childcare – Page 27 – Nannyjob blog

Oh brother! How To Handle Sibling Rivalry…

Sibling rivalry has existed as long as families. Think back to Biblical times and Joseph’s problems with his brothers, or of the horrible time Cinderella had with her stepsisters!

In some cases, right from the moment a younger child is born a sense of rivalry is evident, with one or more child feeling the need to fight for the attention of a parent or nanny; or be more successful at certain games or classes, whether they have been given any real need to or not. Other siblings develop this later on, when school, sport and activities become more a part of life, and of course, there are lucky families where there is no sign of any of this at all.

Of course, each child is born with a natural rite of passage to find their niche within the family dynamic. We usually expect this to happen fairly naturally, and even if we do everything we can to encourage individuality and peaceful relationships, this doesn’t always run as smoothly as we would like. We tend to think that children are blank canvases in many ways, but just like adults, they have personality traits unique to them and which can clash with those of others.

Spending most of their time with their siblings in the early years, it doesn’t take much to work out that this can be where these clashes start to occur. According to child psychologist Sylvia Rimm, sibling rivalry is particularly intense when children are very close in age and of the same gender, or where one child is intellectually gifted.

So how do we deal with siblings who see themselves as opponents in some way? And how do we make sure that sibling rivalry doesn’t develop into a horrible case of adult envy? Whether it starts in early childhood or later on, here are our top tips:

Avoid ‘labelling’ – it’s a difficult task praising one child whilst trying not to make another feel left out, but try not to use labels for each child, e.g ‘the sporty one’ or ‘the naughty one’. You can bet your life that the siblings of each of these will automatically feel like the total opposite, i.e. bad at sports and therefore inferior, or more well behaved and therefore superior. Labels simply add fuel to the fire of sibling rivalry.

Look at your own relationship – what example are you showing your children? Do they witness you and your partner rowing or criticising each other? If this is the case, you can’t expect your children not to do the same. They see this behaviour as normal, and are confused if you pull them up on it whilst doing the same thing and getting away with it. Don’t show your child how to be a hypocrite – try to put more positivity into your own relationship and you’ll see a change in theirs.

Encourage teamwork – by encouraging siblings to work together projects, you’ll increase the strength of the bond between them. Try to set them a little task every day together, which takes concentration and will hold their interest. If it’s time to put toys away, set the clock and get them both to race against it, instead of against each other. For sporty older kids set up a football game where they play together against other children on the street. Get ‘girlie’ sisters to create a beauty therapy centre at home where they both give you equal amounts of treatments together, meaning they get the best of your attention and help each other at the same time. The chances are they’ll get so engrossed in doing these tasks right that they’ll be on each others side for a while afterwards.

Show them the difference between fairness and equality – if a younger child is upset because the older one gets to stay up longer, explain that this is fair because of the age difference. They are still equal, and remind the younger one of fair privileges that they get for being younger, for example not having as much homework to do. If they can grasp this and be reminded of it, you’ll hopefully hear less of the old ‘it’s not fair!’ from now on!

Set aside “alone time” for each child. This is so important. Whether you’re a nanny or a parent, make sure you set at least a few minutes most days for one on one time. It’s amazing how much even 10 minutes of uninterrupted one-on-one time can mean to a child, and this can be a perfect time to encourage the child to talk to you about the things that they love about their brother or sister, whilst giving them the praise and attention that they need themselves.

These guidelines will hopefully help to make life easier for parents or nannies looking after siblings with difficulties. If you feel that there is more of a deep seated issue, it may be worth contacting a child psychologist who will be able to help further.

Do you agree with our ideas here? Either way, we welcome your comments on our blog and of course via our very active Facebook page …

Parental Bereavement Leave

As of 6^th of April 2020, the government have introduced a new entitlement called Parental Bereavement Leave and Pay.

Under this leave/pay, parents who lose a child with a day-one employment right can take 2 weeks off work. These 2 weeks are at a statutory rate of £151.20 from April 2020.

Parental Bereavement pay is for adoptive parents, parents of a child born to surrogate, parents who are fostering to adopt and individuals caring for a child in their home, continuously for a period of 4 weeks ending with the date of death.

Parents will be able to take the leave as either a single block of 2 weeks, or as 2 separate blocks of one week each taken at different times across the first year after their child’s death. This means they can match their leave to the times they need it most, which could be in the early days or over the first anniversary.

2019-2020 Statutory Payments

From 6^th April 2020 the rates for statutory payments will increase to the following.

SMP Statutory Maternity pay and SAP Statutory Adoption Pay are both increasing to £151.20 per week and 1^st 6 weeks are still paid at either 90% of average earnings or £151.20 whichever is lower.

SPP Statutory Paternity Pay and ShPP Statutory Shared Parental Pay are both increasing to £151.20 per week or 90% of average earnings whichever is lower.

SSP Statutory Sick pay will increase to £95.85 per week and this only payable from the 4^th consecutive working day off.

2020-21 NI changes

As an employer you will need to pay HMRC employee and employer Class 1 National Insurance based on nanny’s wage.

Employee national insurance is deducted from nanny’s gross salary, whereas employer’s National Insurance is an additional cost on top of nanny’s gross salary paid by the employer.

National Insurance is all based on the rates as below as per 6^th April 2020:

Weekly Gross Wage	Monthly Gross Wage	National Insurance Paid
£120.00	£520.00	0%	lower earnings limit and employee not entitled to state pension and as long as not working elsewhere does not need to be submitted to HMRC
£120-£183	£520-£792	0%	lower earnings limit and NI threshold and needs to be submitted to HMRC as employee then qualifies for statutory payments
£169-£962.00	£732-£4,167	12% employee pays 13.8% employer pays
Above £962.00	Above £4,1687	2% employee pays 13.8% employer pays

You pay this quarterly to HMRC along with nanny’s tax and student loan if applicable. If your PAYE bill is over £1,500 a month, you will have to pay your PAYE monthly to HMRC.

If nanny has more than one job, it is cost efficient to register separately as employers as each family will then get the benefit of the above exemption of national insurance.

2020-21 Tax

The standard tax code for tax year (20/21) from April 2020 is 1250L, this then means an employee can earn £12,500.00 per annum before they pay any tax. This figure is then spread over the relevant pay periods in the tax year (52 if weekly and 12 if monthly) this then gives the tax free allowance for each pay period.

This can only be used by one employer, and if nanny gets a second job Basic Rate tax must be deducted. Failure to deduct Basic Rate tax will cause an under payment of tax to nanny. Nanny will then either get a demand of unpaid taxes or her tax code will be reduced.

The rates for this tax year are:

Weekly Gross Earnings	Percentage Tax Paid
Up to £240	0%
Between £240 and £961	20%
Between £961 and £3125	40%
Above £3125	45%

Nanny’s tax code may be increased if she is married and her husband does not use all of his tax free allowance (£12,500.00).

Coronavirus COVID-19

We appreciate nannies have a number of questions and are understandably feeling extremely
anxious.

At BAPN we don’t pretend to have all the answers, in fact no one currently has – not even our
government or medical experts worldwide. The Coronavirus is a new virus. However, based on the
more common queries we’re receiving, we’d like to offer the following information and hope it
proves useful:

What’s happening?
The government and its health advisers are telling us that large numbers of the country’s workforce
are likely to be absent at any one time as the Coronavirus takes hold. We appreciate this is worrying
but bear in mind there will be varying degrees of symptoms, some no worse than the usual winter
flu.
Of course the impact on nannies won’t just be if they become ill or have to self-isolate. A further
unknown is what will happen in the event of schools and nursery closures? Just as their employer is
likely to need them more, nannies with their own children could find it impossible to go to work.
Likewise, those who have partners or dependents who become ill may also need to stay home…. and
so it goes on. The situation as it develops will have a major impact on all of us.
The best advice we can offer right now is that by working together and having open dialogue,
nannies and their employers can avoid unnecessary panic. Employers MUST adhere to government
guidance and if their nanny has to self-isolate so be it. Infected nannies or those who could
potentially be at risk, must self-isolate and stay at home and not show up for work as a result of
either misplaced loyalty or employer pressure. This is no different for a live-in nanny, the same
applies although it does come with additional challenges when the nanny’s home is that of the
employer.

Your Employment
Many employers in various industries are already considering allowing their workforce, where
possible, to work from home during this current crisis. However, the majority of nannies are simply
not able to work from home. That said, government guidance is still relevant and the requirement
on employers to treat their nanny fairly still applies. Nannies must not be put at risk simply
because of the nature of their employment.

Self-isolation
The government is currently recommending that anyone who has recently visited certain “high risk”
countries or regions, or has had recent contact with someone who has, should isolate themselves.

For updated information relating to countries or regions considered “high risk” please visit https://publichealthmatters.blog.gov.uk/2020/02/20/what-is-self-isolati…
We understand the list of high-risk areas is being updated on a daily basis.
The government has also set out guidance on measures to take while in isolation: https://www.gov.uk/government/publications/wuhan-novel-coronavirus-self…
You should familiarise yourself of these measures regardless of whether you are feeling ill or not.
If you know you have been in contact with someone who has a confirmed case of Coronavirus, or if
you have symptoms and, having contacted the NHS 111 line it was recommended you self-isolate,
you should follow instructions to the letter.

To get help from NHS 111, you can:
• visit 111.nhs.uk (for people aged 5 and over only)
• call 111
• NHS 111 is available 24 hours a day, 7 days a week.

A period of suspension

Should an employer have concerns about an employee, in particular, where it is known or suspected
that they had contact with someone known to have Coronavirus, they might decide to suspend as a
precautionary measure. This is acceptable and must be on full pay unless the employee’s
employment contract allows for suspension without pay. This would be most unusual.

Sickness absence

It’s likely that this might become tricky for employers and employees on the basis that it will not only
be those who are ill that are off work but also those looking after family members who are ill or
those with children in the event of schools and nurseries being closed.
Please note: Employers are not obliged to pay their employee if s/he is not sick but cannot come to
work because they have been advised to self-isolate. Your employer can choose to treat this period
as sick leave and pay following their usual sick pay procedures or, offer you the option of taking
annual leave or unpaid leave.

Statutory Sick pay (SSP)

Eligibility for SSP can seem complicated at the best of times.
To qualify for Statutory Sick Pay (SSP) you must:
• be classed as an employee
• have been ill for at least 4 days in a row (this can include non-working days), however the
government has temporarily changed the rules on this meaning payment will come in from
day 1 for COVID-19 symptoms or self-isolation.
• earn an average of at least £118 per week
• Tell your employer you’re sick before their deadline – or within 7 days if they do not have
one
The SSP payment is currently £94.25 per week
If you do not qualify for SSP, you may be able to apply for Universal Credit or Employment and
Support Allowance, and the government has made temporary changes in this regard. See their
website for the most up-to-date information.

Occupational sick pay

Many nannies, not all, will receive sick pay as set out in their employment contracts. All nannies
should dig out a copy of their current contract and be familiar with its terms, in particular, what
happens when the nanny is ill / unable to work.
It is most unlikely that your contract will include self-isolation, time off to care for infected family
members but nonetheless, be familiar with what is included.
Nannies are urged to speak with their employers about “What If”. What will happen in cases of
illness or isolation? Have this conversation as soon as possible and agree a strategy before anything
happens. We’d advise an inclusion is added to the employment contract so that expectations are
met and understood.

Sick Notes / Fit Notes Certificates of Sickness Absence

An employer will normally require you to produce a doctor’s certificate, or ‘fit note’, after 7 days
absence. Coronavirus symptoms are likely to last more than 7 days, and if you are unwell or in
isolation, it will be difficult for you to obtain a doctors’ certificate. In these circumstances, the
government has ruled that an e-mail confirmation of diagnoses will be enough for Coronavirus
COVID-19 and those in self-isolation. You can access more information online via NHS 111.

What if I don’t / can’t go to work through the current crisis?

There is no legal right for employees to be paid under these circumstances or if a school / nursery
closes and an employee is required to care for a dependent. Your employer could offer you a period
of paid annual leave or unpaid leave or allow you to work from home where this is feasible.
BAPN is urging all nannies to check their current employment contract and to have a conversation
with their employer now, before such a problem arises.

Lay Off

Employees who are willing and able to work but are not provided with work by their employer can
be placed on “lay off”.
Lay off must be with full pay unless there is a provision within the contract of employment for lay off
without pay. If there is no contractual provision, employers can attempt to agree with employees a
period of unpaid lay off. BAPN is aware that many employment contracts provided by nanny
agencies and some nanny payroll providers allow for lay off and therefore you should check your
contract closely.

Providing information, advice and guidance

There is a duty on all employers to keep their employees informed with up-to-date, reliable
information from sources like the Department for Health and Public Health England and nanny
employers are no different. BAPN is aware of some really dubious sources of misinformation, in
particular, that found on Facebook! This is far too serious a subject. Only seek information from
reliable sources only. Such as:

https://www.nhs.uk/conditions/coronavirus-covid-19/

https://www.who.int/docs/default-source/coronaviruse/getting-workplace-ready-for-covid-19.pdf

https://www.hse.gov.uk/news/coronavirus.htm

Form P60

A P60 Form shows how much taxable salary your nanny was paid in a tax year (which runs from 6 April to 5 April the following year) and includes how much Tax and National Insurance contributions were deducted from their wages. As an employer, you must give your nanny a P60 at the end of each tax year, if they are still employed by you at the end of that tax year.

If nanny leaves your employment before the end of March, they will not receive a P60 from your employment, but will receive a P45 from you with their leave date and total earnings from your employment on the form instead.

Nanny’s P60 is proof of the tax they have paid for that financial year. Nanny will be asked to provide a copy of their P60, along with pay slips from your employment, if they are applying for a mortgage, property rental or other financial service as proof of their salary. As the employer, you should provide nanny’s P60 by 31 May, following a close of a tax year, at the latest.

If nanny provides you with a P60, rather than a P45 when starting in your employment, this cannot be accepted. If they do not have a P45 from their previous employment, then they will need to complete a ‘New Starter Checklist Form’ declaring any other jobs, benefits or student loans.

Story Time: Why is it So Important?

Did you know that 20% of UK parents spend no time at all reading with their children? Or that just 50% of parents with young children read for just 1 hour each week?

Not only does reading to your children help to improve their academic performance, but more importantly it strengthens your bond, improves their imagination, helps children learn to read, teaches them about the world around them, and provides important morals to help make your child a nicer person.

Continue reading “Story Time: Why is it So Important?”

HMRC Payment Deadlines

In order to avoid penalties and interest, it is important to make sure you pay HMRC on time for tax, employee and employer national insurance and student loan deductions.

Here is a note of each quarter’s payment and payment deadlines:

Quarter Period for Payment Date

Quarter 1 6^th April to 5^thJuly 22^nd July

Quarter 2 6^th July to 5^th October 22^nd October

Quarter 3 6^th October to 5^th January 22^nd January

Quarter 4 6^th January to 5^th April 22^nd April

If your PAYE exceeds over £1,500 a month, you will have to pay HMRC monthly instead of quarterly.

The best way to pay them is directly via their website, you will get a confirmation email from them stating all the transaction details in case there was ever a dispute of payments- https://www.tax.service.gov.uk/pay-online/epaye

Nannies and your Company

I have my own company; can I pay nanny through my payroll?

No. Nannies are considered a personal employee and should not be under a company’s PAYE. Nannies should not be paid through your company, but through your own personal bank account.

Therefor you need to register yourself as an employer of a nanny and register nanny through this new company and process and submit payroll through this new company.

You can either do this yourself through HMRC or contact us at payrollfornannies.co.uk and we will then hopefully take the responsibility of doing this on your behalf