Setting the right salary and structuring the right contract are two of the most important decisions you will make in the governess hiring process. Underpay and you will attract weak candidates or lose a good one to a more competitive family. Overpay without clear structure and you create a difficult employment relationship to manage. Here is a practical guide.

Governess Salary Benchmarks 2025

Governess salaries in 2025 are significantly higher than they were three years ago, driven by a candidate-short market and increasing demand from UHNW families. Current benchmarks:

Newly qualified governess (PGCE, 1–2 years’ household experience): £35,000–£45,000 gross
Experienced governess (3–5 years): £45,000–£65,000 gross
Senior governess, bilingual, significant international travel: £65,000–£90,000+ gross
Rota governess (per individual, live-in): £50,000–£80,000 gross

For live-in arrangements, accommodation and meals are provided on top of salary. For our full breakdown including Dubai and international placements, see our 2025 Governess Salary Guide.

What Should a Governess Contract Include?

A governess employment contract is more complex than a standard employment contract. At minimum, yours should cover:

Job title and job description: Be specific about educational responsibilities, any care duties, travel requirements, and language obligations
Working hours: Define the working week clearly — including whether the governess is expected to be available outside formal teaching hours and how this is compensated
Salary and benefits: Gross annual salary, pay frequency, and all benefits (accommodation, meals, travel allowance, pension, health insurance where applicable)
Holiday entitlement: Statutory minimum is 28 days including bank holidays; many families offer more for senior roles
Notice period: Three months on both sides is standard for a senior governess; less than this creates instability
Probationary period: Typically 3–6 months, allowing either party to exit more easily if the placement is not working
Confidentiality and NDA: Essential — cover social media, media contact, and information about the family explicitly
Travel provisions: If the governess will travel with the family, specify who pays for travel, what class of travel is provided, whether she receives a per diem, and how travel days are compensated
Termination provisions: Be clear about grounds for immediate termination and the process for managed exits

Common Contract Mistakes

The most frequent contract errors EED sees:

Leaving working hours vague — this creates ongoing disputes about availability
Failing to specify travel terms before the governess joins
Using a generic employment contract rather than one drafted for household employment
Presenting the NDA after employment has begun
Setting a salary without benchmarking against the current market

Getting Professional Help

Have your governess contract reviewed by an employment solicitor with experience in private household staff. The cost of getting this right at the outset is significantly less than the cost of managing a dispute or a failed placement.

EED advises families throughout the placement process, including on salary benchmarking and contract structure. Visit our Governess Agency page or enquire with our team directly →