Inside the Private Household Job Market: What Every Employer Needs to Know in 2025

If you’ve tried hiring a housekeeper, private PA, or estate manager lately, you’ll know it’s not as simple as placing an ad and waiting for a few strong CVs. The market has shifted, quietly but significantly.

We work exclusively in the private household world, and we’re in it every day. We see what’s happening before it hits the headlines. Here’s what we think you should know if you’re planning to hire in 2025 and why your old approach may not work anymore.

1. Posting a job ad isn’t enough and it probably never was

This is one of the biggest misconceptions we deal with. The idea that you can just post a job and wait for quality candidates to come to you.

In reality, if you're lucky, you might get a handful of applications. But most of the time, they’re either unqualified or based outside the UK and without the right to work here. Meanwhile, the best candidates? They're not actively applying to jobs. They're already working, or waiting for the right opportunity through someone they trust.

We know this because we’re out there finding and speaking to them directly. Every great placement we make starts with a search not a listing. That’s where the real talent is.

2. Salaries are rising and so are expectations

Wages are going up across the board. Housekeepers with strong experience are earning £45k or more. Private PAs in London often start around £70k. And estate managers with the right background? You're looking at £80k plus.

But clients aren’t just paying more, they’re asking for more too. They want staff who are multi-skilled. A housekeeper who also cooks. A PA who can manage both personal and household affairs. An estate manager who understands land, smart home tech and staff coordination.

If you’re hiring now, you’re competing for a smaller pool of highly capable people. And they know their value.

3. Live-in roles are back, but expectations have changed

Offering accommodation has become a key part of attracting strong candidates, especially outside London. In rural placements or weekend estates, live-in roles are often essential. But here’s the catch. The standard of accommodation really matters.

Candidates aren’t willing to settle for a cramped room in the staff wing. They want proper, private living spaces. Somewhere they can actually live and be comfortable, especially if they have a partner, a pet or even a child.

The families who are securing the best people are offering separate cottages, annexes or well-kept staff housing. It’s an investment, yes, but it shows respect and that goes a long way in building loyalty.

4. It’s a candidate-led market and families need to plan for that

There simply aren’t enough experienced, eligible candidates to go around. And because demand is high, candidates have options.

When staff feel underpaid, overworked or overlooked, they leave. It’s that simple. We’re seeing more and more people switch jobs every year or two. Not because they’re unreliable, but because they’re being offered better pay or clearer progression elsewhere. Sometimes abroad, where the salaries are significantly higher.

If families want staff to stay long-term, five, ten years or more, they need to be asking one key question: why would someone stay here?

And the answer usually comes down to two things: respect and incentives.

That means:

• Checking in regularly, not just when something’s wrong

• Annual or even quarterly reviews

• Structured pay rises and performance bonuses

• Incentives that feel meaningful, like flexible hours, or time off after a busy period

• Training and development opportunities

• A clear path for progression, even in smaller teams

Running a household is starting to feel more like running a business. And the best households are treating their staff like professionals. When you do that, people stay. When you don’t, they move on.

5. Hybrid roles and flexibility are the new normal

We’re seeing a sharp rise in demand for hybrid roles, where one person wears multiple hats. Housekeeper-cooks. Nanny-PAs. Domestic couples who manage everything from laundry to logistics.

Families want fewer people who can do more. It’s efficient, discreet, and often better for the flow of the household.

But flexibility works both ways. These roles need structure, boundaries and fair treatment if they’re going to be sustainable. People are happy to go above and beyond when they feel appreciated and supported. Without that, burnout isn’t far behind.

Final thoughts

If you’re hiring in 2025, your approach matters more than ever. This isn’t just about filling a vacancy. It’s about building the kind of household culture that attracts and keeps great people.

Families who take the time to offer clarity, fairness, and professional respect will attract the best staff and keep them. Those who don’t will find themselves back on the market sooner than they expected.

And if you’d like support navigating that, we’re here.

Need help with a discreet hire? We’d love to hear from you. Email info@homeportconsultants.com or visit homeportconsultants.com to find out how we work.