Household hiring guide
How to hire a Filipino carer or companion in London
For FDS, this means hiring for non-clinical companionship and practical support. Define the duties, choose the working arrangement, interview the individual, complete employer checks and put the employment terms in writing.
What is the right way to hire a Filipino companion?
Start by defining a non-clinical companion role rather than searching for a nationality stereotype. Write down the company, outings, shopping, simple meals and practical household tasks required, together with the normal days, hours, location and live-in or live-out arrangement. If the person needs washing, dressing, toileting, nursing or another regulated or clinical service, use the appropriate care provider rather than an FDS companion introduction.
Then assess the individual candidate and complete the household's employer process. Interview for relevant experience and communication, review the evidence and references appropriate to the job, complete the prescribed right-to-work check before employment, agree gross pay and written terms, and put payroll, pension, insurance and other applicable employer responsibilities in place. Filipino Domestic Services can make introductions and support the matching process, but the household decides whom to employ.
The Filipino companion hiring process, step by step.
Each step narrows a different risk: wrong service, unrealistic schedule, poor fit, missing evidence or incomplete employer setup.
List the recurring tasks and identify whether they are non-clinical companionship, household help, regulated personal care or healthcare. FDS handles the non-clinical companion route.
Set normal days and hours, location, expected outings or errands and whether suitable private accommodation is available for a live-in role. Living in the home does not mean continuous availability.
Keep the candidate's gross pay separate from agency fees, payroll, pension, insurance, accommodation and other employer costs. Use current market evidence and statutory rules rather than a nationality-based rate.
Provide the role, duties, postcode, working arrangement, days, hours and preferred start date so the introduction process begins with the actual job rather than a vague request for “a carer”.
Compare relevant work history, availability and the evidence presented for this role. Do not treat an agency introduction, nationality or a single document as proof of overall suitability.
Use the real weekly routine and role scenarios. Ask what the candidate actually did in previous positions, how they would handle ordinary practical situations and whether the schedule and arrangement work for them.
The household should follow up role-relevant evidence and references, complete the prescribed right-to-work check and address any other check appropriate to the role. Use the published FDS vetting information to understand the process, not as a substitute for the household's own decision.
Put the role, gross pay, hours, workplace, holiday and other required particulars in writing and deal with payroll, pension, Employers' Liability insurance and other employer obligations before the employee starts.
Interview checklist for a non-clinical companion role.
Interview the person for the work in front of you. Avoid personality assumptions based on nationality.
Keep “introduced”, “checked” and “suitable” as different claims.
No single agency process removes the household's need to make an informed hiring decision.
What changes when the companion is live-in?
The hiring process is the same, but the accommodation and working-time arrangement needs more detail.
From our work
The strongest hiring enquiry gives us a job specification, not a nationality wish list.
Filipino Domestic Services' current staffing enquiry asks households for the role, postcode, live-in or live-out arrangement, normal days and hours, recurring duties and preferred start date. For a companion role, that might mean company on set days, accompanied outings, shopping, simple meals and a limited amount of practical household support. Those details allow candidate introductions to be assessed against a real job.
We then keep the candidate questions individual. A household can ask about relevant experience, communication, availability and practical fit, but Filipino nationality is not evidence of work ethic, patience, warmth, English level or continuity. The household should review the evidence and references appropriate to its role and complete the prescribed right-to-work check before employing anyone.
We also keep the care boundary fixed throughout the process. If the enquiry reveals washing, dressing, toileting, nursing, treatment or another regulated or clinical requirement, the answer is not to add those tasks after a companion has been hired. The household needs the appropriate service. Filipino Domestic Services introduces candidates for household roles; it does not provide regulated care, immigration sponsorship or a guarantee of individual suitability.
Use the FDS matching process, then complete the household's employer steps.
The introduction is one stage in the hiring decision. Employment begins only after the household has chosen a candidate and completed the appropriate legal and administrative setup.
Questions about hiring a Filipino companion in London.
How do I hire a Filipino carer in London?
First define whether you need non-clinical companionship or a regulated care service. For an FDS companion role, set the duties, days, hours and working arrangement, make a staffing enquiry, review and interview individual candidates, complete appropriate evidence and right-to-work checks, agree written terms and set up the household-employer administration before the chosen person starts.
Does Filipino Domestic Services provide regulated carers?
No. Filipino Domestic Services introduces candidates for non-clinical companionship and practical household support. It is not a regulated care provider and does not provide washing, dressing, toileting, nursing, medical treatment or clinical monitoring as a care service.
What should I ask a Filipino companion in an interview?
Ask about the actual duties in previous roles, how they would handle the household's real routine, communication, shopping or meal tasks, outings, availability and the proposed schedule. Assess the individual rather than using nationality as evidence of personality or ability.
What checks should I make before employing a companion?
Use checks appropriate to the role and evidence available, check domestic staff references properly and complete the prescribed right-to-work check before employment. Review the published FDS vetting process for what it currently covers rather than assuming a particular check has been completed.
Can I hire a live-in Filipino companion?
Yes, where the role is genuinely non-clinical and the household can offer a workable live-in arrangement. Provide suitable private accommodation and define duties, working hours, breaks, days off and any overnight expectations. Live-in does not mean 24-hour work.
Can Filipino Domestic Services sponsor a carer from the Philippines?
No. Filipino Domestic Services is not an immigration sponsor or adviser. Hiring and immigration permission are separate issues. The household must make sure the person is legally permitted to do the proposed work and complete the required employer right-to-work check.
Sources and service boundary.
The hiring process on this page is grounded in the current FDS household-staffing workflow. The regulated-care and right-to-work boundaries use current official guidance.
Ready to define the companion role?
Send the duties, postcode, working arrangement, days, hours and preferred start date so the search begins with the right job.