The start of the year is a natural moment for reflection and forward planning for most people, however, for UHNW individuals and families whose lifestyles, residences, and private staffing needs continue to evolve, January often brings a reassessment of what is working well, what has changed, and where greater support is needed.
In 2026, clients are no longer simply filling roles.
They are carefully curating teams that align with their values, protect their privacy, and support their long-term objectives.
At the same time, candidates are becoming more particular.
Senior household professionals are seeking longevity, clarity, and well-structured roles, not short-term fixes or ill-defined positions.
So, the real question for 2026 is this: What is your private staffing strategy for the year ahead?
For UK-based private households and family offices, there are two key employment law developments that must now be factored into hiring decisions.
The qualifying period for unfair dismissal claims is set to reduce from two years to six months, due to take effect in January 2027.
New requirements around guaranteed hours will impact how flexible roles are structured, particularly within private households and luxury hospitality environments.
These changes place greater importance on:
For agencies, this accelerates a clear shift towards:
Speak with our consultants to ensure your next hire is compliant, well-matched, and future-proofed.
As many UHNW individuals continue to divide their time between the UK, Europe, the Middle East, and the US, flexibility remains a defining feature of private staffing in 2026.
Early-year planning often highlights the need for:
We also continue to see strong demand for live-in roles, particularly where families value consistency, operational stability, and trusted long-term relationships with their staff.
Whether you are hiring a Private PA, Household Manager, Estate Manager, Private Chef, Nanny, or Chief of Staff, planning for mobility upfront avoids costly restructuring later in the year.
Check out our latest blog post on relocation or listen to the Anything But Ordinary episode featuring Jeremy Chander, to get a glimpse inside the world of high-net-worth relocation.
For more guidance on structuring flexible or multi-residence staffing models, get in contact.
At Shire & Wold Staffing, we work with our clients as long-term partners.
Designed for households and family offices who value proactive support, our private staffing partnership provides:
The result?
From January 2026, all new searches will commence with an engagement deposit.
This ensures every search receives:
This applies across key private household and family office roles, including:
Together, our private staffing partnership and engagement deposit model move private staffing away from reactive hiring and towards strategic, partnership-driven recruitment.
For further information, get in contact.
As 2026 unfolds, private staffing will continue to evolve alongside the lifestyles it supports.
At Shire & Wold Staffing, we work closely with:
By partnering with complementary service providers, we help our clients protect privacy, save money, and maintain continuity across their household operations.
If you would like to review your current structure, discuss upcoming hires, or explore a more strategic partnership approach, we would be delighted to support you.
Discover how Shire & Wold Staffing can support your private staffing strategy for 2026.
