatly depending on a candidate’s qualifications, experience and the duties and requirements involved in each role. This is a guide only, based on vacancies filled 2021-2022

London Live-out Averages: £48000-£80 000+ annual gross (based on a 10-12-hour day Monday-Friday)

London Live-in Averages: £38500- £65000+ annual gross (based on a Monday-Friday position 12 hours per day & 2 nights babysitting inclusive of the net wage Monday-Thursday)

Temp 24-hour cover: or Holiday Sole-Charge Nanny £250 -£350 gross plus per day

Weekend Nannies: Sole-Charge Live-in £250 gross per day

Live-out weekend: £20-30 gross per hour

Part Time /Temp: by the Hour £20 + gross per hour

Maternity Nurses/Nannies: £300-£400 + daily gross (single baby)

Outside of the UK: Salaries for Nannies placed abroad vary considerably £700-£1500+ net per week dependant on the requirements of the position & calibre of Nanny.

It is the employer’s responsibility & legal obligation to pay all relevant tax and lawful deductions 

What accommodation should be provided for a live-in Nanny/Governess?

What is deemed suitable accommodation for a live-in nanny situation, can vary from Nanny to employer and even from Nanny to nanny. Detailing exactly what is provided for the Nannies’ private use ensures everyone enters into the live-in arrangement with a clear understanding of expectations.

  • Parents must consider if they have the space and resources to provide comfortable accommodation for their live-in Nanny ensuring that all maintain privacy.
  • All live-in Nannies will require at a minimum, a private bedroom however the accommodation for most live-in Nannies include at minimum a private bedroom and bath.
  • Some live-in Nannies will live in a guest house on the employer’s property or a self-contained apartment within the family home. It’s not unusual for a family who need the flexibility that a “live-in” candidate provides to rent a flat close to the family home for their “live-in” Nanny/Governess.
  • All utilities & meals in line with the family menu plan are part of the arrangement
Should I provide full board for my Nanny/Governess?
  • At a minimum, all the live-in Nanny’s meals should be included in boarding provision both on & off duty.
  • Most families simply ask the Nanny if there are any special items they want to be included on their grocery list, or more often, the Nanny does the family’s grocery shopping and adds any items they may want whilst shopping. Sometimes, (generally in the instance where a Nanny is caring for an infant) parents will provide the Nanny with a weekly food allowance and the Nanny takes care of their own shopping independent of the family.
  • The Nannies food expectations should be realistic, it is the employer’s duty to provide nutritional foods but not extravagant foods. A good mix of seasonal fruit & veg, protein, & carbohydrates should be provided so that the Nanny can make a nutritional meal, in addition to coffee, tea & water.
  • Typically, whilst on duty live-in nannies share their mealtimes with the children. They eat when & what the children eat or when the children are napping during the day.
What holiday entitlement are Nannies/ Governesses normally entitled to?
  • At a minimum a full-time Nanny (5 day working week) is entitled to 28 paid days holiday per year. This is made up of four weeks standard leave and eight bank holidays, which are paid, giving an annual entitlement of 5.6 weeks
  • For part-time Nannies, holiday entitlement is calculated in proportion to their hours. A part time Nanny’s annual leave entitlement is also based on 5.6 weeks, but their ‘week’ doesn’t translate into the same number of days. Instead, it gets scaled down (or ‘pro-rated’, as the contract might say).
  • For example, if a nanny works 4 days per week, their holiday entitlement is 5.6 weeks x 4 days, which is 22.4 days of annual leave.


Generally, the employer will select 2 weeks during which the employee is required to take holiday, and the employee may then choose the remaining 2 weeks, with consent from the employer.

How long can I expect a Nanny/Governess to commit to my family?

    The short answer is that the relationship will last for as long as it is working happily for both parties.

    During our interview process we will have established if a candidate is looking for a long or short term employment. A Nanny job changes as your child matures, a candidate who is happy to spend all day with a tiny baby may not be the right profile when the child becomes a highly energetic, curious 5 year old. So, whilst no one can predict the future as Nannies and families’ personal circumstances can change we will establish the candidate’s intentions to ensure they align with yours.

    How many CV’s can I expect to receive once I have registered my vacancy?

      You are appointing us to streamline your search therefore the selected profiles you receive will be of applicants who suitably fit your requirements. You will not be inundated with CV’s of inappropriate candidates & we will continue to suggest candidates to you until such time that you have successfully filled your vacancy.

      How long does it take to recruit a Nanny after the initial registration?

        As an agency, we always advise a recruitment time of a minimum of four weeks (depending on the candidates notice period). We work very hard as an agency to perfectly match the candidate’s current skill set, previous work experience as well as their personality to fit your home and current recruitment needs.

        Is there usually a trial period for permanent placements?

          Prior to extending an offer of employment it is normal to do a trial. For roles that take place within the UK it can range from a few hours to a few days subject to availability, candidates expect to be paid directly for their time whilst trialling & may ask the potential employer to contribute towards travel expenses.  For vacancies based outside of the UK potential employers may at their expense invite the candidate to trial for a few days, alternatively if that is not practical a trial period is included into the candidate’s offer of employment.

          Who provides the employment contract to be agreed upon between Nanny/ Governess and future employer?

            Your Kensington Nannies consultant will be able to provide a template contract option, however sometimes employers might prefer to issue one of their customary contracts. https://www.gov.uk/employment-contracts-and-conditions  .Your Kensington Nannies consultant will additionally be able to guide and advise you on the standard market terms to ensure you are being treated fairly with their expectations.

            How do I pay my Nanny, Nanny Payroll What are the employer’s fiscal obligations?


            Kensington Nannies do not run a payroll scheme. Employers need to pay all necessary tax, NI and pension on behalf of their employees, https://www.gov.uk/guidance/rates-and-thresholds-for-employers  UK based clients may wish to use  www.Nannytax.co.uk to assist with PAYE.

            Worldwide Candidates are to be paid directly & relevant reporting /compliance with all employment, taxation, fiscal and other relevant legislation is the responsibility of the Employer.

            What is the difference between a Maternity Nurse and a Nanny?

              Maternity Nurses are self-employed and their tenure with families are for contracted periods as they specialise in caring for new-borns and supporting parents in the first few months of the new babies arrival. They work much longer shifts (usually doing 24-hour call with a 4-hour non-contact break, 6 days each week) and have a full day rest period.

              Nannies are employed by the family they work for. Their shifts are also shorter in duration (generally 5 days a week, working 10 – 12-hour shifts depending if they`re on a live-in or live-out contract) where additional overnight care needs to be agreed and arranged in advance.

              International FAQs

              What do International Nannies/ Governesses earn?

              Depending on qualifications and experience, job location, requirements & duties involved, take home pay can range from the equivalent of £3000-£6500 and rising per month.

              What currency do international Nannies/ Governesses get paid?

              During the search, salary expectations are always quoted net of tax & in GBP.  On top of any GBP figure quoted, it is expected that the employer adds on to this figure any taxes, social security etc. that are lawfully applicable in the country where services are being provided.

              When entering into a contract the NET GBP renumeration agreed between employer and employee will be converted into the gross figure in the currency of the country where the Nanny/Governess is providing services and is fixed at this exchange rate used on the day of conversion for the duration of the contract.

              Who provides the work permit/ visa?

              For vacancies outside of the UK, the Employer is responsible for obtaining a work permit on the potential employee’s behalf. For most of the positions that are based in the EU it is expected that the potential Employee is eligible to work in the country in which they are to be employed. (British passport holders no longer have the automatic right to work in the EU & it is very difficult to obtain a work permit for a non-EU passport holder)

              What other costs are involved when hiring a Nanny/ Governess internationally?

              At the employer’s expense: return flights to & from the candidates point of origin, a 2-bag check in allowance, related travel expenses, travel & medical insurance.

              Contracts: Permanent positions

              Whilst the contract is between the employer and the employee, Kensington Nannies can assist in formulating standard clauses.

              Holiday Entitlement

              Most expect a minimum of four weeks paid holiday

              Working days & hours

              Due to the nature of the positions based outside of the UK flexibility is key. Each family have their own requirements, those who commonly require a nanny to work 6 days a week pay more than those who give weekends free.

              What countries do Kensington Nannies serve?

              Kensington Nannies place Nannies/Governesses worldwide subject to an employer being able to provide a work permit, a fair & legal job requirement, a competitive salary & a safe environment.