A Filipino nanny is a Filipino citizen experienced in childcare or baby care, who typically speaks fluent English and works in Turkey with a legal work permit. For a live-in Filipino nanny, the monthly net salary is roughly $1,000–1,200 for candidates newly arriving from abroad, and roughly $1,250–1,500 for experienced candidates already in Turkey. For professional candidates, however, the monthly salary can reach as high as $2,000. Bringing a candidate from abroad takes an average of 8–10 weeks.
On this page we cover not only the positive side of hiring a Filipino nanny but the real picture: cost, the legal process, pros, cons, and what to ask in the first interview. The decision is yours; our job is to help you make it with the right information.
Who is a Filipino nanny, and why are they so often preferred?
The Philippines has been sending domestic care workers to many countries for decades. Plenty of Filipino nannies have spent years working in cities such as Hong Kong, Singapore, and Dubai, and a good number of those who come to Turkey arrive with that experience.
Families choose them for three main reasons:
- English: Most candidates speak English comfortably in daily life. If you want your child to hear a second language naturally from an early age, this is usually the biggest reason.
- Professional habits: Many candidates have worked in domestic care as a profession for years, and they have a clear approach to household routines, schedules, and the division of tasks.
- Calm communication style: They come from a culture that emphasizes respect for elders and for the host family. Of course this is a generalization; every person is an individual. But what we often hear in interviews is that they are people who find solutions without raising their voice.
To see in more detail why Filipino caregivers are preferred around the world, you can read our article on why Filipino caregivers are preferred.
Putting the citizens of a whole country into a single mold would be unfair. Everything we write below is a tendency, not a guarantee. That is why we recommend getting to know each candidate individually.
Why are Filipino nannies so widely preferred?
WhatsAppFilipino nanny salaries and prices
“How much does a Filipino nanny earn?” The answer depends on where the candidate comes from and how much experience they have.
| Situation | Monthly net salary (live-in) | Note |
|---|---|---|
| Newly arriving Filipino nanny from the Philippines | $1,000–1,200 | Flight, permit, and visa costs are calculated separately |
| Experienced English-speaking Filipino nanny already in Turkey | $1,250–1,500 | Can start immediately |
| Professional English-speaking Filipino nanny already in Turkey | $1,500–2,000 | Candidates with strong references |
| Live-out (about 9 hours a day) | $1,400–1,600 | Non-live-in model |
What to factor in beyond the salary
- Monthly social security (SGK) contributions and insurance costs
- Pocket money or meal support on the weekly day off
- Paid annual leave and, from time to time, help with flight tickets
- Work permit fees and consultancy fees
Filipino nanny salaries in big cities such as Istanbul, Ankara, Izmir, Bursa, and Antalya follow the criteria above. Salaries are mostly quoted in US dollars, so exchange-rate fluctuations can affect your budget. Before requesting a quote, we recommend thinking about your budget in both Turkish lira and dollars.
I'd like detailed information on Filipino nanny salaries.
WhatsAppIs a foreign nanny or a Turkish nanny cheaper?
Live-in Turkish nannies generally work for a lower salary. But the comparison should be based on your needs, not just salary: do you want English, do you need a live-in arrangement, or something more flexible?
How does a Filipino nanny come to Turkey? How does the legal process work?
Legally employing a foreign nanny in Turkey is possible. For that, a work permit must be obtained through the Ministry of Labor and Social Security, and the employment must be reported to SGK, the Social Security Institution. Undeclared employment carries serious penalties for both the family and the nanny, and we strongly advise against taking that risk.
The process roughly runs as follows (average 8–10 weeks)
- Needs analysis (week 1): The child’s age, household routine, live-in or live-out preference, and language expectations are discussed.
- Candidate presentation and video interview (weeks 1–3): You meet suitable candidates online.
- Selection and pre-contract (weeks 2–3): Both sides review the terms.
- Work permit application (weeks 3–7): Documents are submitted to the Ministry and followed up.
- Visa and flight (weeks 7–8): Timing varies with processing times.
- Welcome and orientation (weeks 8–9): The process runs in a fully controlled way.
- Official start and SGK registration (around week 10): Official procedures are followed up.
Documents usually required (contact us for the current list):
- From the family: ID, proof of income, the child’s population registry record, criminal record certificate.
- From the candidate: Valid passport, health report, criminal record certificate, experience and reference documents, education and first aid certificates.
The income eligibility requirement, fees, and contribution rates may change during the year.
For more comprehensive information on the conditions and legal steps of employing a Filipino nanny in Turkey, take a look at our guide to hiring Filipino caregivers in Turkey.
Pros and cons of a Filipino nanny
Most pages only describe the advantages. We write both, because surprises discovered later can cause problems for both the family and the nanny.
Advantages
- Natural, intensive use of English in daily life
- The chance to find an experienced candidate who has done this work for years
- Generally an orderly, planned way of working
- Flexibility for the family in a live-in arrangement
Disadvantages and things to watch
- Cost: Can be noticeably higher than a Turkish nanny.
- Turkish: In the first months, communication will be largely in English. There may be difficulty with the child’s doctor, school, or grandparents.
- Process: Bringing someone from abroad takes several weeks. If you need someone to start “tomorrow,” you need a candidate who is already here.
- Cultural differences: Food, days off, and religious and social habits may differ. It is much easier to talk about these at the start than later.
- A family far away: Most nannies send the bulk of their salary to their family and miss their home country. Regular payment and a humane approach matter a great deal.
- Attachment: A child can become very attached to the nanny. That is natural, but as a parent it is very important that you spend quality time with your child.
Families looking for a Filipino nanny can explore our nanny services for more on candidate selection and the process.
Filipino baby nanny
For families with a baby aged 0–3, the first question is usually: “Are they experienced with babies?” The answer depends on the candidate, so look at the following:
- How many babies have they cared for? Do they have experience with newborns?
- How experienced are they with solid foods, bottles, and sleep routines?
- Have they had first aid and infant CPR training?
- If you need nighttime care, are they suitable for it?
Real experience in baby care is a more important criterion than the candidate’s age or how many countries they have worked in. Always call the references.
Comparison of Filipino, Indonesian, and Turkish nannies
| Filipino | Indonesian | Turkish | |
|---|---|---|---|
| English | Generally advanced | Intermediate to good | Mostly none |
| Communication in Turkish | Develops over time | Develops over time | Native language |
| Cultural closeness | Different, requires an adjustment period | May be closer in terms of religious sensitivities | Full fit |
| Approximate live-in salary | $1,000–2,000 | $900–1,500 | In lira, generally lower |
| Best suited to | Families who want their child to gain English | Families who want a conservative household routine | Families who prioritize communication in Turkish |
It is not possible to say which one is the “best.” The right choice depends on your family’s priorities.
If what you need is not childcare but support for an elderly family member, you can also read about our elderly care service.
Looking for a Filipino nanny: 10 questions for the interview
- How many years have you worked as a nanny, and in which countries?
- Why did you leave your last job?
- What responsibilities have you taken on most with this age group?
- What do you do first when a child has a fever or falls?
- How do you handle it when a child refuses to eat?
- Could you briefly describe a typical daily routine?
- How long do you plan to stay in Turkey?
- Is a live-in arrangement right for you, and how do you plan your days off?
- Can you give references from previous employers?
- Do you have any questions for us?
Pay attention to the last question. Good candidates usually ask about the child’s routine, the house rules, and the days-off arrangement.
Warning signs: avoiding giving references, constantly changing jobs after short periods, contradictory accounts, reluctance to provide documents.
What should I look out for in Filipino nanny interviews?
WhatsAppFilipino nanny in Istanbul, Ankara, Izmir, Bursa, and Antalya
Filipino nannies work mostly in big cities such as Istanbul, Ankara, Izmir, Bursa, and Antalya. The process of bringing a nanny from abroad does not change by city. But since most of the candidates already in Turkey are in the big cities, for a quick start it is worth checking whether there are available candidates in your city.
How does the Filipino nanny process work with Bondlio?
Although it is often assumed that Filipino women are placed in Turkey only through an agency before they arrive, the process runs through a comprehensive system of professional, cultural, and legal training that the Philippine government makes mandatory.
Vocational and technical education (TESDA)
Candidates who will work in childcare, cleaning, or household help attend TESDA courses and receive an NC II certificate, showing they have acquired the skills needed, from baby care to household management.
Pre-Employment Orientation (PEOS)
In the PEOS seminar, candidates learn about the process of leaving the country, workers’ rights, what to watch for in a contract, and the risks posed by fake agents.
Pre-Departure Orientation (PDOS)
The PDOS seminar covers Turkey’s laws, culture, customs, and daily life, helping candidates adapt to their new country and understand the responsibility they carry.
Comprehensive Pre-Departure Education Program (CPDEP)
CPDEP covers basic Turkish, culture shock, and coping with homesickness. The aim is to make candidates better prepared for life and working conditions in Turkey.
Financial literacy training
Candidates learn how to manage their earnings safely, send money to their families with low fees, save, and build a financial plan for the future.
Post-Arrival Orientation (PAOS)
After arrival in Turkey, the PAOS seminar covers current laws, the limits of the work permit, and the rights of both worker and employer. This way the process continues in an official and informed way in Turkey as well.
- Clear candidate information: Candidates’ experience, references, and documents are presented in writing.
- Legal process management: Guidance through the work permit and SGK steps.
- Support after the start: Follow-up on the adjustment period through regular check-ins.
- Transparent pricing: The service fee and any extra costs are discussed upfront.
A perfect-match guarantee is very hard to give. But as Bondlio, our approach is to find a candidate who fits your family and can be trusted, give you accurate information, manage the process in an orderly way, and stand by you while you decide.
To get started: message us on WhatsApp or briefly write your child’s age and your expectations in the form on our contact page, and we will share suitable candidates.
Families looking for a household helper or regular cleaning support can also consider our professional cleaner service.
Frequently Asked Questions
What is a Filipino nanny?
A domestic care professional who is a citizen of the Philippines and works in child or baby care. In Turkey, they are mostly preferred for their English and for the live-in working model.
How much does a Filipino nanny earn?
For candidates brought from abroad, a live-in salary is roughly $1,000–1.200 a month. For experienced candidates already in Turkey, it is roughly $1,250–1,500. The amount varies with experience, the working arrangement, and the family’s expectations. For professional candidates, the salary ranges from $1,500 to $2,000.
Is it legal to employ a Filipino nanny in Turkey?
Yes, they can be employed legally by obtaining a work permit and reporting to SGK. Employing without a permit leads to serious penalties.
How long does it take for a Filipino nanny to come to Turkey?
On average 8–10 weeks. The speed of document completion and the Ministry’s processing time affect the result. For candidates already in Turkey, this time can be much shorter.
Do Filipino nannies learn Turkish?
Most candidates learn everyday commands in the first months and simple conversations in the months after. The pace varies from person to person. If communication in English can continue within the family, this is not a problem.
Do Filipino nannies do baby care?
Many do, but experience varies. For baby care, always ask about the candidate’s experience with babies and check their references.
Do they work live-in or live-out?
Both are possible. The live-in model is more common in Turkey. Live-out options are generally easier to find among candidates who are already in Turkey.
Should I choose a Filipino or an Indonesian nanny?
If English is your priority, a Filipino candidate may suit you better. If cultural and religious closeness is your priority, an Indonesian candidate may be more suitable. With either option, what matters is the individual fit of the candidate.
I’m looking for a Filipino nanny. Where should I start?
First clarify your budget, your live-in or live-out preference, and your child’s age. Then proceed through a trustworthy consultancy or directly through candidate interviews. Don’t skip the reference check.