Live‑in Carer Job Description
Recruit a compassionate, reliable Live‑in Carer to provide one‑to‑one support in a client’s home. This template covers the practical duties, realistic requirements and candidate questions that matter for hiring in the UK social‑care sector.
What does a Live‑in Carer professional do?
A Live‑in Carer provides round‑the‑clock personal care and household support to a single client or household while residing at the client’s home; employers should prioritise safeguarding, suitability for live‑in living and clear rota and accommodation arrangements.
Live‑in Carer job description template
Use this employer-ready example as a starting point, then replace the placeholders and adjust the content so it accurately reflects your vacancy.
Live‑in Carer
About the role
We are seeking a professional Live‑in Carer to provide personalised, hours‑based care and household support for a client in [Location]. Duties include personal care, mobility assistance, meal preparation, medication support in line with care plans, household tasks and record‑keeping. Live‑in accommodation will be provided / shared as agreed. Salary: [Salary range] per annum. To apply, send your CV and a short covering statement to [contact details].
Key responsibilities
- Provide safe personal care (bathing, dressing, toileting) according to the client’s care plan and with dignity and respect
- Support mobility and transfers using approved techniques and equipment; follow moving and handling guidance
- Prepare meals and support with feeding where required, following dietary needs and preferences
- Support or administer medication only where trained and permitted; follow the employer’s medication policy and record administration accurately
- Manage day‑to‑day household tasks linked to care (laundry, light cleaning, shopping for the client) while maintaining a safe living environment
- Observe, record and report changes in the client’s physical or mental health and escalate concerns to the allocated manager or healthcare professionals
- Encourage independence, social engagement and meaningful activity tailored to the client’s abilities and wishes
- Maintain accurate, timely care records and follow confidentiality, safeguarding and infection‑control procedures
Essential skills and experience
- Right to work in the UK
- Enhanced DBS check (or willingness to complete one prior to start)
- Proven experience providing personal care in a home setting or completed care induction training
- Ability and willingness to live in the client’s home for the agreed contract period and manage basic household responsibilities
- Awareness of safeguarding adults procedures and the ability to follow reporting channels
- Good spoken English to communicate with the client, family and other professionals
- References covering recent care work
Desirable
- Qualification in health and social care (e.g. NVQ/SVQ Level 2 or 3) or willingness to work towards one
- Training in medication administration, moving & handling, or dementia care
- Experience supporting people with dementia, complex needs or specific conditions (e.g. stroke, neurological conditions)
- Full UK driving licence where the role requires independent travel
- Emergency first aid certificate
What we offer
- [Live‑in accommodation provided (describe what is included)]
- [Paid holiday entitlement: specify amount or policy]
- [Pension scheme in line with auto‑enrolment rules]
- [Paid training and professional development opportunities]
- [Sick pay policy: specify eligibility or company scheme]
- [Travel or mileage reimbursement where applicable]
How to apply
Apply with your CV and any additional information requested. Make the interview process, closing date and any assessment stages clear where known.
Use this as a starting point rather than a final advert. The strongest version will reflect the real role, salary, location, systems, responsibilities, benefits and working arrangements.
What is a Live‑in Carer role?
A Live‑in Carer resides in a client’s home and provides continuous personal care, practical support and companionship. Responsibilities span personal care, mobility assistance, meal preparation and household tasks, all delivered according to a personalised care plan. Live‑in Carers work closely with families and visiting professionals to promote independence and safety while maintaining clear records and following safeguarding procedures.
Working pattern
Typically long shifts spanning multiple days with agreed rest periods; rota details and sleep‑in expectations must be clarified before hire.
Client focus
Usually one‑to‑one care for a single person or household with an individualised care plan and risk assessments.
Skills required
Practical personal‑care skills, basic clinical awareness (eg medication support), moving & handling and strong communication.
Accommodation
Live‑in roles include private or shared accommodation arrangements; employers should set out privacy, utilities and house rules clearly.
Typical Live‑in Carer responsibilities
Responsibilities should reflect the real scope of the vacancy rather than every task someone in this profession might ever complete.
Provide safe personal care (bathing
Provide safe personal care (bathing, dressing, toileting) according to the client’s care plan and with dignity and respect
Support mobility
Support mobility and transfers using approved techniques and equipment; follow moving and handling guidance
Prepare meals
Prepare meals and support with feeding where required, following dietary needs and preferences
Support or administer medication only
Support or administer medication only where trained and permitted; follow the employer’s medication policy and record administration accurately
Manage day‑to‑day household tasks linked
Manage day‑to‑day household tasks linked to care (laundry, light cleaning, shopping for the client) while maintaining a safe living environment
Observe
Observe, record and report changes in the client’s physical or mental health and escalate concerns to the allocated manager or healthcare professionals
Encourage independence
Encourage independence, social engagement and meaningful activity tailored to the client’s abilities and wishes
Maintain accurate
Maintain accurate, timely care records and follow confidentiality, safeguarding and infection‑control procedures
Live‑in Carer skills and experience to look for
Keep the essential list focused on what the person really needs to perform the role. Move useful-but-trainable experience into desirable criteria.
Usually worth prioritising
- Right to work in the UK
- Enhanced DBS check (or willingness to complete one prior to start)
- Proven experience providing personal care in a home setting or completed care induction training
- Ability and willingness to live in the client’s home for the agreed contract period and manage basic household responsibilities
- Awareness of safeguarding adults procedures and the ability to follow reporting channels
- Good spoken English to communicate with the client, family and other professionals
- References covering recent care work
Useful where relevant
- Qualification in health and social care (e.g. NVQ/SVQ Level 2 or 3) or willingness to work towards one
- Training in medication administration, moving & handling, or dementia care
- Experience supporting people with dementia, complex needs or specific conditions (e.g. stroke, neurological conditions)
- Full UK driving licence where the role requires independent travel
- Emergency first aid certificate
See our guide to what to include in a job advert before publishing.
How to write a Live‑in Carer job advert
Small role-specific details can make the advert much easier for suitable candidates to assess.
Be explicit about the live‑in arrangements
State whether accommodation is private or shared, what utilities are included, any expected household duties and sleep‑in expectations so candidates know what living in will involve.
Describe client needs clearly
Outline the main support requirements (e.g. dementia care, mobility assistance, PEG/enteral feeding) without revealing identifying information to attract suitably experienced carers.
Set out shift patterns and time off
Explain expected working hours, scheduled days off, notice periods and how sleep‑ins or awake‑night duties are handled.
Highlight essential checks and training
Mention that an enhanced DBS, references and right to work are required and list key mandatory training the employer provides or expects.
Use person‑centred language
Emphasise respect, dignity and support for independence to reflect current best practice and appeal to quality candidates.
Live‑in Carer salary considerations
Pay for Live‑in Carers varies widely. Employers should set pay according to the complexity of the client’s needs, local labour market, the number of hours and any time on call or sleep‑in expectations. Consider how accommodation, meals and rest periods are treated for pay calculations and ensure compliance with national minimum wage and Working Time Regulations.
depending on experience
- Use a genuine range
- Separate variable pay
- Avoid “competitive” alone
- Match salary to seniority
What Live‑in Carer candidates will want to know
Practical details can influence whether a suitable candidate applies, even when the title and salary are attractive.
What are the exact working hours, sleep‑in and day‑off arrangements?
Candidates need clarity on shift length, planned rest periods, how sleep‑ins are paid and which days off are guaranteed.
What accommodation and facilities are provided?
Applicants will want details on private versus shared living space, access to bathroom/kitchen, broadband and any house rules.
What level of clinical responsibility is required?
Clarify whether medication administration, PEG care or other clinical tasks are required and what training or delegation will be provided.
How is pay calculated for sleep‑ins and overtime?
Candidates expect transparency on hourly rates, sleep‑in payments, overtime or enhanced rates for unsocial hours.
What training and supervision will I receive?
List required induction, ongoing training, appraisal frequency and who the carer reports to for clinical or safeguarding concerns.
Where to post a Live‑in Carer job
Live‑in Carer vacancies reach candidates through a mix of general and specialist channels. Use broad UK job boards and local community listings to reach a wide pool, plus care‑sector boards and social‑care Facebook groups to target experienced carers. Local recruitment agencies, community centres and referrals from existing workers can be especially effective for live‑in roles where accommodation and travel constraints matter.
Live‑in Carer job description FAQs
Is an NVQ Level 2 or 3 mandatory for a Live‑in Carer?
No—an NVQ (or equivalent) is not legally mandatory in all live‑in roles. Employers often prefer or require one for more complex care, but transferable experience and completion of an induction and mandatory training can be acceptable.
How should employers treat sleep‑in time and pay?
Sleep‑in arrangements must meet Working Time Regulations and national minimum wage requirements. Employers should set a clear policy covering expected hours awake, paid sleep‑ins, overtime and rest breaks and seek payroll advice to ensure compliance.
Who is responsible for DBS checks and references?
The recruiting employer is responsible for obtaining an enhanced DBS check and taking up satisfactory references before the carer starts work.
Can live‑in carers be required to do family tasks?
Care contracts should clearly define duties. Tasks unrelated to the client’s care (for example, heavy domestic work or family errands) should not be required unless explicitly agreed and fairly compensated.
What should I include in the contract for a live‑in post?
Include hours, pay, sleep‑in arrangements, accommodation details, notice periods, confidentiality and safeguarding expectations, insurance and how time off will be handled.
Ready to hire a Live‑in Carer?
Use this template to create a clear vacancy description, set out accommodation and rota details and advertise across sector and local channels to reach suitable candidates. When you’re ready, post the vacancy and prepare a robust candidate screening and induction plan.
