Filipino nanny cost in London · 2026 guide
How much does a Filipino nanny cost in London?
There is no separate “Filipino nanny rate”. Current London nanny pay is driven by the role, hours, experience, duties and live-in or live-out arrangement, then the household must budget for employer costs on top of gross salary.
Quick answer
What should a London family budget for nanny pay in 2026?
Nannytax’s 2026 payroll data reports an average gross live-out nanny rate of £21.63 per hour in Inner London and £22.64 per hour across Outer London and the Home Counties. Its London live-in benchmark is £16.43 gross per hour. These are market benchmarks for nannies generally, not a nationality-specific rate.
For a full-time live-out nanny working 50 hours a week, Nannytax reports average annual gross pay of £56,238 in Inner London and £58,864 across Outer London and the Home Counties. The family’s total employment budget is higher once employer National Insurance, pension contributions and other employment costs are added.
Salary source: Nannytax 2026 Salary Guide, based on payroll records. Figures accessed 6 August 2026.
A £56,238 salary is not a £56,238 employer budget.
Using the 2026 Inner London full-time live-out benchmark, a category-A employer National Insurance calculation and the statutory minimum employer pension contribution produces an illustrative baseline of about £65,245 a year before other costs.
- Gross annual salary
- £56,238
- Employer National Insurance
- about £7,686
- Minimum employer pension contribution
- about £1,321
- Illustrative subtotal
- about £65,245
This is an illustration, not a payroll quote. It assumes 2026/27 category-A employer NI at 15% above the £5,000 secondary threshold and a 3% employer pension contribution on qualifying earnings between £6,240 and £50,270. Eligibility, pension scheme rules and the nanny’s circumstances can change the result.
What makes up the full cost of employing a nanny?
Keep the components separate. A quoted hourly or annual salary is only one part of the household’s budget.
Agree pay in gross terms.
Gross pay is the contractual salary before the nanny’s Income Tax and employee National Insurance deductions. It gives the household and candidate one clear employment figure.
Add the employer’s National Insurance liability.
For 2026/27, the standard employer Class 1 rate is 15% above the applicable secondary threshold. Domestic employers cannot normally use Employment Allowance for a nanny employed for personal household work.
For the tax mechanics, see nanny tax, PAYE and National Insurance.
Budget for automatic-enrolment duties where they apply.
The statutory minimum for a qualifying scheme is normally 8% of qualifying earnings in total, with at least 3% paid by the employer. Eligibility and scheme rules still need to be checked for the individual employee.
Keep the introduction fee separate from salary.
The applicable Filipino Domestic Services charge should come from the current quote, fees page and client terms for the instruction. Do not treat an archived percentage from an older article as a current fee.
Add the costs created by the actual brief.
These can include payroll administration, employer’s liability insurance, work-related travel or mileage, agreed expenses, training requirements and the cost of alternative childcare when the nanny is on leave.
Live-in, live-out and part-time nanny costs are not directly interchangeable.
The arrangement changes the hours, accommodation, commute and often the pattern of duties. A useful comparison starts with the weekly job specification rather than a headline rate.
Use the agreed gross hourly rate and contracted hours.
For London, current live-out market data is above £20 gross per hour on average. Longer days, travel, qualifications and role complexity can move a specific offer away from the benchmark.
Salary and accommodation must both be defined.
Live-in pay is commonly lower per hour than live-out pay, but accommodation does not make every hour working time. The 2026 National Minimum Wage accommodation offset is £11.10 per day, capped at £77.70 per week.
Calculate from the actual weekly schedule.
Part-time roles can have different hourly expectations, especially where the hours are concentrated around school runs or make other employment difficult. Set the gross hourly rate first and multiply by guaranteed hours.
Do not reuse a permanent annual-cost calculation.
Temporary assignments and fixed-term direct placements can use different commercial and employment structures. Confirm the applicable route before comparing costs.
From our process
How Filipino Domestic Services separates salary from the cost of the placement.
For a direct placement, the household’s instructions define the nanny role and schedule; the household agrees the candidate’s pay and remains responsible for wages, payroll and the employment arrangement. The agency introduction charge is a separate commercial cost under the applicable terms.
That distinction matters when budgeting. It prevents a take-home figure, a gross salary, employer on-costs and an agency charge from being blended into one misleading “nanny rate”.
See how the staffing process works-
Define the nanny role
Set the children’s ages, duties, working days, hours, location and live-in or live-out arrangement.
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Set a gross-pay budget
Use current London market evidence as a benchmark, then adjust for the actual experience, responsibilities and schedule required.
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Add employer on-costs
Estimate employer NI, pension contributions and any payroll, insurance, travel or cover costs that apply.
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Confirm the agency charge separately
Use the current Filipino Domestic Services quote and terms rather than an old percentage copied from an archived article.
What is the difference between gross pay, net pay and “nanny tax”?
Use gross pay when comparing salaries and writing the employment contract. Net pay is what the nanny receives after employee deductions, so the same net figure can translate into different employer costs depending on the employee’s tax code and circumstances.
What changes the salary a nanny may expect?
Market benchmarks are a starting point. The actual offer should reflect the real job.
Long days, split schedules, regular evenings, weekends, overnights or frequent changes can affect the rate a candidate will consider.
Relevant childcare experience, role-specific training and qualifications can affect salary expectations.
Infants, multiple children and different school or nursery routines can change the level of responsibility in the role.
Driving, family travel, cooking or substantial household duties should be stated clearly. A role with significant wider household work may be a nanny-housekeeper rather than a nanny.
Accommodation, commuting and the pattern of working time affect how the overall package is structured.
Which 2026 employment figures matter when building the budget?
These statutory figures are current for the 2026/27 tax year or, for minimum wage, from April 2026. They should be rechecked when a new tax year starts or the rules change.
Standard employer Class 1 rate above the applicable secondary threshold; £5,000 annual secondary threshold for 2026/27.
Minimum employer contribution under the standard qualifying-earnings basis, where automatic-enrolment duties apply.
Rate for workers aged 21 and over from 1 April 2026.
Maximum £77.70 per week from April 2026 for National Minimum Wage calculations.
Sources and dating
Where the 2026 figures on this page come from.
Agency pricing is separate from salary and employer on-costs; review our exact agency fees when building the full household budget.
Questions about nanny costs in London.
How much does it cost to hire a full-time nanny in London?
Nannytax’s 2026 data puts average full-time live-out gross salary at £56,238 in Inner London and £58,864 across Outer London and the Home Counties for a 50-hour week. Employer NI, pension contributions and other employment costs sit on top of gross salary.
How much is a nanny per hour in London?
The 2026 Nannytax live-out averages are £21.63 gross per hour in Inner London and £22.64 across Outer London and the Home Counties. A particular role can sit above or below those figures depending on hours, duties, experience and qualifications.
Does a Filipino nanny have a different salary rate?
No separate lawful or market rate should be set simply because a nanny is Filipino. The pay discussion should be based on the job itself: duties, experience, hours, location, qualifications and the live-in or live-out arrangement.
Is employer National Insurance included in the nanny’s gross salary?
No. Employer National Insurance is an employer cost in addition to the nanny’s gross salary. For the 2026/27 tax year, the standard employer rate is 15% above the applicable secondary threshold.
Do I have to pay a pension for a nanny?
Automatic-enrolment duties depend on the nanny’s age and earnings. Where the standard minimum contribution rules apply, the total minimum is 8% of qualifying earnings and the employer must normally contribute at least 3%.
Does this page include the Filipino Domestic Services agency fee?
No. The worked employment-cost example deliberately keeps the agency introduction charge separate. Use the current Filipino Domestic Services quote, fees page and client terms for the applicable commercial fee.
Define the nanny role before fixing the final budget.
Send the children’s ages, duties, hours, location, live-in or live-out preference and intended start date so the staffing brief reflects the actual job.