Everything you need to consider when booking a maternity nurse — checks, interviews, pay, and contract tips for families in London and the UK.
A maternity nurse (sometimes called a newborn care specialist or night nurse) is a specialist who provides dedicated, hands-on care for newborn babies and practical support for new parents — typically during the first few weeks or months following the birth. Unlike a standard childcarer, a maternity nurse focuses exclusively on the newborn period, helping to establish feeding routines, settling techniques, and sleep schedules from the very start.
Maternity nurses are the most appropriate choice for families seeking expert postnatal support at home, particularly those navigating the challenges of a first baby, multiple births, or a premature or medically complex newborn.
These three roles are often confused, but each serves a distinct purpose during the postnatal period:
Maternity Nurse
A maternity nurse is a specialist in newborn care who typically lives with the family on a temporary basis — usually for four to twelve weeks after the birth. Their primary focus is the baby: establishing feeding (whether breast or bottle), implementing gentle sleep and settling routines, and providing overnight care so that parents can rest and recover. Many maternity nurses hold formal qualifications in midwifery, paediatric nursing, or nursery nursing, and bring a clinical level of knowledge to the role. They work solely with the newborn and do not take on general household or childcare duties for older children.
Infant Nanny
An infant nanny is a childcare professional who specialises in the care of babies from birth through to approximately twelve to eighteen months of age. Unlike a maternity nurse, an infant nanny is typically employed on an ongoing, long-term basis rather than for a fixed postnatal period. They provide full daily care for the baby — including feeding, bathing, nap routines, and developmental play — and may also assist with older siblings. An infant nanny generally works set daytime hours, though some families do arrange overnight cover. This role is well suited to parents returning to work who require consistent, specialist baby care from a trusted individual.
Doula
A doula is a trained companion who provides emotional, practical, and informational support to a woman and her partner before, during, and after childbirth. A birth doula attends the labour and delivery, offering continuous support, comfort, and advocacy throughout the birthing process. A postnatal doula visits the family at home in the weeks following the birth, helping with feeding confidence, emotional wellbeing, light household tasks, and the transition into parenthood. Crucially, a doula is not a medical professional and does not perform clinical tasks — their role is one of nurturing support rather than specialist newborn care.
Not sure which type of support is right for you? Contact Niche Nannies for a free consultation — we will help you identify the most suitable option for your family's specific circumstances.
Night cover, daytime care, live-in or live-out, and length of placement. Be clear on this before approaching candidates — it shapes every other decision.
See our Nanny Salary Guide for typical maternity nurse rates, pension notes, and London premiums. Rates are usually quoted per 24-hour period.
Check qualifications, years of newborn experience, and references. We can help curate a vetted shortlist matched to your specific requirements.
Ask both practical and values-based questions. See our suggested question list below — cover experience, approach to routines, and how they handle emergencies.
Verify right to work in the UK and confirm an enhanced DBS certificate is current.
Agree hours, salary (net or gross), holiday entitlement, notice period, duties, accommodation if live-in, and confidentiality clauses — all in writing before the start date.
Travel arrangements, insurance, emergency contacts, and a clear handover plan for when the placement ends.
Qualifications & TrainingMaternity nurse training, neonatal experience, paediatric first aid, and breastfeeding support qualification.
ReferencesObtain recent employer references and verify them directly by phone or email — not just written testimonials. Ask specifically about newborn care experience.
DBS / Police ChecksEnsure an up-to-date enhanced DBS check is held. For overseas candidates, verify equivalent police certificates from their country of residence.
Right to WorkPassport or visa checks are required for all candidates working in the UK, including those from the EU.
InsurancePublic liability or professional indemnity insurance where relevant. Ask the candidate directly whether they hold their own cover.
VaccinationsConfirm up-to-date vaccinations including MMR and whooping cough — particularly relevant for those working with very young babies.
Use these to assess practical skills, approach, and compatibility with your family before committing to a booking:
Work ScheduleDays, start and finish times, and breaks clearly defined in writing before the placement begins.
Live-In or Live-OutAccommodation arrangements and any private space or bathroom provided if the role is live-in.
SalaryNet or gross salary, payment frequency, and method agreed in advance. Most maternity nurses are self-employed and invoice directly — always confirm employment status.
Pension & TaxFor UK employed roles, pension auto-enrolment may apply. Verify employment status with a payroll provider before the placement starts.
Overtime & Additional DutiesAgreed rates for any overtime or duties that fall outside the agreed scope of the role.
Holiday, Notice & Sick PayStatutory entitlements, notice period required from both parties, and sick pay terms.
ConfidentialityData protection obligations, photography policy, social media restrictions, and family information clauses.
Liability & InsuranceHealth and safety responsibilities, who holds relevant insurance, and any indemnity arrangements.
Live-In vs Live-OutLive-in roles often carry a lower cash salary but include accommodation and meals. Live-out roles pay a higher cash rate to reflect this. Agree the arrangement clearly before proceeding.
Night ShiftsNight nursing or 24-hour duty is priced differently from daytime care — agree daily rates or enhanced hourly rates before the placement begins to avoid disputes later.
Agency Fees & CancellationIf booking through an agency, agree cancellation terms and any replacement guarantee in writing before committing. Understand what happens if a placement ends early.
Pension EnrolmentFor UK employed roles, pension auto-enrolment may be required depending on earnings and eligibility. Most self-employed maternity nurses are not subject to this, but always verify.
Travel & TransferAgree who pays for travel to and from the placement, and for any local travel required in the course of duties. For overseas placements, flights and transfers are usually employer-funded.
AccommodationIf live-in, the candidate should have a private, comfortable room. Agree what communal facilities are available and any house rules around shared spaces.
Work-Related ExpensesClarify upfront who pays for formula, nappies, parking, or any other costs incurred in the course of duties.
For current rate guidance, see our Nanny Salary Guide. Overseas roles are typically considerably higher than UK rates — contact us for tailored advice on your specific requirements.
Ensure a clear handover process is agreed before the placement begins, and provide a comprehensive emergency contact list. Agree in advance who the maternity nurse should contact in urgent situations, and define clearly where their responsibilities end and when to escalate to a relevant professional.
GP & Health VisitorProvide full contact details, surgery hours, and out-of-hours numbers before the first day.
Nearest A&EEnsure the maternity nurse knows the location, the fastest route, and whether there is a dedicated paediatric A&E nearby.
Family Emergency ContactsAt least two family members must be reachable at all times during the placement. Provide both mobile and landline numbers where possible.
Escalation ProtocolDefine clearly when to call 999, when to call 111, and when to contact the parents first. Put this in writing as part of the placement agreement.
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