When an elderly relative begins to need more support at home, it can be a difficult and emotional decision to make. You want them to feel safe, comfortable, and cared for, while still maintaining as much independence as possible. For many families, hiring a private carer can be a flexible and personal way to achieve this.
While care agencies can assist with finding and managing carers, some people prefer a more hands-on approach. Employing a carer privately gives you greater control over who provides care and how that care is delivered. However, it also comes with important responsibilities and decisions to make along the way.
This guide is here to support you through that process, from understanding how to find and interview the right person, to navigating legal requirements and, crucially, your responsibilities as an employer.
Quick summary: employing a private carer means…
- Choosing and recruiting the carer yourself
- Becoming their legal employer (in most cases)
- Arranging pay, contracts, insurance and cover
- Gaining more flexibility and continuity of care
Worth knowing: Carers may be described in different ways. You might come across terms such as personal care assistant, home carer, domiciliary carer, private caregiver, or personal assistant. While the titles vary, their role remains the same: to provide tailored support based on your relative’s individual needs.
- The pros and cons of employing a private carer
- Alternatives to hiring a private carer
- How to find a private carer for the elderly
- What to include on a private carer job advert
- Where to find and advertise for a private carer
- How to interview a potential private carer
- Are they self-employed or are you their employer?
- Your responsibilities as an employer
- FAQs
The pros and cons of employing a private carer
The pros
- Flexibility and choice. This is one of the biggest benefits. You’re able to select someone who truly suits your relative’s personality, preferences, and needs. Having the same carer consistently can also create a stronger bond, which many families find reassuring
- Full control over the care arrangements. That includes schedules and daily routines, allowing you to tailor support exactly as needed. There can also be financial advantages, as you avoid agency fees, and in some cases you may be able to pay for care through a social services personal budget
- Practical wins. For example, if you want your carer to drive your relative, it’s often simpler to add them as a named driver on your insurance compared to agency staff
The cons
- Becoming the employer. The importance of getting this right can’t be underestimated. This includes managing recruitment, checking references, arranging any necessary training, and handling day-to-day communication and supervision
- Problems along the way. You’ll also need to be prepared to deal with more complex situations, such as disciplinary issues or, in some cases, dismissal. If a placement doesn’t work out, you may need to restart the entire hiring process, which can be time-consuming and stressful
- Arranging alternative cover. You’ll be responsible for arranging alternative care if your carer is unwell, on holiday, or otherwise unavailable
- Lack of regulation. Unlike agency care, private arrangements aren’t regulated in the same way, so extra care is needed when vetting candidates
- The financial commitment. If, for instance, your relative is temporarily in hospital or away from home, you may still be expected to pay your carer, depending on your agreement
Alternatives to hiring a private carer
If employing a carer privately doesn’t feel like the right option for your situation, there are other ways to arrange support at home.
Many families choose to work with a regulated home care agency, which can take care of things like recruitment, training, insurance and employment responsibilities for you. Others find that services such as day care, respite care, or live-in care provide the right level of support, depending on what their relative needs and what feels manageable for the family.
How to find a private carer for the elderly
Unless you have someone in mind for the job, you will need to advertise the role and find suitable outlets to place the advertisement.
The first thing to do is to write a job description. Include a list of the jobs and tasks you want the person to do and the skills that they will need to complete them. You should also consider what personal attributes might help them do the job and get on with your elderly relative – e.g. a good sense of humour, interest in classical music, or attention to detail. Other important aspects could also be cooking and food preparation, or attitude to pets.
What to include on a private carer job advert
Once you’ve completed the job description it is time to write the job advert. This should let anyone applying know what they’re applying for, what you are looking for in an employee, and what they can expect in return. Below is a list of things that should be included on a job advert for a home carer role.
- Who is eligible to apply (experience/qualifications/values)
- Main job duties
- Hours and days they will be expected to work (make sure you state overnight care if needed)
- Rate of pay – at least National Living Wage (or minimum wage if they are below 21)
- The location (where they will work)
- How you want them to apply (CV or application form)
- Closing date for applications
- DBS Check (we highly recommend this as a requirement. If your relative is vulnerable, safeguarding checks and clear supervision arrangements are especially important)
- Other information (e.g. non-smoker, driving licence etc)
- References (it is usual to ask for two)
- How you want them to contact you
Where to find and advertise for a private carer
Use an introductory home care agency
Introductory home care agencies differ from home care providers as they don’t take on any of the employer responsibilities. They will simply offer you a list of potential carers in your area for a fee. You will then have to do the rest.
Ask friends and relatives
Word of mouth – friends and relatives may know someone that might be suitable for the role or that they can recommend.
Elderly support groups
If you are part of a carers or elderly care group in your area, online or in person, then it makes sense to post your job advert through them and to ask members if there is anyone they would recommend. Community Facebook for your town or area might also be a good place to ask.
Local community hubs and centres
Back to basics: print out your job advert and post it in your local town hall, community centre or on the church bulletin board. They might also have online forums and newsletters you can utilise. You can also post a job advert in your local newspaper’s job section. Your local Jobcentre Plus will also post your advert for free via the Government’s Find a Job service.
Recruitment websites
Another option is to post the job advert on recruitment website like Indeed.com, Gumtree.com or Reed.co.uk, but be aware that you may have to pay a fee for some.
How to interview a potential private carer
Once you have selected candidates to interview, take time to read through their CV or application form and come up with a list of questions. Our guide on questions to ask when hiring a carer will help you.
It’s a good idea to perform the interview in a neutral space, away from your home – for example in a local library. Decide on a time that works for both of you and consider whether you want to have someone else there with you to provide a second opinion. After you have finished the interview, it is important to take your time over the decision and interview more people if you can.
Are they self-employed or are you their employer?
This is a really important distinction – are they a self-employed carer or are you their employer? This is known as establishing their employment status.
Employment status depends on how the working relationship operates in practice, not simply what someone calls themselves. Even if a carer says they are self-employed, HMRC may still consider them your employee, depending on factors such as who controls their working hours, duties, and pay arrangements.
Employment status is not a choice, and there will be legal consequences if you don’t work out the distinction early on. You can use the government’s employment status checker tool to help you decide.
Your responsibilities as an employer
Employment law and care arrangements can vary depending on your circumstances. If you’re unsure about your responsibilities as an employer, it’s always worth checking the latest guidance from GOV.UK or speaking to an adviser such as ACAS before making decisions.
This is the nitty-gritty of employing someone privately. If you decide to employ a carer directly, there are some important responsibilities to be aware of. The steps below explain what’s involved so you can feel confident you’re setting everything up properly. It’s a good idea to read through these before employing anyone.
1. Register as an employer
The first thing you will need to do is register as an employer with HMRC. You must do this before the first pay day and not earlier than two months before you start paying someone. You can register as an employer on GOV.UK.
2. Operate PAYE
You won’t be able to operate PAYE until you have registered as an employer with HMRC. In the 2026/27 tax year, employers usually need to run payroll through PAYE if they pay an employee £129 or more a week (£559 a month or £6,708 a year). This is known as the Lower Earnings Limit (LEL), and it’s the level at which earnings begin to count towards National Insurance records.
Through PAYE, you may need to deduct Income Tax and National Insurance from your employee’s pay, and you may also need to make employer National Insurance contribution if they earn over a certain threshold.
3. Carry out employee checks
Before you employ someone, you must first make sure that they are legally able to work in the UK. We recommend that you do this by using the government’s online tool and their original documents (e.g. passport). It is also a good idea to make photocopies and note the date you made these checks.
You can also check their right to work in the UK online but you will need their date of birth and their right to work share code.
You should also check what other qualifications they have such as a QCF qualification or training for heavy lifting and manual handling. You should also make sure you have two references to check to they are suitable and have the right experience.
You will probably also want to do a DBS check (Disclosure and Barring Service).
4. Make and agree to a contract
It is your responsibility to make sure that what you expect of them and what they can expect in return is written out clearly and that both parties agree to it before you employ them. Age UK has a downloadable template for a fixed-hours contract.
5. Pay their wages
As we said before, you should do this through the PAYE system. Legally you must pay them at or over the national living wage if they are over 21, and at least minimum wage if they are below 21 and, that case, you must remember to change their pay when they turn 21.
The wage you decide upon for them should reflect the job role you want them to carry out and the experience they come with. According to Age UK the average cost of a private carer is around £25 an hour in March 2026, however this differs with the extent of responsibilities they have, their experience, and even the geographical location.
6. Set out working hours and holiday
You will need to organise how many hours you expect an employee to work and set out their paid holiday allocation. Unless agreed upon, you can’t make someone work for more than 48 hours a week and they should get at least 5.6 weeks paid holiday (equating to 28 days for full-time employees) or equivalent pro rata.
7. Pay their sick pay
There is no lower limit on the number of days an employee can take off with a verified sickness or injury. An employee may be eligible for Statutory Sick Pay (SSP), which is £118.75 a week for up to 28 weeks as of March 2026. Find more information on SSP for employers.
8. Fair and legal dismissal
After working for you for one month, employees will have earned the right to one week’s notice of dismissal. This rises by one week for every one year that they work for you (up to 12 weeks).
You should also clearly outline the potential grounds for dismissal in the contract you have with them – as every employee has the right not to be unfairly dismissed.
ACAS has information about the rules around dismissals.
9. Discrimination
As an employer it is your obligation and responsibility to not discriminate against any employee or potential employee on any grounds including gender, age, race, religion, cultural background, sexual orientation, disability, marital status, pregnancy or maternity.
You can find discrimination guidance on the ACAS website.
10. Insurance
You MUST take out employer’s liability insurance and optional public liability insurance is well worth considering.
11. Pensions
If the employee earns at least £10,000 a year and is between 22 and the state pension age you MUST provide a workplace pension scheme and give them the option to join.
Read the Pensions Regulator’s guide for more information.
A personal assistant can help the person you care for with a wide range of tasks – really whatever they think would best support them. They can support people at home, at work or when they are out and about.
They can also offer friendship and companionship. Many people appreciate the consistency of having one-to-one support from someone they know well and get on with.
You don’t need to have a nursing or social care background to be a personal assistant. It is up to the person who is going to employ them to decide who the right person is, and what sort of tasks they need to be able to do, and to train them to do these tasks. The personal assistant may also have formal training.
FAQs on employing a carer privately
Do I need insurance?
Yes, Employer’s Liability Insurance is a legal requirement. Public Liability Insurance is also highly recommended.
What are my legal responsibilities?
You are responsible for paying at least the National Minimum/Living Wage, issuing a contract, handling PAYE tax/National Insurance, possibly providing a workplace pension scheme, and ensuring safety.
How do I check a carer's background?
You must check their right to work in the UK and you may well want to obtain an up-to-date enhanced DBS (Disclosure and Barring Service) check.
What are the holiday/sick pay entitlements?
Most employees are entitled to 5.6 weeks' paid holiday per year (28 days for full-time) and potential Statutory Sick Pay (SSP).
What if the carer is self-employed?
If they are truly self-employed (e.g., via an agency), they manage their own tax. However, if you control their hours and pay, HMRC may consider them your employee.
How do I pay them?
You must set up PAYE to deduct tax and National Insurance if they earn over a certain threshold.
What if I use "direct payments"?
You are still classed as the employer if you pay a carer directly, even if the funds come from the council or NHS.
What to do next
Now that you understand the responsibilities that you need to take on as an employer, and how you can go about finding a home carer privately for you elderly relative, you can use our simple checklist to get ready.
✔ I have written a job description for the role
✔ I have worked out the wages and hours that I need them to work
✔ I have done everything I need to legally be an employer
✔ I have written a job advert
✔ I have found potential applicants and checked their eligibility to work
✔ I have prepared some interview questions and organised an interview
✔ I have clarified that I am their employer (that they are not self-employed)
✔ I have written an employee/employer contract
✔ I feel confident managing a private carer for my elderly relative
You can also find more useful information on being an individual care employer on the Skills for Care website.
If you don’t think a daytime home carer is providing enough support for your elderly relative and you need care overnight, it may be time to consider a live-in carer.
Prepare to Care is our comprehensive guide to help you with elderly care.
Confused about paying for elderly care? Learn about funding options and essential local authority assessments in our comprehensive guide to care funding.
This guide is based on information from GOV.UK, ACAS, Skills for Care, NHS social care advice, and national carers’ organisations including Carers UK and Carers Trust.
