How to Find a Nanny or Babysitter in Phnom Penh

Prepared by the NovAsia Editorial Team

A nanny or babysitter in Phnom Penh should be hired through a process, not only through a friendly recommendation in a parent chat. The safest approach is to define the role clearly, verify the candidate’s identity, speak with previous employers, discuss discipline and emergencies, run paid trial shifts while a parent is present and write down the rules before the child is left alone with the caregiver.

A police record check and first-aid certificate can be useful, but no document replaces observation. What matters most is how the adult responds to crying, refusal, tiredness, risk, illness and the child’s boundaries.

This article is for general information only. It does not replace candidate screening, paediatric first-aid training, medical advice for a child with health needs or individual legal advice on household employment.

Decide what kind of help you need

In everyday speech, “nanny” and “babysitter” are often used interchangeably. In practice, they are different roles.

A babysitter usually comes for a few hours: an evening event, an appointment, a short work commitment or occasional help. A nanny works regularly and becomes part of the child’s daily routine. She or he may feed, bathe, put the child to sleep, take them to school, supervise homework, accompany activities and communicate with parents every day.

The role determines the depth of checking. Even for one evening, you need references, an introduction to the child and an emergency instruction. For a regular nanny, you also need written terms, document checks, agreed leave, transport rules, medical permissions and a plan for ending employment.

A housekeeper who sometimes watches a child is not automatically a nanny. Cleaning, cooking and constant supervision of a small child compete for attention. An adult cannot safely clean a balcony, iron clothes or shop outside while also watching a toddler who is mobile and curious.

Before searching, define the actual role:

• occasional evening babysitting;
• full-time daytime nanny;
• after-school care;
• school pick-up and activity transport;
• infant care;
• support for a child with additional needs;
• temporary care during travel;
• live-in nanny.

The word “nanny” is not enough. Describe the job in hours, actions and responsibility.

Where to look in Phnom Penh

The strongest channel is a recommendation from a family that has actually employed the person. Do not stop at a name in a chat. Speak to the former employer and ask about the children’s ages, duties, length of work and why the arrangement ended.

International schools, nurseries, paediatric clinics and developmental centres may know caregivers who are used to working with foreign families. But a school is usually not responsible for a private recommendation unless it formally acts as an employer or agency.

Parent and expat groups contain many offers, but a public comment saying “she is wonderful” is not enough. Sometimes the person recommending a candidate has never left a child alone with them. Sometimes the post is made by a broker and the family does not know who will actually attend the interview.

Agencies can help with screening, replacement and paperwork. Before paying a fee, ask:

• is the agency the employer or only an introducer;
• how identity is verified;
• whether previous families are contacted;
• whether a criminal record check is requested;
• whether first-aid training is verified;
• who is responsible if something goes wrong;
• whether replacement is included;
• whether the fee is refundable.

A website, office and candidate form do not prove a strong screening process. Ask what “background checked” means and when the check was done.

Do not choose only by the lowest rate. A caregiver with verified infant-care experience, first-aid training, English ability and strong references may reasonably cost more than someone with no confirmed practice.

Write the job description first

A vague message such as “looking for a kind nanny, details later” attracts unsuitable candidates. The candidate should know the schedule, child’s age, location and essential tasks before applying.

Include:

• district or approximate area;
• days and hours;
• age and number of children;
• language needed;
• whether cooking is required;
• whether school pick-up is required;
• whether there are pets;
• whether first aid is required;
• whether the role is live-in;
• whether travel is included;
• planned start date.

Separate essential duties from optional ones. Childcare may include feeding, washing the child’s dishes, walks, naps and tidying toys. Full apartment cleaning, cooking for adults and ironing the whole family’s clothes are separate work.

If you want one person to combine roles, say so honestly and allocate time. Do not expect a caregiver to prepare a full family meal while continuously watching a toddler.

If a child has allergies, epilepsy, autism or another specific need, the candidate must understand the level of responsibility before accepting. You do not need to publish detailed medical information in an open advert, but you do need to disclose the relevant care requirements before hiring.

Check identity and documents

Ask for an original national ID card or passport and make a copy with the candidate’s consent. Check name, photograph, date of birth and address. Record a current phone number and an emergency contact for the caregiver.

Do not keep the original ID as “security”. Holding someone’s identity document creates dependency and does not make the child safer.

For a regular role, a criminal record certificate is reasonable. In Cambodia, the Ministry of Justice issues Bulletin No. 3, and the CR-MOJ digital system allows applications and verification. The certificate is one part of screening. It does not prove childcare skill, does not record every possible concern and does not predict future behaviour.

If the candidate recently lived in another country, a Cambodian certificate does not cover that period. For long-term work, ask whether a record check from the previous country of residence is possible.

Also check, where relevant:

• first-aid certificate;
• driving licence;
• right to drive the specific vehicle;
• childcare or teaching certificates;
• work permission for a foreign candidate;
• references with direct contact details.

A photo of a certificate without the training organisation and date is weak evidence. For child care, ask whether the training included paediatric CPR, infant and child choking, allergy response and practical exercises.

Speak to previous employers

At least two references should be contacted directly. Do not rely only on letters. Speak by phone or video call without the candidate present.

Ask:

• when and how long did the person work for you;
• how old were the children;
• what duties did she or he perform;
• was the caregiver left alone with the child;
• did the caregiver drive or accompany transport;
• how did the person respond to crying;
• were there lateness issues;
• were family rules followed;
• why did the work end;
• would you hire this person again.

A general “we were happy” is not enough. Specific examples about routine, strengths and difficulties are more useful.

Check that the reference is actually a former employer. Ask details that are hard to invent: district, school type, child’s age, schedule and length of employment.

A negative detail does not automatically disqualify someone. A family may have separated because of moving, schedule mismatch or changing needs. What matters is honesty and whether the same concern appears repeatedly.

If all references are relatives or no former family can be contacted, continue searching or extend the supervised trial period substantially.

Interview around real situations

Hold the interview in the home where the work will happen, but do not leave an unfamiliar adult alone with the child. Show the main areas, routine and expected tasks.

Avoid questions that produce easy “yes” answers. Instead of “can you calm a child?” ask:

What would you do if a two-year-old screams and hits you because you did not give them a phone?

Useful scenarios include:

• the child refuses to eat;
• an infant cries for a long time;
• the child hits their head;
• a rash appears;
• the parent is late;
• an unfamiliar adult arrives to collect the child;
• the child runs toward the lift;
• the electricity goes out;
• the child asks the nanny to keep a secret;
• the child has a major tantrum.

Assess the logic, not the perfect wording. A safe caregiver first protects the child, stays calm, follows the written plan and informs the parent. Force, threats and humiliation should not appear as normal discipline.

Ask directly about physical punishment. Cambodia has national and international programmes promoting positive, non-violent parenting, but individual beliefs vary. Your family’s rule against hitting, pinching, shaking, locking in, threats, humiliation and forced feeding must be stated clearly.

Keep questions connected to the work, safety, reliability and schedule. An interview is not a reason to investigate the candidate’s entire private life.

Trial shifts

The first meeting with the child should be supervised by a parent. The candidate can play, help with a snack and follow part of the routine. You are observing both the child and the caregiver.

Good signs include:

• the caregiver comes down to the child’s level;
• does not demand immediate affection;
• notices hazards;
• follows instructions;
• washes hands;
• accepts refusal calmly;
• does not take photos without permission;
• asks useful questions.

Warning signs include immediately grabbing a frightened child, feeding against the child’s will, offering sweets without permission, ignoring crying or constantly checking the phone.

Do not leave an infant or toddler for a full day after one good meeting. Increase independence gradually: parent in the same room, parent in another room, then a short trip outside.

Trial work should be paid. A free “trial day” creates an unfair relationship and does not give the family the right to expect full work without compensation.

After each trial, discuss concrete observations. A trial period is not a hidden exam. It is a mutual check: the caregiver is also evaluating the family, child and conditions.

The first working weeks

In the first days, parents should be reachable and should not schedule a long trip immediately. The nanny must learn the home, child, school, doctors and rules.

Use a simple daily report:

• meals;
• sleep;
• walks;
• mood;
• medicines;
• incidents;
• unusual symptoms.

Do not require constant minute-by-minute reporting. It distracts from the child. Agree on fixed updates and immediate messages for important events.

Watch the child’s behaviour. Some tiredness from a new routine is normal. Persistent fear, sudden sleep disruption, unexplained injuries or strong distress about being left with the caregiver require attention.

A young child may not be able to describe events accurately. Ask open questions such as “What did you do today?” rather than leading questions like “Did the nanny shout at you?”

First aid and emergency planning

The American Academy of Pediatrics recommends checking whether a babysitter has first-aid and CPR training. The Red Cross also identifies paediatric first aid and choking response as core babysitting skills.

A certificate should be current and practical. An online lecture without hands-on practice is weaker preparation for a real emergency.

A nanny should know:

• how to call emergency services;
• the apartment address;
• floor and unit number;
• the nearest hospital;
• where the first-aid kit is;
• where gas and water can be shut off;
• how to open the door for building staff;
• whom to call after the parents.

Cambodia’s emergency numbers are 119 for ambulance, 117 for police and 118 for fire. Put them near the written instruction in English and Khmer.

This table is not training. It is a reminder for someone already prepared.

Do not assign complex medical duties without training. Injections, emergency medicines and medical devices require a written doctor’s plan and practical demonstration.

Written instructions and discipline rules

The nanny needs one clear document, not dozens of messages in different chats. Print it and keep it visible.

Include:

• parent contacts;
• backup adult;
• home address;
• building security numbers;
• medical information;
• allergies;
• medicines;
• meals and sleep routine;
• allowed walking areas;
• forbidden areas;
• screen rules;
• pick-up rules;
• emergency numbers.

For any medicine, write the exact name, dose, time and condition for use. “Give the syrup if he feels bad” is unsafe. The nanny should not choose medication or dosage independently.

State who is allowed to open the door and who can collect the child. Use a family code word for unexpected handover to another adult. Even a familiar relative should not collect the child without confirmation.

The instruction must be in a language the nanny truly understands. Machine translation of medical dosing must be checked.

Also write down prohibited discipline methods:

• hitting or pinching;
• shaking;
• locking in;
• threats of abandonment;
• humiliating names;
• withholding food;
• cold showers as punishment;
• forced feeding;
• posting photos;
• secrets from parents.

Explain what to do instead: stop danger, state a boundary, offer a choice, remove the object, give time to calm and report repeated problems.

Calm boundaries are not the same as permissiveness. Respectful care can still be firm.

Infants and children with specific needs

Infant care is a separate skill. Experience with preschoolers does not equal experience with newborns.

For an infant, check how the candidate:

• holds the baby;
• prepares formula;
• stores breast milk;
• places the baby to sleep;
• changes nappies;
• cleans bottles;
• records feeds;
• responds to unusual crying.

Safe sleep matters. Unless a doctor has given specific medical instructions, babies should sleep on their back on a firm, flat surface without pillows, soft bumpers, toys or loose blankets.

Never shake a baby. If the caregiver is overwhelmed by crying, the safe action is to put the baby in a safe cot, step away briefly, calm down and contact the parent.

For a child with anaphylaxis risk, the nanny must recognise symptoms and know how to use the prescribed auto-injector if one has been provided. For epilepsy, there must be a written seizure plan: when to time the seizure, how to protect the child, when emergency medicine is used and when to call 119.

For an autistic child, explain communication, overload signs, elopement risk and calming strategies. The nanny should not force eye contact or suppress harmless repetitive behaviours simply to make the child look “normal”.

A candidate who says honestly, “I have not done this but I am willing to be trained,” may be safer than someone who promises to handle everything without detail.

Walks, pools and transport

Before independent walks, take the route together several times. Show safer crossings, motorcycle movement, open drains, places to shelter from heat or rain and where to call transport.

A young child should never be left unattended near a pool, even for a minute. A nanny’s ability to swim does not replace constant supervision. A phone call, conversation with another adult or food preparation cannot happen at the same time as active water supervision.

If the nanny transports the child by motorbike, tuk-tuk or car, make a separate written decision. Check the licence, driving experience, helmet, child seat, seat belts and school rules. Common local practice does not automatically make every transport choice safe.

In hot weather, the caregiver should monitor water, shade and overheating. A child must never be left alone in a closed vehicle, even briefly.

For school pick-up, the school should receive the nanny’s name, photo and contact details if she or he is authorised to collect the child. When employment ends, notify the school immediately and cancel passes or permissions.

Cameras, location sharing and privacy

A camera in a living room, play area or entry can help monitor safety, but it should be disclosed before work begins and included in the agreement.

Hidden recording in bathrooms, changing areas, a live-in nanny’s bedroom or other private spaces is unacceptable. A camera should not become a tool for constant humiliation or micromanagement.

Clarify:

• where cameras are located;
• whether audio is recorded;
• who can view footage;
• how long recordings are stored;
• when footage is reviewed;
• whether it is shared with anyone.

Do not publish clips of the nanny and child on social media. Safety footage is not entertainment content.

Location sharing can also be useful during walks or school runs, but it should be limited to working hours and discussed openly.

Cameras show one angle. They do not replace conversation with the child or careful observation of the relationship.

Agreement, pay and ending the arrangement

Even a simple written agreement is better than a verbal arrangement. It should include the parties, address, start date, schedule, pay and duties.

Add:

• probation period;
• payment dates;
• overtime;
• days off;
• holidays;
• meals;
• transport;
• sickness;
• live-in conditions;
• confidentiality;
• cameras;
• termination;
• return of keys;
• ban on physical punishment.

Domestic work in Cambodia has specific legal features. NSSF materials refer to domestic workers and household employers, including registration rules. How those rules apply to a specific family should be confirmed directly with NSSF or a local specialist.

Good working conditions are part of child safety. Realistic duties, rest, timely pay and respectful communication help an adult stay attentive.

A live-in nanny needs private space and real off-duty time. Living in the home does not mean being available 24 hours a day.

Agree in advance what counts as ordinary hours, overtime, night work, public holidays, travel, errands and transport reimbursement. Do not slowly expand the job from childcare into cleaning, cooking and pet care without renegotiating.

Ending terms should also be written. Immediate termination may be justified for violence, serious safety breaches, theft, intoxication at work or knowingly leaving a child unsupervised. When the arrangement ends, pay what is owed, collect keys, cancel school access, change codes and inform building security.

Do not keep a passport or threaten public accusations as a way to force cooperation. If there is a dispute, use written demands and legal help.

Warning signs

One mistake or one late arrival does not always mean a caregiver is unsafe. Repeated patterns matter.

Take action if you see:

• unexplained injuries;
• sudden fear of the caregiver;
• hidden incidents;
• changing stories;
• physical punishment;
• the child left alone;
• the nanny sleeping during active care;
• unknown visitors in the home;
• photos of the child posted online;
• medicines given without permission;
• intoxication at work;
• missing money or valuables.

If there is an immediate threat, do not leave the child with the person while you investigate. If abuse or a crime is suspected, protect the child, seek medical help if needed, preserve evidence and contact the competent authorities.

Do not confront dangerously in front of the child. First make the child safe with another adult.

Practical hiring sequence

Start by defining the role and duties. Gather several candidates through different channels. Hold short phone conversations first, then check documents and references for two or three suitable people.

Next, hold an in-person interview and paid trial shifts. Choose not only by the child’s initial liking but by the adult’s steadiness, honesty, safety judgement and willingness to follow family rules.

Write the terms, prepare the instruction sheet and train the caregiver in your child’s needs. Keep close supervision in the first weeks and increase independence gradually.

Bottom line

A reliable nanny in Phnom Penh is not found through one document or one recommendation. Safe hiring combines a clear job description, identity checks, former-employer references, criminal-record screening where available, child first-aid training, trial shifts and written rules.

The most important topics to agree in advance are physical punishment, medicines, transport, child handover, photos and emergencies. The nanny must understand not only the child’s routine but also the limits of her or his authority.

Good employment conditions are also safety conditions. A realistic workload, rest, punctual pay and respectful communication make it more likely that the adult can stay calm, attentive and consistent with the child.

Sources

1. Ministry of Justice of Cambodia — Criminal Record Digital System CR-MOJ and Bulletin of Criminal Record No. 3. Official application and verification system. Checked 27 June 2026.
2. Royal Government of Cambodia — National Action Plan on Prevention and Response to Violence Against Children 2025–2030. Checked 27 June 2026.
3. UNICEF Cambodia — ParentingTips Platform; materials on positive parenting and non-violent discipline. 2024–2025. Checked 27 June 2026.
4. National Social Security Fund of Cambodia — Law on Social Security Schemes and Prakas No. 168 on Registration of Employers and Workers. Domestic-worker and household-employer provisions. Checked 27 June 2026.
5. American Academy of Pediatrics, HealthyChildren.org — Finding a Sitter; Babysitting Reminders: Checklist for Parents and Sitters. Checked 27 June 2026.
6. American Red Cross — Babysitting and Child Care Training; Pediatric First Aid, CPR and AED. Checked 27 June 2026.
7. Ministry of Interior of Cambodia — official emergency numbers: police 117, fire 118 and ambulance 119. Checked 27 June 2026.

Frequently asked

Where should I look for a nanny in Phnom Penh?

Start with personal recommendations from families, schools, nurseries, reputable agencies or parent communities, but verify every recommendation directly.

What checks should be done before hiring a nanny?

At minimum, check identity, speak with at least two previous employers, interview around real-life scenarios, run paid trial shifts with a parent present, agree discipline rules and prepare an emergency plan.

Can a nanny also work as a housekeeper?

Sometimes, but the duties must not compete with child supervision. Cleaning, cooking and watching a young child require different attention and should be scheduled clearly.