Filipino nanny jobs in London
Use this page to decide whether your experience fits a private-household nanny role and to register interest with FDS. We are not republishing stale 2024 vacancy lists as current jobs: a dated vacancy will appear only when FDS has a verified live nanny brief to publish.
What counts as relevant experience for a nanny job?
Relevant nanny experience is evidence that you have taken responsibility for children's day-to-day care in a real setting. Explain the children's ages, whether care was sole-charge or shared, the normal hours, school or nursery runs, meals, activities and child-related household tasks you actually handled.
The National Careers Service describes nanny work as caring for babies and young children in the employer's home, with duties that can include meals, outings, school runs, play and keeping child-used areas tidy. Individual household briefs vary, so your application should describe what you have done rather than copy a generic duty list.
Are there current FDS nanny vacancies on this page?
Not at the moment.
No verified dated nanny vacancy is being advertised on this rebuilt page today. The previous site carried a static list last updated in 2024. Those listings have not been represented as current 2026 openings.
If a current nanny role is approved for publication, the listing should state the actual location or area, working arrangement, normal days and hours, core duties, start context, application route and pay information only where it has been supplied and verified for that vacancy. Until then, register your interest rather than applying to an expired advert.
Build a nanny profile around evidence, not adjectives
“Caring”, “hard-working” or nationality-based claims do not tell a household what childcare responsibility you have actually held.
Name the ages you have cared for
Newborn, toddler, preschool and school-age roles create different routines. State what you have handled directly.
Clarify sole-charge and shared-care experience
Explain whether you were responsible independently, worked alongside a parent or shared care with another professional.
Describe recurring childcare duties
Meals, school or nursery runs, activities, outings, naps, child laundry and child-area tidying are more useful when tied to your actual role.
State the pattern you can sustain
Live-in, live-out, full-time and part-time roles affect travel, availability and household fit. Be accurate rather than broadly “flexible”.
List real certificates only
Some nanny employers or agencies prefer childcare training and paediatric first aid. Do not claim a qualification you do not hold; give the name and status of genuine training when requested.
Prepare verifiable employment history
Know who can confirm relevant work and the dates, role and responsibilities involved. FDS may request further evidence if an application progresses.
From our work: schedule and location are part of the candidate evidence
The FDS candidate registration process asks more than which job title a candidate wants. It records the preferred full-time or part-time and live-in or live-out arrangement, weekly availability, available days, years of experience, preferred start date and working locations.
For nanny work, those details matter because childcare is tied to specific family routines. A strong childcare background does not make a role workable if the school-run start time cannot be reached from the candidate's home, or if the family needs five full days and the candidate is only available three.
We therefore use the first registration to narrow the practical fit before a household introduction. The candidate should describe the work they have actually done and the schedule they can genuinely accept, rather than making a broad application to every nanny role.
If a profile progresses, further discussion can test the specific childcare brief. Registration itself remains an expression of interest, not an offer of employment.
This is why the candidate form keeps availability, location and working arrangement beside experience: childcare evidence matters only when the candidate can also sustain the household schedule being discussed. That practical fit is checked before any introduction is treated as relevant.
Right to work is checked before employment, not guessed from nationality
Every candidate's evidence must be assessed individually.
GOV.UK says you need to prove your right to work to an employer before you start work. The method depends on nationality and immigration status; some candidates can use a share code, while British and Irish citizens use other accepted evidence. FDS candidate registration does not itself establish a person's right to work and does not provide immigration advice.
Do not send passport numbers, visa documents or share-code evidence through a public vacancy page unless FDS specifically requests evidence through the appropriate next-step process.
Nanny candidate questions
Do I need formal nanny qualifications to register?
Not every nanny job has the same entry requirement. The National Careers Service says direct application can be possible without qualifications, while employers and agencies often prefer relevant childcare training. State only training you actually hold and let the specific vacancy define any mandatory requirement.
Should I include babysitting as nanny experience?
Include it accurately, but distinguish occasional babysitting from a recurring nanny position with sustained responsibility, routines and household expectations. A clear description helps FDS understand the depth and relevance of your childcare experience.
Can I register for live-in and live-out nanny work?
Yes, if both arrangements are genuinely suitable for you. Use the registration form to state your preferred working arrangement and locations rather than selecting every option simply to widen the application.
Are there nanny jobs available right now?
No verified dated nanny vacancy is published on this rebuilt page today. Registering interest lets FDS hold the practical profile information needed to consider relevant future or newly verified roles, but it does not guarantee a vacancy or interview.
Do I need right-to-work evidence?
Yes. Before employment starts, the employer must use an accepted method to check that the candidate is allowed to work in the UK. The correct evidence depends on the candidate's circumstances; use current GOV.UK guidance rather than assumptions.
Can I also apply for housekeeper or cleaner work?
Apply only where your actual experience fits the duties. Household management and cleaning are different from childcare. Use the linked candidate role pages to understand those jobs before registering a second role interest.
Sources and role scope
FDS process details come from the existing candidate registration workflow. General career and employment points use current public guidance.
Choose the candidate route that matches your experience
The candidate branch stays role-specific so your profile is not stretched across unrelated work.