When a domestic staff placement is not working
Do not jump straight from frustration to replacement. First identify whether the problem is an unclear brief, changed workload, communication issue, support need, performance concern or a genuine mismatch. Then agree a short, specific improvement path and review it before deciding whether the placement can continue.
What should you do if a nanny or housekeeper placement is not working?
Start with facts: what was agreed, what is happening now, when the problem occurs and whether the role has changed. Discuss the issue with the employee, agree a specific improvement or workload reset, give reasonable support, record what was agreed and set a review date. If the problem remains unresolved, use the appropriate formal or replacement route.
Acas advises employers to understand the cause of performance problems and use informal steps where appropriate before moving to a formal process. Dismissal should be a last resort and fair procedure matters. This is general information, not personalised legal advice.
Diagnose the type of problem before choosing the remedy
Different causes can look similar from the household's point of view.
The job was never defined clearly
Duties, priorities or house rules were assumed rather than agreed. The first remedy is clarity, not blame.
The household has changed the job
Children, property, cooking, travel, guests, pets or hours have expanded but the original workload has not been reset.
Expectations are not being exchanged effectively
Instructions may be inconsistent, feedback may arrive too late or both sides may be working from different assumptions.
An agreed duty is not being performed to the required standard
Use specific examples, clarify the expected standard and identify whether training, support or time is needed.
The concern is behaviour rather than ability
Acas distinguishes conduct from capability. Serious issues may need a different and more formal response than an ordinary performance conversation.
The household and employee may not be compatible
If the fundamental schedule, role, communication style or expectations cannot be aligned without changing the job substantially, the placement may need to end.
Have one structured conversation about the actual issue
Keep the conversation narrow enough that the employee knows what needs to change.
Do not turn a changed household into an employee performance problem
A placement can deteriorate because the job moved, not because the person did.
Childcare intensity rises
Existing housekeeping may no longer fit the same hours. Rebalance the work before judging unfinished household tasks.
The schedule expands
A permanent change to working hours should be discussed as a change to the arrangement, not assumed through repeated “extra” days.
Cooking, driving or another property is added
Decide what leaves the original brief or whether pay, hours or support need to change.
The household expects two urgent tasks at once
Set the priority rule so the employee is not penalised for whichever task was impossible to complete simultaneously.
From our work: we compare the current problem with the original instruction
Filipino Domestic Services' post-placement support process starts by asking what happened, when it happened and whether the original duties, hours or household circumstances changed. We then compare the current situation with the role that was originally instructed.
That distinction matters because “the placement isn't working” can describe very different events. A candidate may be leaving. The household may have added duties. A role may have been restructured. Or there may be a specific performance or communication concern while the original job remains unchanged.
We do not treat those situations as interchangeable. The current client terms also distinguish candidate departure from circumstances such as redundancy, restructure or a changed job description, so the reason and timing of the change matter to the support route.
For a placement that is still running, the most useful first step is usually a factual description of the issue against the agreed role. That gives the household and employee a fair opportunity to see whether clearer expectations, support or a realistic reset can resolve it before the household decides that a different staffing solution is needed.
That comparison also tells us whether the household needs support with the existing placement or whether the role itself should be briefed again before any replacement search.
Set a review point and decide using evidence, not momentum
If the issue is capable of improvement, define what improvement will look like.
What specifically needs to be different?
A measurable, relevant expectation is more useful than “be more proactive” or “fit in better”.
What will the household provide?
Clarification, training, equipment, a schedule change or clearer priorities may be part of the solution.
What will you review?
Use the recurring duties and examples discussed, not a new list of expectations created after the event.
What if it still does not work?
Decide whether further support, a formal employment process or the FDS replacement-support route is appropriate to the circumstances.
If the placement may end, separate agency support from employment procedure
The agency's commercial replacement terms and the household's legal duties as employer are not the same thing.
If the household directly employs the person, notice, dismissal and any formal capability or conduct process depend on the employment relationship, contract and circumstances. Acas says dismissal for capability or conduct should be a last resort and employers should follow a fair procedure. This is general information, not personalised legal advice; check the current official guidance and take professional advice where needed.
Separately, any FDS replacement, refund or cancellation provision is conditional on the current client terms and the facts of the placement. Contact Filipino Domestic Services promptly rather than assuming an automatic replacement or refund.
Questions when a placement is not working
How soon should I raise a problem with my nanny or housekeeper?
Raise a recurring issue promptly enough that the employee has a fair chance to understand and address it. Use specific examples, check whether the role or workload has changed, and agree what should happen next rather than allowing frustration to build for weeks.
What if I realise the job description was unclear?
Correct the brief first. Write down the recurring duties, normal hours, house rules and priority when tasks compete. Do not treat work that was never clearly assigned as evidence of poor performance.
Should I use a performance improvement plan?
If informal steps do not resolve a genuine performance issue, Acas says an employer could consider a performance improvement plan with specific objectives, a reasonable timeline and appropriate support or training. The right process depends on the circumstances.
What if the employee says there is too much work?
Audit the week before rejecting the concern. Compare fixed duties, added tasks and available hours. If new work has displaced agreed responsibilities or off-duty time, rebalance the job rather than treating volume as an individual performance failure.
Can Filipino Domestic Services replace the candidate?
Replacement is not an unconditional guarantee. Contact FDS promptly with the role, dates and circumstances. Any replacement, refund or cancellation provision is governed by the current client terms and the facts of the placement.
Can I dismiss domestic staff if the placement is not working?
Employment termination depends on the contract, status, reason and circumstances. Acas says employers should follow a fair procedure and dismissal should be a last resort. This is general information, not personalised legal advice; obtain appropriate advice before acting.
Sources and scope
The FDS support route is based on the current placement-support page and client terms. Employment-process guidance uses current Acas sources. This article does not provide individual legal advice.
Choose the next step after you understand the cause
Support, clearer onboarding and long-term retention are different routes. Use the one that fits the actual problem.