A domestic couple is one of the most effective household staffing arrangements available to private families. Two professionals — typically a couple in a personal relationship — cover complementary roles within the same property, providing seamless, integrated household management that a single employee rarely can.

This guide explains what domestic couples do, how to define the roles, what to look for when hiring, and how to structure the employment arrangement correctly.

What does a domestic couple do?

The roles within a domestic couple are not fixed — they vary significantly depending on the property, the family’s lifestyle, and the specific skills each partner brings. The most common configuration is:

In some households, both partners cook, both drive, or both manage the house — the division of labour should reflect the family’s actual needs and the couple’s combined skill set. The clearer you define the roles at the start, the better the match an agency can find.

The advantages of hiring a couple

Domestic couples are popular with VIP and UHNW families for practical reasons:

• Coverage: Two people means significantly more household hours covered without overtime complications
• Integration: A couple who work well together run a household with less friction than two unrelated staff
• Discretion: Live-in couples have a settled, private life within the property — they are less likely to socialise outside the household and less likely to discuss family matters
• Stability: Couples tend to stay in placements longer than single employees — they are invested as a unit
• Flexibility: One partner can cover for the other during illness, leave, or busy periods

Defining the role before you search

Before approaching an agency, be clear on the following:

• What are the primary duties of each partner?
• Is cooking a core requirement — and at what level (family cooking vs formal entertaining)?
• Is driving required, and for what — school runs, family travel, airport transfers?
• Is property management part of the brief — do you have gardens, a pool, outbuildings?
• Will the couple manage other staff, or work alongside them?
• Do you need childcare involvement, or should the couple focus purely on household duties?
• What accommodation will you provide?
• How much international travel is expected?

The more precisely you can answer these questions, the more targeted the search will be. A vague brief results in candidates being presented who look right on paper but do not suit the specific demands of your household.

Accommodation requirements

Almost all domestic couple placements are live-in. The accommodation you provide is a significant factor in the quality of candidates you can attract.

Minimum expectations for a professional couple:

• A self-contained flat or cottage — separate entrance strongly preferred
• Private kitchen and living space
• At least one bedroom — two if the couple has children
• Own bathroom
• Utility bills and internet included

Couples who are offered well-separated, private staff accommodation are significantly more settled in their roles. Properties where the couple’s living quarters are too close to the main house, or lack genuine privacy, tend to see higher turnover.

Employment and legal structure

Each partner in a domestic couple is a separate legal employee. Even if they work as a team, each person has their own contract, their own salary, and their own employment rights. This means:

• Two employment contracts — one per person
• Two separate salaries and payroll arrangements
• Two sets of annual leave entitlements
• Two separate DBS checks
• Individual notice periods on both sides

Contracts should specify duties clearly for each person, and include confidentiality clauses, social media policies, and accommodation terms. For UHNW households, NDAs are standard.

We recommend using a household employment specialist for payroll and having contracts prepared or reviewed by an employment solicitor before the couple starts.

The interview and trial process

Interview both partners together and separately. Assessing them as a unit tells you how they communicate and present as a team. Assessing them individually tells you each person’s genuine capability, confidence, and professional standard.

Always conduct a paid trial — ideally three to five days at the property — before offering a contract. During the trial, you should be able to assess:

• How they manage their time and prioritise tasks independently
• How they interact with the family, children, and other staff
• The standard of cooking, housekeeping, or driving as relevant
• Their attitude, initiative, and discretion under normal working conditions