The Overseas Domestic Worker visa (officially the Domestic Worker in a Private Household visa) is the UK's dedicated immigration route for domestic staff — nannies, housekeepers, cooks, chauffeurs, gardeners, carers, and household assistants — accompanying their existing private-household employer on visits to the UK. The visa is structurally distinct from every other UK work route: it has its own dedicated appendix in the Immigration Rules (Appendix Overseas Domestic Worker), no sponsor licensing framework, and a maximum stay of 6 months that cannot be extended. From 8 April 2026 the application fee rose to £726 (up from £682). Two key 2026 rule changes affect this route: the 8 January 2026 update to Appendix Overseas Domestic Worker consolidating the rules framework, and the 25 February 2026 supporting documents change replacing the prior two-document framework (Statement of Written Terms and Conditions + Employer Statement) with a single Appendix Domestic Worker Statement.
The ODW visa is the right immigration framework for nannies, housekeepers, cooks, chauffeurs, gardeners, carers, and personal household assistants accompanying their private-household employer on UK visits — provided the worker has been employed by that same employer for at least 12 months before applying. Maximum 6-month stay; cannot be extended (post-6 April 2012 cohort); no dependants permitted; worker can change to another UK domestic worker job within the 6-month window. National Minimum Wage (£12.71/hour for aged 21+ from 1 April 2026) is legally enforceable regardless of any private agreement from the home country. Application fee £726 from 8 April 2026; no Immigration Health Surcharge (route is under 6 months). NOT for diplomats' private servants — those use the International Agreement Private Servants sub-route. NOT for UK-based employment recruiting — UK households recruiting from overseas need Skilled Worker visa sponsorship with full sponsor licence framework.
- What is the Overseas Domestic Worker Visa?
- Who Qualifies — Domestic Roles Permitted
- Pre-6 April 2012 Legacy vs Current Route
- Who This Route Is NOT For
- Eligibility Requirements
- Fees and Costs from 8 April 2026
- How to Apply
- National Minimum Wage and Employment Rights
- Changing Employers Within the 6 Months
- Modern Slavery Extension Provisions
- No Extension, No Settlement Pathway
- Frequently Asked Questions
Overseas Domestic Worker Visa UK 2026: Private Household Employment Route
The Overseas Domestic Worker visa is structurally unlike every other UK work route. It has no sponsor licence framework — there is no Sponsorship Management System, no Certificate of Sponsorship, no sponsor compliance reporting. Instead, the route operates on direct private-household employer/employee evidence: a 12-month employment history overseas, a written Appendix Domestic Worker Statement signed by both parties, and the employer's confirmation that the worker will continue providing domestic services in a private household setting during the UK visit. The route sits separately from both the Standard Visitor visa route for the employer's UK visit and the sponsored work visa framework.
What is the Overseas Domestic Worker Visa?
The Overseas Domestic Worker visa allows domestic staff — including nannies, housekeepers, cooks, chauffeurs, gardeners, and personal carers — to accompany their existing private-household employer on a UK visit for up to 6 months. The worker must have been employed by the same employer overseas for at least 12 months before applying. Maximum stay is 6 months and cannot be extended. From 8 April 2026 the application fee is £726. The visa exists specifically to allow continuity of existing domestic worker arrangements during UK travel — not to facilitate new UK employment recruitment.
Also Known as the Domestic Worker in a Private Household Visa
The route's official Home Office form title is "Domestic worker in a private household visa", and the older form name still appears in many sources. "Overseas Domestic Worker" is the formal Immigration Rules term; "Domestic Worker in a Private Household" is the form-level terminology; "ODW visa" is the practitioner abbreviation. The terms are interchangeable. Other casual search terms — "nanny visa UK", "babysitter visa UK", "maid visa UK", "domestic helper visa UK" — all refer to this same route, as do GSC-popular variants like "household visa", "domestic visa", and "live-in maid UK".
Who Qualifies — Domestic Roles Permitted
| Domestic Role | Eligible for ODW Visa? | Notes |
|---|---|---|
| Nanny / au pair | Yes | Childcare in employer's private household; not commercial childcare |
| Housekeeper / cleaner | Yes | Cleaning, laundry, household management in private residence |
| Cook / chef | Yes | Personal cook for employer's household; NOT restaurant or hospitality kitchen work |
| Chauffeur / driver | Yes | Personal driver employed within private household |
| Gardener / groundskeeper | Yes | Personal household gardener (where applicable to UK accommodation) |
| Personal carer for family member | Yes | Elderly, child with special needs, or disabled family member personal care |
| Personal assistant (household duties) | Yes | Where role primarily involves household management/domestic tasks |
| Personal assistant (business duties) | No | Business or professional PA work falls outside the route — use Skilled Worker or other framework |
| Commercial domestic services worker | No | Employees of cleaning companies, hotel staff, etc. — NOT private household roles |
| Private servant of diplomat / IO staff | No — different route | Use the International Agreement Private Servants sub-route instead |
Source: Appendix Overseas Domestic Worker; gov.uk Overseas Domestic Worker visa overview.
Pre-6 April 2012 Legacy vs Current Route
The Overseas Domestic Worker route was substantially restricted on 6 April 2012. Workers admitted to the UK before that date under the older "Domestic Worker in a Private Household visa" retain three legacy rights that the current cohort does NOT have: (1) the right to extend their visa indefinitely while still employed, (2) the right to settle (Indefinite Leave to Remain) after 5 years of continuous residence on the route, and (3) the right to change employers without restriction. Post-6 April 2012 applicants face a strict 6-month maximum stay, no extension, no settlement pathway, and a narrowed employer-change framework.
The 6 April 2012 cut-off creates two distinct cohorts of Overseas Domestic Worker visa holders with significantly different rights. Workers entering the UK on the older Domestic Worker in a Private Household visa before 6 April 2012 can still extend their visa, change employers freely, and apply for settlement after 5 years' continuous residence under the legacy framework. The current cohort (anyone entering on or after 6 April 2012) faces the modern restrictions: 6-month maximum stay, no extension, no settlement pathway, and limited employer change rights. The 2015 Ewins Review and subsequent Modern Slavery Act 2015 reforms restored the right to change employers within the 6-month window, addressing exploitation concerns — but did NOT restore the extension or settlement provisions.
Who This Route Is NOT For
A common point of confusion: the Overseas Domestic Worker visa is NOT a general route for UK households wishing to recruit domestic staff from overseas. The route exists exclusively to allow continuity of existing overseas employment relationships during UK visits. Workers being recruited specifically to work in a UK household for the first time cannot use this route.
| Scenario | Correct Route |
|---|---|
| Existing overseas employer visiting UK and bringing their domestic worker | Overseas Domestic Worker visa (this route) |
| UK family wishing to recruit a nanny / housekeeper from overseas for their UK household | Skilled Worker visa (subject to £41,700 salary threshold, RQF Level 3+ occupation eligibility, and the UK household holding a Worker sponsor licence) |
| Private servant accompanying a diplomat or recognised international organisation staff member | International Agreement visa — Private Servants in Diplomatic Households sub-category |
| BNO visa holder wishing to bring a Hong Kong domestic helper to the UK | ODW visa NOT applicable — the BNO route does not include domestic helper accompaniment; helper would need to qualify independently under another route |
| Short-term UK visitor seeking incidental help (not pre-existing employee) | No UK route accommodates this — the household must engage UK-based domestic services |
| Employee of a cleaning company, hotel, or commercial domestic services provider | Skilled Worker (for commercial sponsorship) or other relevant work route — NOT ODW |
UK households who wish to engage long-term overseas domestic help often discover that no straightforward immigration route accommodates this. The Overseas Domestic Worker visa does NOT cover new UK recruitment — it only permits continuity of existing overseas employment during a UK visit. The Skilled Worker route requires the £41,700 minimum salary threshold from 22 July 2025, RQF Level 3+ occupation eligibility under SOC 2020 (many domestic roles fall below this), CEFR B2 English (from 8 January 2026), and a Worker sponsor licence held by the household (£611 small/charitable rate from 8 April 2026, plus £525 per Certificate of Sponsorship and Immigration Skills Charge). The cumulative compliance burden makes Skilled Worker sponsorship for domestic roles impractical for most UK private households.
Eligibility Requirements
Be at least 18 years old; have worked for the current employer in a private household overseas for at least 12 months before applying; have agreed terms and conditions in writing via the Appendix Domestic Worker Statement (introduced 25 February 2026); be accompanying the employer on a UK visit or joining within a permitted window; demonstrate ability to support yourself in the UK; have employer's confirmation of NMW intention; meet TB test requirements where applicable. No formal English language test; no Immigration Health Surcharge.
- Age: At least 18 years old on the date of application.
- Outside UK at application: Applicant must be outside the UK when the application is submitted. No in-country switching to or extension within this route (post-6 April 2012 cohort).
- 12-month employment history: Employed by the current private-household employer for at least 12 months prior to applying. Evidence required: payslips, bank transfers, employment contract, or equivalent.
- Genuine private household role: Role must be in a private household, not commercial or institutional. Permitted roles: nanny, housekeeper, cleaner, cook, chauffeur, gardener, personal carer.
- Travelling with employer: Worker must be accompanying the employer to the UK or joining within a permitted window — typically within one day of the employer's arrival.
- Appendix Domestic Worker Statement (from 25 February 2026): Both worker and employer must sign the new single-document statement of terms and conditions, replacing the prior two-document framework (Statement of Written Terms and Conditions + Employer Statement).
- Employer NMW commitment: Decision-maker must be satisfied the employer genuinely intends to pay at least National Minimum Wage (£12.71/hour aged 21+ from 1 April 2026) throughout the UK employment period.
- Self-sufficiency: Demonstrate ability to support yourself in the UK without recourse to public funds — typically satisfied by the employer's accommodation and wage commitment.
- TB test certificate: Required if applying from a listed country with active TB screening obligations.
- Travel documents: Valid passport plus evidence of the employer's UK visit (employer's UK visa or settled status, hotel/accommodation bookings, return travel arrangements).
- Suitability: Must not fall for refusal under general grounds of the Immigration Rules.
- NO formal English language test: The ODW route does not require a Secure English Language Test or CEFR demonstration — distinguishing it from the related International Agreement Private Servants sub-route which DOES require CEFR A1 for outside-UK applicants.
On 25 February 2026, the Home Office consolidated the prior two-document framework — Statement of Written Terms and Conditions of Employment + separate Employer Statement — into a single new Appendix Domestic Worker Statement. The new format streamlines the documentary requirement, but applications submitted from 25 February 2026 onwards must use the new appendix format. Older two-document submissions may be rejected. Both worker and employer must sign the new combined statement before application submission.
Fees and Costs from 8 April 2026
Application fee £726 from 8 April 2026 (up from £682 — approximately 6.5% increase in line with the wider 2026 fee uplift). No Immigration Health Surcharge applies for this 6-month visa (under-6-month UK stays are IHS-exempt). No sponsor licence fee — the route has no sponsor licensing framework. Priority service +£500 (5 working days), super-priority +£1,000 (next working day) where available at the Visa Application Centre.
| Fee Component | Amount from 8 April 2026 | Notes |
|---|---|---|
| Visa application fee | £726 | Up from £682 (pre-8 April 2026 rate); non-refundable |
| Immigration Health Surcharge | £0 (exempt) | Under-6-month visas are IHS-exempt |
| Total Home Office charges | £726 | Single-fee structure |
| Priority service | +£500 | 5 working days target (where available) |
| Super-priority service | +£1,000 | Next working day target (where available) |
| Sponsor licence fee | N/A — no sponsor licensing | Route operates on direct employer/employee evidence framework |
| Certificate of Sponsorship | N/A — no CoS framework | Replaced by signed Appendix Domestic Worker Statement (from 25 February 2026) |
| TB test (if applicable) | Variable | Country-specific; payable to Home Office-approved clinic |
| Biometric appointment | Variable | Sometimes included, sometimes additional Visa Application Centre charge |
Source: gov.uk Overseas Domestic Worker visa fee schedule; Home Office immigration and nationality fees 8 April 2026.
How to Apply
Overseas Domestic Worker visa applications must be submitted online from outside the UK via the gov.uk Domestic Worker in a Private Household visa portal. The route does not permit in-country applications. Applications can be submitted up to 3 months before the planned UK travel date.
- Step 1: Verify 12-month employment history with the same private-household employer. Gather payslips, bank statements, employment contract, and any visa/residence documentation showing the worker's employment in the employer's overseas country of residence.
- Step 2: Complete and sign the new Appendix Domestic Worker Statement (mandatory from 25 February 2026) — replacing the older two-document framework. Both worker and employer sign.
- Step 3: Complete the online UK visa application portal on gov.uk. Use the "Domestic worker in a private household visa" form.
- Step 4: Pay £726 visa fee (and priority service uplift if used).
- Step 5: Upload the complete supporting evidence checklist — passport, Appendix Domestic Worker Statement, 12-month employment evidence, employer's UK visit evidence (employer's own UK visa or settled status, return travel, accommodation booking), TB certificate where applicable.
- Step 6: Attend biometric appointment at a Visa Application Centre — typically the nearest centre in the worker's country of residence (may require international travel within the region).
- Step 7: Decision turnaround — typically 3 weeks processing time after biometrics. Faster decisions via priority decision processing services where available.
- Step 8: Travel to the UK with (or within the permitted window of) the employer. The visa is valid for 6 months from entry; cannot be extended.
National Minimum Wage and Employment Rights
Overseas Domestic Workers in the UK are fully protected by UK employment law from day one. National Minimum Wage from 1 April 2026: £12.71/hour aged 21+ (National Living Wage); £10.85/hour aged 18-20; £8.00/hour under-18 apprentice rate. These rates are legally enforceable regardless of any private agreement made in the home country. Workers also have: 48-hour maximum working week (unless explicit written opt-out); 11 consecutive hours daily rest; 20-minute break for shifts over 6 hours; at least one full day off per week; 5.6 weeks paid annual leave; protection under the Equality Act 2010 against discrimination; protection under the Health and Safety at Work Act 1974.
Paying less than National Minimum Wage is a criminal offence in the UK regardless of any arrangement made in the worker's home country. Workers experiencing NMW underpayment can report it to HMRC NMW Enforcement (0800 917 2368, free and confidential) or via gov.uk. Workers who report NMW underpayment cannot be deported as a consequence of the complaint — the immigration consequences of reporting are protected. Other support: ACAS (0300 123 1100) for general employment rights; the Modern Slavery Helpline (08000 121 700) where exploitation is involved; the charity Kalayaan (specialist support for migrant domestic workers); the police on 999 in emergencies. Workers have the right to keep their own passport; an employer who retains the worker's passport is committing an offence.
| NMW Age Band (from 1 April 2026) | Hourly Rate | Weekly Minimum (40-hour week) |
|---|---|---|
| National Living Wage (aged 21 and over) | £12.71 | £508.40 |
| National Minimum Wage (aged 18 to 20) | £10.85 | £434.00 |
| Apprentice rate / under 18 (route applicants must be 18+) | £8.00 | £320.00 |
| Accommodation offset (live-in worker) | £11.10 per day max deduction | Limits employer's NMW offset for live-in accommodation |
Changing Employers Within the 6 Months
Following the 2015 Ewins Review of the Overseas Domestic Worker visa, the right to change employers within the 6-month window was restored. Workers can move from the original employer to another private-household domestic worker role anywhere in the UK during the visa period — but with two key restrictions: the new role must remain within the private-household domestic worker scope (no commercial or other work), and the total stay cannot exceed the original 6-month visa period regardless of the new arrangement.
The 2012 reforms tied workers to a single employer and prohibited employer change — a structural change that subsequent research, particularly the 2015 Ewins Review commissioned by the Home Office, identified as creating significant exploitation risk. Workers experiencing abuse had no immigration-status route to leave the abusive employer without losing their visa. The Modern Slavery Act 2015 and accompanying immigration rule changes restored the employer-change right while maintaining the 6-month cap, no-extension, and no-settlement framework. The employer-change right does not, however, extend the visa or create a settlement pathway — it is purely a within-window mobility protection.
Modern Slavery Extension Provisions
Workers identified as potential victims of modern slavery or human trafficking through the National Referral Mechanism (NRM) may be eligible for an extension of permission while their case is investigated — and, in confirmed cases, further leave through the dedicated victim-of-modern-slavery framework. This is the only circumstance in which the post-6 April 2012 cohort can extend Overseas Domestic Worker leave. Referrals into the NRM are made by First Responders (police, Border Force, certain Home Office staff, and specified charities including Salvation Army, Migrant Help, Kalayaan, and others).
The NRM provides a 30-day Recovery and Reflection period followed by — if a positive Conclusive Grounds decision is reached — further leave that can extend significantly beyond the original 6-month visa period. Workers do not need to engage with the criminal justice system to access NRM support. Confidentiality protections apply. Kalayaan and other specialist organisations can provide pre-referral advice for workers uncertain whether their situation qualifies as modern slavery or trafficking.
No Extension, No Settlement Pathway
For the post-6 April 2012 cohort, the Overseas Domestic Worker visa is a strictly closed-end route. The 6-month visa cannot be extended (outside the modern slavery NRM framework discussed above), and time on the route does NOT count toward the 5-year continuous-residence period required for UK permanent residence (ILR). Workers can re-apply for the visa from outside the UK if they wish to accompany the same employer on a subsequent UK visit, but repeated applications may be refused if the Home Office considers the route is being used to facilitate long-term UK residence rather than genuine visit accompaniment.
Workers re-applying for Overseas Domestic Worker visas to accompany the same employer on multiple UK visits face increasing Home Office scrutiny. Decision-makers assess whether the pattern of applications reflects genuine visit-accompaniment or constitutes de facto continuous UK residence. Indicators of refusal risk include: very short gaps between UK visits, cumulative time in the UK approaching or exceeding time in the home country, and changes in the employer's UK presence (e.g., the employer effectively relocating to the UK). Workers and employers planning sustained UK presence should consider Skilled Worker sponsorship instead — though see the warning earlier about the practical challenges of meeting the £41,700 salary threshold and RQF Level 3+ occupation eligibility for many domestic roles.
- Overseas Domestic Worker visa (officially Domestic Worker in a Private Household visa) — for domestic staff accompanying their existing private-household employer on UK visits up to 6 months.
- Application fee £726 from 8 April 2026 (up from £682); no Immigration Health Surcharge (under-6-month visa exempt).
- Worker must have 12 months prior employment with the same employer before applying.
- Maximum 6-month stay — CANNOT be extended (post-6 April 2012 cohort).
- From 25 February 2026: single Appendix Domestic Worker Statement replaces the prior two-document framework.
- From 8 January 2026: Appendix Overseas Domestic Worker consolidated rules update in effect.
- National Minimum Wage from 1 April 2026: £12.71/hour aged 21+; legally enforceable regardless of home-country agreement.
- Can change employer to another UK private-household domestic worker role within the 6-month window (right restored after 2015 Ewins Review).
- NO dependants permitted; NO Immigration Health Surcharge; NO sponsor licence framework.
- Pre-6 April 2012 legacy holders retain extension, free employer-change, and settlement rights — current cohort does NOT.
- Modern Slavery Act NRM extension framework for confirmed exploitation victims is the only route to extend beyond 6 months for the current cohort.
- NOT for UK households recruiting overseas help for the first time — those use Skilled Worker (subject to £41,700 salary and RQF Level 3+ challenges).
- NOT for diplomats' private servants — those use the International Agreement Private Servants sub-route.
For official guidance and to start the application, the authoritative entry point is the gov.uk Overseas Domestic Worker visa overview. The full legal framework sits in Appendix Overseas Domestic Worker (last consolidated 8 January 2026). The supporting documents framework, including the new Appendix Domestic Worker Statement effective from 25 February 2026, is set out at Overseas domestic workers — supporting documents. The fee uplift to £726 took effect on 8 April 2026 alongside Statement of Changes HC 1691 (5 March 2026). Workers who experience refusal can request refusal grounds review and reapplication guidance. Employers planning UK visits with their domestic workers should align travel arrangements with their own UK visit visa grant period — the worker's ODW visa cannot exceed the employer's UK visa duration.
Domestic staff — including nannies, housekeepers, cleaners, cooks, chauffeurs, gardeners, and personal carers — who have been employed by their current private-household employer for at least 12 months before applying. The worker must be 18 or older, apply from outside the UK, and be accompanying the employer to the UK or joining within a permitted window. The role must remain within the private household. Commercial workers, business PAs, and workers being recruited for UK households for the first time do NOT qualify.
From 8 April 2026 the application fee is £726 per person (up from £682). No Immigration Health Surcharge applies because the visa is for under 6 months. No sponsor licence fee — the route operates on direct private-household evidence rather than sponsor licensing. Priority service +£500 (5 working days target), super-priority +£1,000 (next working day target) where offered at the Visa Application Centre.
For workers entering the UK on or after 6 April 2012, the visa cannot be extended beyond the initial 6 months. The only exception is workers identified as potential victims of modern slavery or human trafficking through the National Referral Mechanism, who may be eligible for an extension while their case is investigated. Workers entering on the older Domestic Worker in a Private Household visa BEFORE 6 April 2012 retain legacy rights to extend, change employers freely, and apply for settlement after 5 years.
Yes — but only to another private-household domestic worker role, and only within the original 6-month visa period. The right to change employers was restored after the 2015 Ewins Review and Modern Slavery Act 2015 reforms, addressing exploitation concerns. Workers can move to another UK private household without notifying the Home Office in advance, provided the new role remains within the domestic worker scope. The change does NOT extend the visa or create a settlement pathway.
From 1 April 2026: £12.71/hour for workers aged 21 and over (National Living Wage); £10.85/hour for workers aged 18-20 (National Minimum Wage); £8.00/hour for under-18 apprentices (ODW visa applicants must be 18+ so this rate rarely applies). For a 40-hour week at the National Living Wage, the minimum weekly pay is £508.40. These rates are legally enforceable regardless of any private agreement from the worker's home country. Live-in workers can have a maximum £11.10/day accommodation offset against NMW — and no other deductions reducing pay below NMW are permitted.
No. Dependants and family members cannot accompany the worker on this visa. The route is for the individual worker only. Family members wishing to visit the UK must apply separately for their own visa — typically a Standard Visitor visa where eligible. This restriction reflects the route's structure as a short-term work-continuity visa rather than a relocation framework.
No — the Overseas Domestic Worker visa IS the route nannies and babysitters use, when they have been employed in the employer's overseas household for at least 12 months and are accompanying the family on a UK visit. There is no separate "nanny visa UK" or "babysitter visa UK". UK families recruiting nannies or babysitters from overseas for the first time generally face significant immigration barriers — the Skilled Worker route requires £41,700 salary and RQF Level 3+ occupation eligibility, which many childcare positions do not meet under SOC 2020 classification.
No — for workers entering the UK on or after 6 April 2012. Time on the post-2012 ODW visa does NOT count toward the 5-year continuous-residence period required for Indefinite Leave to Remain. The route is structurally a short-term visit-accompaniment visa. Workers entering on the older Domestic Worker in a Private Household visa BEFORE 6 April 2012 retain the legacy settlement pathway after 5 years' continuous residence. Workers wishing to pursue UK settlement must transition to a settlement-leading route — typically Skilled Worker, which has independent eligibility criteria far beyond domestic worker scope.
Private servants employed in diplomatic households or in the households of recognised international organisation senior staff do NOT use the Overseas Domestic Worker visa. They use the International Agreement visa — Private Servants in Diplomatic Households sub-category instead. The International Agreement route permits stays of up to 5 years total (in 2-year extensions), and applicants applying from outside UK must demonstrate CEFR A1 English. Both routes are subject to mandatory National Minimum Wage and Working Time Regulations compliance, with particular Home Office vigilance for private servants given historical exploitation concerns in diplomatic households.
Workers can seek help without fear of immigration consequences. Contact HMRC's NMW enforcement helpline (0800 917 2368, free and confidential) for underpayment issues. Contact the Modern Slavery Helpline (08000 121 700) where the situation involves trafficking, control, or exploitation. Contact the charity Kalayaan for specialist migrant domestic worker support. In emergencies, call 999. Workers identified through the National Referral Mechanism as potential modern slavery victims may be eligible for an extension of permission while the case is investigated. Workers also have the right to change employers to another UK private-household domestic worker role within the 6-month visa window without notifying the Home Office in advance. Employers retaining a worker's passport or restricting their freedom of movement are committing offences — this can be reported to the police.