Overseas Domestic Worker Visa
The Overseas Domestic Worker Visa (sometimes called the Domestic Helper Visa) allows domestic staff — nannies, cleaners, cooks, chauffeurs, gardeners and similar roles — to accompany their employer to the UK and continue that employment for up to 6 months. It's a narrow, strictly time-limited route: since a 2012 rules change, it does not lead to settlement, cannot be extended. Because domestic work happens inside a private household, away from typical workplace oversight, this route also carries real safeguarding considerations for the worker, which our lawyers take seriously in how we advise both parties.
Who This Visa Is For
You may qualify for this visa category if you are:
Domestic workers — nannies, cleaners, cooks, chauffeurs, housekeepers, gardeners, and those providing personal care — who have worked for their current employer for at least 12 consecutive months
Employers who are visiting the UK for no more than 6 months and want to bring their existing domestic staff with them
Workers who have previously travelled with their employer to the UK, and hold prior visa or passport endorsement evidence of that employment relationship
Supporting Documentation
Applications are expected to be evidenced thoroughly, and typically include:
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A letter from the employer confirming job title, length of employment, and that the worker is a permanent employee
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A completed and signed Appendix Domestic Worker statement, from both worker and employer
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Evidence of the employer's own travel or visit visa status for the UK
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Evidence of previous visa or passport endorsements, where the worker has travelled with the employer before
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Evidence of where and how the worker has been living alongside the employer
Changing Employer: What's Actually Possible
An Overseas Domestic Worker may change to another job as a domestic worker in a private household during the remaining period of permission. Changing employer does not extend the period of stay, which is normally limited to six months.
Eligibility Requirements
To qualify, you must:
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At least 12 consecutive months of employment as a domestic worker with the same employer, immediately before applying
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That they lived with the employer, or in a property the employer regularly uses as a home, during that employment
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That they will continue doing the same type of domestic work for the same employer while in the UK
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Entry clearance obtained before travelling — this cannot be applied for on arrival, and can be applied for up to 3 months ahead of the intended travel date
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A genuine, ongoing employment relationship, supported by comprehensive documentary evidence
How We Help — Our Process
Free Initial Consultation
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Documentation Preparation
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Application Submission
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Advice During the Stay
Forward Planning
Worker Protections
Domestic workers on this visa are entitled to the same basic employment protections as any other worker in the UK, including protection from excessive working hours and the right not to be forced to work against their will. If you believe you're being mistreated, underpaid, having your passport withheld, or prevented from leaving your employer's household, this may amount to a modern slavery or labour exploitation concern, and specific protections and reporting routes exist separately from the immigration process itself. We take this seriously in how we advise domestic workers, and can point you toward the right support if this applies to your situation.
Key Facts
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Length of stay: up to 6 months, or until the end of the employer's visit, whichever is shorter
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No extensions, and no switching into another immigration category from inside the UK
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No pathway to settlement under current rules — this is strictly a temporary route
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Dependants cannot be brought on this visa
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Workers must leave the UK at the end of the permitted stay, and can only return on a future visit by making a fresh application from overseas
The current Overseas Domestic Worker route does not normally permit an extension. Different provisions may apply to people who applied under the former domestic worker route on or before 5 April 2012. Anyone facing exploitation or circumstances requiring specialist advice should be directed to an appropriate support or legal provider.