Employer Responsibility

Nanny and household staff employers have the same legal responsibilities as commercial employers.

Salary – Gross

 Salaries are a key aspect of the hiring process. In the UK, salaries are usually negotiated in Gross terms.  Historically, the domestic service industry agreed Net salaries, and this can cause may problems for both employee and employer. We endorse the GOGROSS initiative, which underscores the merits of Gross over Net, and we consistently suggest that families agree a Gross salary with their domestic employee.

National Insurance

If a domestic employee earns over the Tax and NI thresholds, the employer must deduct these from her gross salary and pay these to HMRC on her behalf, as well as providing payslips.


Under the Pensions Act 2008, it is mandatory for all UK employers to provide a workplace pension scheme to their employees if they meet certain criteria. Once your domestic employee is enrolled in the pension scheme, contributions will be required from you (the employer), your domestic employee, and the Government.


When you hire someone to work in your home, it is legally required to have Employers’ Liability Insurance. This insurance will aid in paying compensation if an employee suffers an injury or illness as a result of their work for you.


All workers, including domestic employees, are legally entitled to a minimum holiday allowance. As an employer, you are required to specify your domestic employee’s holiday allowance in the employment contract and provide holiday pay when it’s due. The amount of holiday your domestic employee is entitled to will depend on whether they are full-time or part-time workers. https://www.gov.uk/calculate-your-holiday-entitlement

Employment Contract

An employment contract can serve as a foundation for a positive working relationship between you and your domestic employee. This legally binding document will detail the key terms of the employment.