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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:
- The business name
- Nanny’s name and job title
- Date of Starting
- Gross Salary
- Working days and hours (and overtime hours if applicable)
- Details of duties and responsibilities
- Holiday entitlement (and if it includes public holidays)
- Workplace pensions
- Notice Period
- Statutory Payments (SMP, SSP etc)
- Disciplinary and Grievance Procedures
Employees and Employers must stick to a contract until it ends, (either by giving notice of their intention to leave or the employee being dismissed from duties), or until the terms are changed (usually by agreement between the employee and employer).
The legal part of the contract is known as the ‘terms’. The employer should make clear which parts of a contract are legally binding. Contract terms could be:
- In a written contract
- Verbally agreed
- In an employee handbook or on a company noticeboard
- In an offer letter from the employer
- Required by Law – Employer must pay employees at least the National Minimum Wage or the National Living Wage if employee is over 25.