What Is a Nanny Background Check?

A nanny background check is essentially detective work with a purpose. You're verifying their criminal history, confirming they are who they say they are (learn more about verifying someone's identity online), checking their employment claims aren't complete fiction, looking at driving records if they'll be taking your children anywhere, and making sure any qualifications they've mentioned actually exist.

I know some parents who rely entirely on ‘gut instinct' and glowing references. Fair enough, but I've learnt the hard way that even lovely people can have complicated histories, and references don't always tell the whole story. Whether you're hiring a full-time nanny, someone for a few hours a week, or occasional babysitting cover, the basic process remains the same when conducting your background check for nanny candidates. It's just a question of how deep you dig.

In the UK, recruitment screening must comply with UK GDPR and the Data Protection Act 2018. Where appropriate, you'll want to use the correct DBS level – Basic, Standard, or Enhanced, with Barred Lists for regulated activity. The DBS Update Service helps maintain current certifications, and there's comprehensive guidance available through official DBS resources.

If you're in the US, things work differently. Using a third-party report means the FCRA requires written, stand-alone disclosure and authorisation, plus an adverse-action process before rejecting a candidate. The Fair Credit Reporting Act regulations and FTC's practical guidance for employers spell out all the compliance requirements.

How Common Are Nanny Background Checks?

Background checks for nannies are increasingly standard for full-time/live-in roles and agency placements, yet many families still rely on word-of-mouth alone when hiring. Professional agencies typically require comprehensive screening as part of their service, whilst private arrangements vary widely. Many experienced nannies now proactively run background checks on themselves to share with potential families, recognising it demonstrates professionalism and speeds up the hiring process. The trend is moving towards greater transparency and verification, especially as families become more aware of the importance of thorough vetting for anyone providing regular childcare in their homes.

Reasons You Might Need a Nanny Background Check

Parents run nanny checks to protect children, confirm identity and history, and set clear expectations. One friend discovered their ‘experienced' nanny had fabricated her entire work history. Background verification becomes essential when someone's spending significant alone time with your children, especially for regular unsupervised care. If they'll be driving your children anywhere, you need to know their driving record isn't a disaster. For live-in arrangements, you're essentially inviting someone into your home with access to everything you own. Nanny share situations add another layer – you're not just protecting your family, but other families too.

Some insurance policies actually mandate employee screening, which I discovered when updating our home insurance after hiring our first nanny. The agent explained that without proper background checks, we might not be covered if something went wrong. That conversation shifted my perspective from ‘nice to have' to ‘essential protection.'

Even for background check for babysitter situations, a lighter version helps you hire with confidence. The scope differs – babysitters typically need basic identity verification and reference checks; use sex offender registries in the US and the appropriate DBS level in the UK (where eligible). But the babysitter background principles remain important for anyone caring for your children. Some insurers and agencies require screening for in-home childcare so it's important to check your policy or agency terms first.

What to Include in a Nanny Background Check

Here's what to include in a background check on a nanny, and I'll be honest – this took me three attempts to get right. I missed half the essential checks at first, then went overboard and scared off a perfectly good candidate.

1. Start with identity verification and work systematically through each area. You want their full legal name plus any previous names or variations they've used – and yes, ask directly about maiden names or nicknames. I once hired someone who'd worked under three different name variations, which made reference checking a nightmare until we got the full list.
2. Address history matters more than you'd think. You need a complete 7-10 year residential history for relevant jurisdiction searches, because criminal records are often filed locally. (US) Use address history to guide county searches; most records are filed locally. One candidate seemed perfect until we discovered they'd lived in five different areas and had a conviction in a county we'd never have thought to check.
3. Criminal record searches work differently depending where you are. In the UK, DBS checks provide standardised criminal record verification – much simpler than the American system. In the US, you're looking at local searches, state repositories, and potentially federal court records via PACER if they've lived in multiple states.
4. Sex offender registries are non-negotiable. In the UK there's no public sex offender register. Employers rely on the DBS (Enhanced, with Children's Barred List where the role is regulated activity). In the US, start with the National Sex Offender Public Website and check relevant local registries too. This sounds obvious, but I know parents who've skipped this step because ‘they seemed so nice.'
5. Reference verification goes beyond just calling the numbers they provide. You want at least three references, and you need to verify employment dates, actual duties performed, and reasons for leaving positions. Pay attention to what references don't say as much as what they do. Lukewarm responses like ‘she was fine' often hide issues they're reluctant to discuss directly.
6. Qualification verification catches more lies than you'd expect. Confirm First Aid and CPR certifications, any childcare qualifications, and relevant training. If they claim specific courses or degrees relevant to childcare, ask for certificates or transcripts. Be wary of anyone who can't provide documentation for claimed qualifications.
7. If the nanny will be driving your children, vehicle records are also essential. You want to know about the licence status, any serious violations, and recent problems. This isn't about judging someone for a speeding ticket from five years ago – it's about current safety. (UK) You can check a driving record via the DVLA ‘view or share your driving licence' service (with the candidate's consent).
8. Right-to-work verification ensures they can legally work in your country. The requirements vary, but you need to verify legal work authorisation before making any offers.

The Public Access to Court Electronic Records system provides federal court records in the US. Most nanny hires won't require federal searches, but it's useful for comprehensive screening if candidates have complex histories across multiple states. If you need thoroughness across multiple jurisdictions or prefer professional handling, specialist services can ensure comprehensive coverage whilst maintaining legal compliance. Sometimes, the peace of mind is worth the extra cost.

How Much Does a Nanny Background Check Cost?

Running a nanny background check can cost absolutely nothing if you've got time and patience, or up to about £60-75 (roughly $75-90 for US readers) if you want professionals to handle it. I've tried both approaches, and whilst free sounds appealing, there's definitely a time-versus-thoroughness trade-off. Industry experts reckon ‘Basic background checks start around $60, but comprehensive screening can reach $300.' In my experience, that top figure is only worth it if you're hiring someone with access to serious assets or have particular security concerns.

NB: The US national criminal database checks are aggregated private datasets. If you are to, only use this as an initial screen, and always confirm with county/state searches before deciding.

Enhanced Professional Services 

For families seeking streamlined, FCRA-compliant screening, GoodHire offers specialised childcare background checks that include all essential verifications in one comprehensive package. Their platform is particularly user-friendly for parents who want professional thoroughness without complexity, and their childcare-specific reports highlight the most relevant safety information for hiring nannies.

Professional providers like GoodHire typically complete enhanced screenings within 24-48 hours for standard cases, though complex multi-state histories may take longer. The investment in professional nanny background check services often proves worthwhile for the comprehensiveness, legal compliance, and peace of mind they provide.

Compare providers and find the best background check for nanny hiring in our comprehensive background check services review, which covers the leading nanny background check services available to families.

How to Run a Nanny Background Check

How you run a nanny background check will depend on where you're based, your purpose and your individual needs. I'll break it down into the following:

As an Employer

Step 1: Get Written Consent

Before running any background check, you must obtain written consent from your nanny candidate. This bit feels awkward at first – like you're treating them as a criminal rather than someone who'll care for your children. But every professional nanny I've spoken to expects this step and respects parents who take it seriously. The legal requirements vary by country. In the US, this is governed by the Fair Credit Reporting Act (FCRA) for any background check involving third-party services. In the UK, you're working within GDPR and the Data Protection Act framework.

You need to explain what the background check will include and get written permission before proceeding. Inform them of their rights under the relevant legislation and keep consent forms for your records. Be prepared to provide a copy of the results if requested – it's not just good practice, it's often legally required.

• US (FCRA): standalone disclosure + written authorization; if you might decline based on the report, send a pre-adverse action notice (with report + rights), allow time to respond, then an adverse action notice if you proceed.

• UK (GDPR/DBS): choose a lawful basis, minimise data, retain only as needed; use the correct DBS level (Enhanced with Children's Barred List for regulated activity); the DBS Update Service supports ongoing checks.

Step 2: Verify Basic Information

Start with the fundamentals, and don't feel embarrassed about being thorough here. I made the mistake early on of accepting information at face value, which came back to bite me when I discovered discrepancies later.

Check their government-issued photo ID – driver's licence or passport works fine. You want to verify their national insurance number if you're in the UK, or Social Security number if you're in the US (just the last 4 digits initially for privacy). Confirm their current address and previous addresses, because you'll need this for the criminal record searches.

Ask about any aliases or previous names they might have used. This isn't about catching them in lies – people use different name variations for perfectly legitimate reasons. Maiden names, nicknames, professional names, or even slight spelling differences can all affect background check results.

Work authorisation varies by country, but you need to verify they can legally work for you. Review the appropriate right-to-work documentation, verify visa status for non-citizens, and check expiration dates for any temporary work permits. Getting this wrong can cause serious problems later, so don't skip it even if it feels bureaucratic.

• UK right-to-work: check in-person documents or a share code and keep evidence per GOV.UK employer right-to-work checks.

• US I-9: complete Form I-9 within 3 business days of hire.

Step 3: Run the Essential Checks

Start with safeguarding checks. In the US, search the National Sex Offender Public Website (NSOPW) and any relevant state/local registries using the candidate's current and previous names. In the UK, there is no public sex-offender register; safeguarding information is obtained through the DBS (Enhanced, with the Children's Barred List where the role is regulated activity).

Criminal court searches differ by region. In the UK, DBS checks provide standardised criminal record verification. In the US, run county-level searches where they've lived (guided by address history), plus state repositories; consider PACER for federal matters in complex, multi-state histories.

Don't forget motor vehicle records if they'll have driving responsibilities. You want to know about licence status, serious violations, and recent problems that might affect safety.

UK DBS at a glance

There is no public sex offender register in the UK; safeguarding comes via DBS (Enhanced with the Children’s Barred List where eligible).

For ongoing checks, the DBS Update Service keeps certificates current (subscription).

Step 4: Verify References and Qualifications

How do I run a background check on a nanny's claimed experience and credentials? This step separates the genuine candidates from those who've embellished their CVs.

Contact all the references they've provided, but don't just tick boxes. Verify employment dates, actual duties performed, and eligibility for rehire. One reference told me their former nanny was ‘very creative with the truth' – which was their polite way of saying she'd lied about her qualifications.

Qualification verification catches more fabrication than you'd expect. Confirm CPR and First Aid certificates, any childcare qualifications, and claimed training. If they mention specific courses or degrees relevant to childcare, ask for certificates or transcripts. I've had candidates claim Early Years qualifications they'd never actually completed.

Don't forget to verify any professional licences or registrations they claim to have. Check with the relevant licensing boards – it only takes a few minutes and can save you from hiring someone who's not qualified to do what they're claiming.

Step 5: Document Everything and Decide

How to run a background check on a nanny process to completion without losing track of what you've discovered. Record what you checked and the results you obtained. Note any concerns that arise and apply consistent criteria across all candidates. Keep consent forms and outcome documentation for your records – you might need them later for legal reasons.

Making a decision based on complete information using consistent criteria sounds obvious, but it's harder in practice when you like a candidate despite some concerns. Trust your instincts, but make sure you're being fair to everyone. Apply the same criteria to every candidate and document why you made your decision.

For comprehensive verification that covers all bases, consider using our recommended background check services comparison to find FCRA-compliant providers that specialise in childcare screening. GoodHire, for example, offers nanny-specific packages that ensure thorough, legally compliant verification while saving you time and reducing the chance you'll miss something important.

This approach is particularly valuable when you need to follow proper legal and ethical background check procedures, especially for families new to the hiring process.

On Yourself (As a Nanny)

Running a background check on yourself helps families hire faster and demonstrates professionalism. Self-screening shows transparency and can speed up the placement process significantly.

The benefits are pretty obvious when you think about it. It demonstrates transparency and professionalism, identifies any issues before a family discovers them, provides shareable documentation, and speeds up the hiring process. More importantly, it shows you take child safety seriously.

In the UK, the DBS Update Service keeps Enhanced DBS checks current through an annual subscription. This allows you to share up-to-date checks with multiple families without going through repeated applications – much more efficient than starting from scratch each time.

In the US, most major childcare platforms allow caregivers to initiate background checks and share results with potential families. Enhanced background checks typically take 3-5 business days to complete, as we'll cover in the FAQ section below.

Some families specifically search for caregivers with current background checks completed, including bambino background check verification, which gives pre-screened nannies a competitive advantage. It's like having your paperwork ready before the interview – shows you're organised and serious about the role.

How to Discuss a Background Check with Your Nanny

Clear communication about background checks sets professional expectations and builds trust from the start. I always address this topic directly during initial conversations, though I'll admit I handled it badly the first time.

My approach now goes something like this: ‘Right, here's what our background check process involves: identity verification, criminal history, reference checks, and qualification verification. I'll explain why each check is important to our family, how we store and protect your information, and ensure you understand any results that factor into our hiring decision.'

The key points to cover include explaining the specific checks you'll perform and why they matter to your family's safety. Clarify why background verification is important to your family – it's not personal, it's about protecting your children. Outline how long results are retained and confirm they'll receive copies of any reports used in decisions. Address any questions or concerns they have openly and honestly.

Remember that a glowing reference for nanny candidates doesn't replace proper verification. Professional nannies understand and expect thorough screening processes, so don't be apologetic about it. If anything, they'll respect you more for taking child safety seriously.

Understanding Nanny Background Check Results

Criminal records contain specific terminology that can be confusing for parents. Here's what common terms mean when reviewing background check nanny results, because I certainly had to Google half of them when I started.

• A misdemeanour refers to less serious crimes, typically punishable by fines or jail time under one year. Felonies are serious crimes with potential prison sentences over one year. The disposition tells you the final outcome of a case – whether someone was convicted, the case was dismissed, or they were acquitted.
• Deferred adjudication means probation without formal conviction if completed successfully – essentially a second chance that doesn't result in a criminal record if they meet the requirements.
• Expunged records are supposed to be sealed or destroyed, though they may still appear in some searches, which can be confusing.

I use a simple four-part evaluation framework when reviewing any findings.

1. Period – how long ago did incidents occur? A mistake from fifteen years ago carries different weight than something from last year.
2. Pattern – is this a single incident or part of repeated issues?
3. Relevance – what's the relationship to childcare responsibilities?
4. Disclosure – did the candidate mention this upfront or was it discovered through searching?

Some findings should end your search immediately. Any crimes against children or vulnerable adults are absolute deal-breakers, regardless of circumstances. Sex offender registry listings, even if charges were later reduced, eliminate candidates. Violence or domestic abuse patterns suggest aggressive behaviour that has no place around children. Identity fraud or major deception shows fundamental dishonesty. Active substance abuse indicators, like recent DUIs or drug charges, create obvious safety concerns.

Context matters enormously though. A decade-old speeding ticket differs vastly from recent child endangerment charges. Consider rehabilitation evidence and candidate honesty when evaluating findings, but trust your instincts. If something feels wrong, it probably is.

Apply the same criteria to every candidate and document your rationale.

How to Discuss Results with Your Nanny

When background check results raise questions, approach discussions fairly and professionally. This protects both your family and the candidate's rights, and frankly, it's just the right thing to do.

1. Always review the results thoroughly before any conversation and prepare specific questions about concerning findings.
2. Listen to their explanation and context – sometimes there's a perfectly reasonable explanation for what initially looks worrying.
3. Consider rehabilitation evidence and time elapsed, then document the discussion and your decision rationale.
4. The legal requirements vary by location. In the US, pre-adverse action procedures require providing report copies and summary of rights before final rejection.
5. Candidates have rights to dispute inaccurate information through FTC's guidance on adverse action procedures. In the UK, under GDPR and employment law, candidates have rights to explanation and data correction. Allow reasonable time for disputes/corrections before a final decision (e.g., several business days).

How you approach this may be different to me, but my approach is pretty straightforward. I start by addressing it head-on: ‘Can we talk? I need to discuss something from your background check. I found [specific finding]. This concerns me because [impact on childcare responsibilities]. Can you help me understand the circumstances and what's changed since then?' Focus on facts rather than assumptions, and give candidates opportunity to provide context before making final decisions. Sometimes there's a perfectly reasonable explanation that completely changes how you view the situation.

Special situations that need extra diligence

• International nannies / au pairs: overseas records can be hard to verify. My advice would be to use authorised agencies or specialist international screening; verify visas/right-to-work.
• Nanny shares / multiple families: Agree screening standards in writing; each family should review full reports; clarify who is the legal employer.
• If you're transitioning from casual babysitter to regular nanny: Run formal checks (DBS level as appropriate), refresh references, update contracts/insurance.
• Third-party employment or payroll services: Their ‘standard' checks may not cover childcare-specific risks – confirm scope and run any missing verifications.

Regional differences: The UK relies on DBS; other countries may require multiple databases (e.g., NSOPW in the US). Align your checks to where the work occurs.

Next Steps: To Hire or Not to Hire?

Once you've completed screening and made your hiring decision, always kick off with a trial period (with enhanced supervision). This allows you to observe your nanny in real-time while building trust gradually – and honestly, it's revealed things about candidates that no background check could uncover.

Establish clear family technology and safety rules from the start, and conduct periodic nanny check-ins during the transition to ensure everything's running smoothly. My advice would be to re-screen every 2–3 years (or sooner if duties change, incidents occur, or laws/policies require it).