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).

Student Loans

Nanny may have an outstanding student loan when she starts working for you, this will either be noted on her P45 from previous employment, or HMRC will send a notice through to you or your payroll agent.

If nanny does not have a P45 from previous employment, she must complete a Starter Checklist. On the Starter Checklist it will ask if nanny has a student loan and what Plan she is on.

Student Loan deductions from nanny’s gross wage are payable to HMRC along with her tax, National insurance and employers National Insurance.  This will be paid to HMRC quarterly unless your PAYE exceeds £1,500 a month.

The thresholds for Student Loan deductions from April 2020 are:

  • Plan 1 – £19,390 annually (£1,615.83 a month or £372.88 a week)
  • Plan 2 – £26,575 annually (£2,214.58 a month or £511.05 a week)

Nanny’s pays 9% of her salary above these thresholds.

Plan 1 is for students that lived in England, Wales, Scotland and Northern Ireland and started their course before September 2012.

Plan 2 is for students that lived in England and Wales who started their course after September 2012.

 

House rules

One of the hardest things about having someone working in your home is knowing what house rules are reasonable. A nanny is a trusted member of the household and while you need to have complete confidence in them and their ability to do their job you also need to set out some expectations of how they behave when in your home and treat your property.

It can be as simple as expecting your nanny and any guests to remove their shoes in the porch or just inside the door. There are many different ways to broach this. One family had a large basket slippers from hotels beside the door for guests to use, another a shoe rack with labels including one for ‘guest’.

A contentious issue can be food. As an employer you should provide any meals for your nanny while on duty and most employers check what their nanny prefers to eat so they can accommodate that. If you find that your nanny is consistently using food you’ve earmarked for a specific dish then you either need to come up with a  labeling system or allocate a shelf in the fridge that isn’t to be touched. If you have specific food rules, such as keeping kosher, you need to make sure your nanny knows what these are.

Nannies often ask at interview whether they can socialise with other nannies and invite them and their charges on playdates. This is really beneficial for your child but again you might want to set rules about how many can come at any one time, what refreshments your nanny can offer and where they can go in the house. If, for example, a nanny has a baby charge who needs to take a nap are you happy for them to use your child’s cot, a travel cot or mattress in your child’s room, or perhaps the guest room?

If you have a live in nanny house rules are even more important. This will be their home as well as yours and they may want to have friends over in the evening or at the weekend or even to stay the night. As an adult they shouldn’t be subject to a curfew but you might like to ask them to let you know if they plan to be out past a certain time and instruct them how to lock up the house for the night when they come in. Do you allow alcohol in your home? Are you happy for your nanny to have a glass of wine in the evening when they are not on duty? How will you negotiate use of the kitchen in the evening if they want to cook for themselves?

Where rules are discussed and agreed upon beforehand the relationship between nanny and employer will be harmonious and respectful, but if you do not talk about your expectations you risk finding yourself becoming more and more annoyed at the way your nanny treats your home.

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.

Hospital vs Home Birth: The Role of Midwives

When you’re planning for your baby’s birth, you’ll have lots to think about.  One of the main thoughts that will be going through your mind will be the midwives that will attend your birth – after all, along with your birth partner(s), they will be your main companions throughout your labour.

If you decide to plan to give birth to your baby at home, you may be wondering if your care will differ at all to that of mothers giving birth in a hospital environment.

Ultimately, the main job of midwives is to keep you and your baby as safe as possible, but the dynamics between midwives and their patients can be quite different at a home birth than at a hospital birth.

Hospital Birth
Hospital maternity units are run to strict protocols to ensure quality of care for every woman and baby on the unit.  Additionally, maternity units are generally very busy places – often, midwives are stretched to their limits.  As a result, midwives need to be ‘in charge’ of their unit.  The dynamic between midwives and mothers on a maternity unit is usually very much that of professionals and patients, although midwives do their very best to empower women to make their own choices about their births.

If you choose to give birth on a hospital maternity unit, you will be assigned to a midwife when you arrive. They generally won’t be able to stay with you throughout your labour, but will check on you regularly.  When it comes to the second stage of labour when your baby is born, you will have two midwives with you, or a midwife and a doctor.

Home Birth
A home birth is usually a much more holistic affair than hospital birth.  People who opt for home birth usually do so because they want a more natural experience, or because they want to feel more in charge of their birth.  At a home birth, the midwife – mother dynamic is quite different.   Midwives acknowledge that they are guests in the mother’s home, and as such, the mother is very much in charge of her own birth.  The midwives are there to safeguard the mother and facilitate the safe delivery of the baby.

If you choose to give birth at home, two midwives will attend you. Usually, the first midwife will arrive at your home with the equipment, and then send for the second midwife when the second stage of labour is approaching.

It is important that we point out that the legal requirements of midwives are the same whether you give birth at a hospital or at home – as the patient, your care is centred around you, and wherever you give birth you are legally responsible to make decisions about your care.  The only real difference between hospital and home births is how the birth experiences feel to the birthing family.

 

Nanny Tips: Dealing with Disagreements

Every nanny’s dream is finding a family to work for, long term, that they click with.  The reality is that sometimes, even when a nanny has found that family, disagreements will still occur.  This is to be expected, and is usually nothing to worry about.

In much the same way as your personal relationships, disagreements and issues within working relationships needn’t spell the end of the relationship.  Most of the time they can be dealt with easily and with the minimum of drama.

Dealing with these disagreements in the right way is vital to maintaining a healthy working relationship with the family.  Following are some tips to help you deal with them, or avoid them altogether.

 

Make sure you have a contract

An in-depth nanny contract is the most effective way to prevent disagreements and issues occurring.  Although verbal contracts are legally binding, they are open to interpretation so it is important that your agreement is put down in writing and signed by all parties.  Insist that a contract is drawn up and signed as soon as possible after starting work, preferably before you start – and definitely by a month or two after your start date.  Be sure to keep your copy safe.

 

Check your contract

If you find yourself disagreeing with the parents over something like holiday or house rules, check the contract over.  It is easy to forget small points, especially things that may not have stuck out in your mind when the contract was drawn up.  The disagreement could be down to a simple misunderstanding on their (or your) behalf.

 

Be upfront from the beginning

Before you agree to work for a family, be sure to inform them of anything that could affect your ability to work the hours they require, if you have any holidays booked, or anything else that affects your work.  If these things are dealt with early on, they shouldn’t cause a problem later on.

 

Don’t wait for resentment to build

If something has bothered you then you need to be politely honest about it before it becomes a huge issue in your mind.  The problem might be something small and easily fixed – for example, the parents unthinkingly allowing the children to wake you up on a Saturday morning when you’re off-duty – or it may just be the product of a misunderstanding.  Either way, dealing with issues in a friendly manner, if and when they arise, is far preferable than hoping the problem will go away by itself.  That very rarely happens, and you will end up feeling resentful and angry towards the family.

 

Give plenty of notice

If you need some time off that hasn’t been pre-arranged with the family, make sure you broach the subject with plenty of time to spare.  They may not be able to fulfil your request but they have much more chance of doing so if they have enough time to organise alternative childcare, and they will appreciate the effort of giving plenty of notice.

Query on P60

After nanny is issued with her P60, she may look at it and query some of the details.

One common question from both nanny and the employer is that the total gross pay is too low. The gross pay is for the previous tax year only, not the whole of the employment and may also include earnings from a previous employer if nanny started part way through that tax year.

Another query regarding the pay is that it is too high. If nanny is paid a net salary say £1000 a month, they would expect the pay to say £12,000. However, that is the net salary, the tax, employee national insurance, employee pension costs and student loans are on top of this and then added to the net to give the gross salary.

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                     6th April to 5th July                       22nd July

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

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

Quarter 4                     6th January to 5th April                 22nd 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