jobs – Page 4 – Nannyjob blog

DBS Check

The Disclosure and Barring Service (DBS) is a government body which processes criminal record checks that prevent unsuitable people from working with children and other vulnerable groups.

There are three types of checks –

Standard check shows spent and unspent convictions, cautions, reprimands and final warnings.

Enhanced check shows the same as standard and any information held by local police that’s considered relevant to the role.

Enhanced check with barred lists shows the same as enhanced check plus whether applicant is on the list of people on the list barred from doing the role.

These usually take around 8 weeks.

Cost of a DBS check –

Standard £26.00

Enhanced £44.00

Enhanced with Barred lists £44.00

Ofsted Courses

Paediatric First Aid

As a nanny you will be looking after and caring for young children. This course is aimed specifically for first aid in relation to children and will include –

Bleeding Cuts and Grazes, Broken Bones

Shock, Anaphylactic, Electrical

Choking, Resuscitation

Allergic reaction, Head Injuries

Common Core Skills for a Nanny

This course is aimed at helping nannies develop and enhance their work experience and knowledge of working with children and their families and will include –

Communicating with children, young people, their parents and carers

Child and young person development

Safeguarding and promoting the welfare of the child

Supporting transitions

Multi-agency working

Sharing information

(ShPP) Shared Parental Leave

Expectant parents can now share the 52 weeks of statutory maternity leave after the birth or adoption of their child.

This leave and statutory pay can be split between them either one after the other or both can be on leave at the same time.

Expectant parents need to give each of their employers an indicative breakdown of the leave they plan to take at least 8 weeks before it starts. They are then able to change their minds twice during the year of leave and put forward new proposals.

This is paid at the same rate of SMP and is based on the salary of the parent taking the leave.

To be eligible both parents must share responsibility for the child at birth. and they must meet the work and pay criteria, i.e. have been employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date, still be employed by the same employer while they take the leave and earn on average at least £118.00 gross per week

Notice periods are built in to the scheme so employers can make plans for the nanny’s intentions for leave.

Employers cannot refuse to grant any leave entitled, however they can refuse requests for separate non continuous blocks of leave and insist that all leave requested is taken in one block.

Both parents are entitled to Keeping in Touch days.

Nanny Leaving

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for

parents and have created this content.

Parents, as an employer it is your responsibility to inform HMRC when nanny leaves your

employment, this is done by an FPS submission via payroll software.

If you use payroll4nannies.co.uk we can handle this for you. The main problem we have

when nanny leaves, is that we get notified late that nanny has left. This means that we

submit to HMRC that nanny has been paid for a month when in fact she did not. This can be

corrected, but can lead to issues with nanny’s tax code in the meantime. The same can be

said for pensions. If we have not been told nanny has left, we will submit amounts to HMRC.

This can also be fixed but we will need to request the money back from the pension provider.

If nanny is leaving, you need to see if she is owed any holiday pay which she has accrued

and not taken, this would be paid in her final payslip. It also occurs nanny has taken more

than her holiday allowance, so the overpaid holiday needs to be deducted in her final

payslip.

It is prudent to detail in nanny’s contract that any holiday taken over her allowance upon

leaving will be deducted from her final payslip.

Once nanny’s leave date has been confirmed, you will need to confirm if any holiday pay is

owed or needs to be deducted, redundancy due or payment in lieu due, once confirmed

payslip would be finalised and a P45 can then be processed and submitted to HMRC.

Starter Checklist

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

Normally a nanny who has just started in your employment will hand you their P45 from previous employment which details the tax code, gross earnings and tax deducted.

P45’s are only valid and used if they are for the current tax year.

If this is nanny’s first ever job, she will not have a P45 and will be required to complete a Starter Checklist.

Other reasons for completing a Starter Checklist could be that nanny has misplaced or lost her P45 or has not worked in the current tax year.

The starter checklist once completed will advise what tax code needs to be operated for nanny and if a student loan needs to be deducted.

A link for the Starter Checklist:

https://public-online.hmrc.gov.uk/lc/content/xfaforms/profiles/forms.html?contentRoot=repository:///Applications/PersonalTax_iForms/1.0/SC&template=SC.xdp

What You Need to Know About Employers Liability Insurance (ELI)

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

ELI is a legal requirement for all employers in the UK, which is set by the Employers Liability (Compulsory Insurance) Act 1969. As the employer, you must have insurance as soon as you employ a nanny.

Your policy must cover you for at least £5 million and come from an authorised insurer, as this will help you pay compensation if your nanny becomes ill or sustains an injury because of the work they do for you.

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Working Time Regulations Explained

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

The law states that most workers should not have to work more than 48 hours per week. This includes overtime. If an employee wishes to work more than 48 hours a week, they can do so, but the employer cannot tell the employee that they have to.

Continue reading “Working Time Regulations Explained”

Can a Nanny Be Self-Employed?

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

A nanny is considered an employee if they –

Have to do work for themselves
Can be told what to do at any time, where to carry out work and how to do it
Paid by the hour, week or month
Can be moved from task to task
Receive bonus payments or paid overtime

Can a Nanny be self-employed?

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What is the Nanny Share Tax Code Split?

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

The term ‘tax code split’ is where the nanny’s tax-free allowance is split proportionately between their employers so that all parties avoid paying basic rate tax on nanny’s gross pay.

If both employees agree a gross salary than a tax code split is not necessary, as all parties’ total costs will be protected, and each employer will be paying the correct deductions.

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Contract of Employment Advice for Nannies and Parents

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for parents and have created this content.

All nannies are entitled to receive a contract of employment within 2 calendar months of their start date. It should contain the Terms and Conditions of employment, including the following:

Continue reading “Contract of Employment Advice for Nannies and Parents”