Updated: April 2026
I sometimes get clients asking me if they can hire foreign domestic workers, or if their domestic staff can come to the UK with them. The answer is: yes, but there are specific visa and immigration requirements to consider. Hiring foreign domestic workers requires compliance with UK laws, including the right to work and employment regulations which we will discuss below.
Domestic Worker Visa
Hiring foreign domestic workers in the UK is possible, but it involves navigating specific visa and immigration requirements. The most common route for employing a foreign domestic worker is through the “Domestic Worker in a Private Household” visa. This visa allows individuals who have worked for their employer overseas for at least 12 months to accompany them to the UK. The visa is valid for up to six months and cannot be extended or lead to settlement.
The “Domestic Worker in a Private Household” visa is usually used when an employer is going on holiday or an extended stay in the UK and wishes to take their domestic staff with them. A lot of the time this is relevant to nannies as the family wish to keep their childcare consistent. An example would be an actor visiting the UK to film for 6 months, who is bringing their family along with them while they work. In this case it would be suitable to get a visa for their nanny to join them rather than hiring a new nanny in the UK.
Another example where the “Domestic Worker in a Private Household” visa might be used is when a high-net-worth individual, such as a diplomat or business executive, relocates temporarily to the UK for a major project or assignment. In this scenario, the individual may prefer to bring their trusted domestic staff, such as a housekeeper or chef, who is already familiar with their household preferences and routines. This allows the employer to maintain continuity in their domestic arrangements during their stay in the UK, ensuring a smooth and efficient household operation.
Visa Requirements
To hire a foreign domestic worker under this visa, the worker must have been employed by the same employer for at least one year before applying. The employer must also meet several conditions, including providing a written statement of terms and conditions of employment and ensuring the worker has a place to live and food provided for free. The visa application process requires detailed documentation, including proof of the employment relationship and the employer’s financial ability to support the worker in the UK.
Legal and Employment Considerations
Once the domestic worker is in the UK, they must adhere to UK employment laws, including minimum wage, working hours, and holiday entitlements. The employer must ensure the worker’s rights are respected and that the work they are doing aligns with what is permitted under the visa. It’s important to note that domestic workers on this visa are not allowed to switch employers while in the UK, and they must leave the country at the end of their visa term.
Right to work in the UK
In the UK, the “Right to Work” refers to the legal entitlement of an individual to work in the country. Employers are required to verify that their employees have the legal right to work before hiring them. This process helps ensure that workers are legally authorised to be employed in the UK and helps employers comply with immigration laws.
Here’s a breakdown of the checks and qualifications involved:
1. Types of Documents Accepted
To prove their right to work, individuals usually need to provide certain documents. These documents vary depending on their immigration status, but typically fall into two categories:
A. British and Irish Citizens:
- British passport.
- Irish passport.
- UK birth or adoption certificate plus a document confirming the National Insurance number (e.g., a P45, P60, or NI card).
B. Non-British and Non-Irish Citizens:
- A valid visa or residence permit that specifies the right to work in the UK.
- Biometric Residence Permit (BRP) if granted under the points-based system.
- A certificate of application if waiting for a biometric residence card.
- Other documents such as an Application Registration Card (ARC) for asylum seekers.
2. Verification Process
Employers must check and retain copies of the original documents provided by the employee. Here’s how the verification process generally works:
A. Initial Check:
- Before employment begins, the employer must check the documents in the presence of the employee to ensure they are valid and unexpired.
- They should confirm that the photographs match the employee and that the documents are genuine.
B. Ongoing Checks:
- For individuals with time-limited leave to remain, the employer must check their documents again before the initial leave expires to ensure they still have the right to work.
3. Online Right to Work Check
For some individuals, particularly those with a biometric residence permit or those granted under the points-based immigration system, an online right-to-work check can be conducted. The employee provides the employer with a share code and their date of birth, which allows the employer to access their right-to-work status through the UK Government’s online checking service.
4. Penalties for Non-Compliance
Employers who fail to perform these checks or employ individuals without the right to work may face civil penalties and, in severe cases, criminal prosecution. Penalties can be substantial, so it’s crucial for employers to follow the procedure rigorously.
5. Special Considerations
- EU/EEA Nationals: Post-Brexit, EU/EEA nationals typically need to show they have pre-settled or settled status under the EU Settlement Scheme.
- Refugees and Asylum Seekers: These individuals may have specific documentation or conditions related to their right to work, which should be checked carefully.
By adhering to these guidelines, both employers and employees can ensure compliance with UK immigration laws regarding the right to work.
Compliance and Penalties
Employers must ensure full compliance with UK immigration and employment laws when hiring a foreign domestic worker. Failure to do so can result in significant penalties, including fines and legal action. It is advisable to seek professional legal advice to navigate the complexities of hiring foreign domestic staff and ensure that all legal requirements are met.
In summary, while hiring foreign domestic workers in the UK is possible, it involves strict legal requirements and careful planning to ensure compliance with visa regulations and employment laws. Employers should thoroughly understand these requirements before proceeding to avoid potential legal issues.
