Tag: employer

Calculating holiday entitlement

Standard holiday entitlement in the UK is 5.6 weeks, which include all Bank Holiday, pro rata for part time workers. But what does this mean? When does it start? What if you work part time or varying days or reduced hours for part of the year or term time only?

 

If you work full time you will get 4 weeks holiday and the 8 ordinary Bank Holidays (New Year’s Day or the following Monday, Good Friday, Easter Monday, the early May Bank Holiday, the Spring Bank Holiday, the August Bank Holiday, Christmas Day or the following Monday and Boxing Day or the following Monday or Tuesday). This give you a total of 28 days holiday.

To calculate your holiday entitlement for part time work, where you work the same days and hours each week you simply divide those 28 days by 5 to get a figure for 1 day per week and multiply by the number of days you work – so for 3 days it would be (28 days / 5 x 3 days)

1 day = 5.6 days or 1.12 weeks

2 days = 11.2 days or 2.24 weeks

3 days = 16.8 or 3.36 weeks

4 days = 22.4 or 4.48 weeks

Holdiay can be rounded up, but not down.

 

If you work term time only then you can use a similar calculation substituting weeks for days. In this example we’ll assume that there are 39 school weeks, so you get 4.2 weeks holiday (5.6 weeks / 52 x 39 weeks). If you have to take your holiday outside of term time then you may have an arrangement that you are paid in lieu of holiday. Alternatively you may be employed for 44 weeks of the year to allow for the holiday to be taken during your period of employment.

 

If you work different hours on different days but still work a fixed number of days per week you may find it more useful to calculate your holiday in terms of hours. For example Monday and Tuesday are 10 hour days but Wednesday, Thursday and Friday are 5 hour days. Taking 5 Mondays off would give double the amount of time not worked but still use the same amount of holiday. To calculate holiday in hours just add up the number of hours over a week, in this case 35, and multiply that by the number of weeks holiday entitlement, in this case 5.6, giving 196 hours (35 x 5.6).

 

The same principle applies if you work part-time in term time and full time in school holidays. In this case you need to calculate the number of hours worked over a year, for example 4 hours per day, 5 days per week for 39 weeks per year ( 4 x 5 x 39,) which is 780 hours, and 10 hours per day, 5 days per week for 13 weeks per year (10 x 5 x 13), which is 650 hours, giving a total of 1430 hours per year. This is then divided ny 52 to get the average weekly hours (1430 / 52) which is 27.5 hours and mulitplied by the weekly allowance for a full week, 5.6, to give 154 hours holiday a year. That means 15.4 days if taken in school holidays or 38.5 days if taken in term time – quite a difference!

 

If  you work varying hours and can’ establish a weekly average then it may be best to calculate holiday using the accrual method, so for every hour you work you earn 12.07% of an hour as holiday.

 

Holiday is distributed according to a leave year. This is usually specified in the contract, and many run from 1st January to 31st December, with a pro rata allowance for the first and final years. That means if you leave a job after working 10 weeks you will get 1.1 weeks holiday (5.6 weeks / 52 x 10 weeks).

 

We hope this helps you to make sense of your holiday entitlement, and remember you can always post on our messageboards to  get advice from other nannies specific to you.

 

 

Christmas presents for childcarers

Want to show your childcarer(s) how much you appreciate them but stuck for ideas? About to nip to Tesco to stock up on tins of Roses or bottles of vino? Hold on just a second and read our handy guide to buying something special for those other special people in your child’s life.

The task of buying for nursery staff can be daunting. Most parents opt for a a special something for their child’s keyworker and a joint gift for the staff in the room – a hamper with teas, herbal teas and coffees or some nice handwash and hand cream. They’re probably overflowing with chocolates and wine so think outside the box a little. Individual pamper hampers are a nice personal gift if you don’t have too many people to buy for or  individual cards with a voucher or gift card for an appropriate store will be appreciated too.

‘I didn’t know what to get the staff at nursery so I bought a plant for the staffroom and decorated it with cards and an ornament for each of them to take home’.

 

You’ll probably know a childminder or nanny better and be able to find something to their taste – a good book, tickets to a show or a gadget you know they’ll love. Unless you know that they love a particular type of chocolate or are partial to a nice G&T of an evening, try to avoid chocolate or alcohol based gifts. Equally a photo of your children, while very sweet, is unlikely to make them light up. They love them very much but chances are they have plenty of photos already. Cash always goes down well but it can feel awkward trying to decide an amount if it’s their only present- 1 week’s salary is a good guide for a nanny.

‘I gave my nanny a KitchenAid , which was less than a week’s salary but far more appreciated, and  a lift home so she didn’t need to take it on the tube!’

 

It can be more difficult giving cash to childminders, and if you’re strapped for cash a week is a lot of money, but if you do then make it clear it’s for them to spend on themselves. Sometimes the best gifts combine the practical with the personal – a case for an iPad or a smart hat and gloves set if you notice theirs are looking a big tatty. A token gift that you’ve put a lot of thought into is worth far more than an envelope stuffed with banknotes.

‘Our childminder is a big tea drinker but I know she restricts her cuppas to when my active 2 year old can’t charge into her and knock them over. I got her a spill proof insulated mug which came in handy when he dropped his nap.’

 

For a casual babysitter an extra bit of cash is probably most appreciated, tucked inside a nice card. If you prefer to give a present rather than slip an extra tenner their way then think about their interests or what they’ll find useful- if they’re a student then funky notebooks or pens for use in lectures may brighten up their day.

‘My babysitter is a retired lady who lives a few doors down and has a beautiful garden. We got her a new pair of gardening gloves and some handcream so she can keep up the good work.’

 

If a carer has their own children with them at work you might want to buy a token gift for them as well. This doesn’t need to be expensive but will be very well received by the children and the thought and effort will be appreciated by your carer too.

Whether you give a significant gift or not,  put the effort into making a card with your children – the glitterier and messier the better – and send a card from yourself as well with a note saying how much you appreciate them! That’s a gift that keeps on giving.

How to keep your nanny – 10 ways

A while ago we posted a tongue in cheek post ‘How to lose your nanny in 10 days‘. Hopefully you’ve avoided making most of these mistakes and have a happy, settled relationship with your nanny. As the festive season looms (to be followed by that horrid January slump) we thought now might be a good time to look at ways you can keep your nanny happy.

  • Remember that one-off gestures are all well and good but the best way to keep your relationship (be it with your nanny or anyone else in fact) is constantly paying attention to the little things. Respecting your nanny will go a long way to ensuring their happiness and if you don’t have time to click on the link RESPECT stands for Rights, Earnings, Space, Professionalism, Expenses, Choices and Time. It’s worth just repeating that last one – your nanny’s finish time is the time they should be walking out the door, not the time you walk in. If you find yourself being persistently late then consider extending your nanny’s hours and paying for that time.
  • Make allowances, because your nanny is a person too, for the occasional late start (whether it’s a public transport mishap or a sleepy alarm clock) or off day. Allowing them to go early on occasion will make them a lot more tolerant of your occasional lateness (be it public transport or a meeting that overruns).  An unscheduled early finish rates pretty highly among the various perks nannies get, by the way! In the same vein appreciate the restrictions your nanny has on their time and let them run personal errands during work hours occasionally.
  • Get them a takeaway when they babysit, and if you have a netflix account or similar encourage them to use it. Or if they prefer to cook for themselves leave a bit of extra cash so they can pick up some special ingredients and have a nice meal.
  • Don’t skimp on sick pay if you can afford it. The odd bug happens to everyone and it’s doubly unfair for a nanny to have an unpaid sick day because they’re throwing up as a result of your little darlings’ generosity with their germs.
  • Let them use the stuff in your house. If you have a Kenwood Chef or a KitchenAid stand mixer and an enthusiastic baker for a nanny who’s planning to make her best friend’s birthday cake with a hand held beater from Tesco then let her use your kitchen one day. If their washing machine breaks down then instead of letting them trek to the launderette put your washing machine temporarily at their disposal. It might bump up your bills a bit but it’ll bump up goodwill even more.
  • Invite your nanny as a guest to significant events for the children like birthdays and christenings, unless you want them to work in which case pay them overtime. Chances are they won’t come but most nannies will appreciate that you think of them as part of the family.
  • Remember them on their birthday and at Christmas (or equivalent major religious festival that you or they celebrate). You don’t need to give an extravagant gift or a month’s salary as a bonus to show your appreciate them and all the work they do. Something small and personal with a voucher for their favourite store will probably go down well. Photographs of your children in expensive frames, while lovely to look at, aren’t a winner unless it’s a leaving gift.
  • Review their performance and their pay once a year. If you can’t afford a pay rise then try and show them you appreciate their work in another way, or give them some extra holiday as a reward for staying with the family. The very least you can do is point out what a great job they’ve done through the year and all the times you’ve noticed and appreciated them going the extra mile. 
  • Recommend them if they want extra babysitting and you know someone who wants a sitter. If your nanny doesn’t want to babysit then point your friend in the direction of our free babysitting section!
  • Finally…. Say thank you. Every day. Without fail.

References

When employing a nanny it’s vitally important to take up references and most nannies request a written reference at the end of a position. Ex-nanny employers should expect to be contacted by parents even 10 years down the line, as for some nannies this might still be within the ‘most recent’ referees.

A written reference for a nanny should confirm the dates of employment and duties as a bare minimum. It’s also nice to include anything the nanny did particularly well and give concrete examples of how they performed their duties. Comments on reliability and timekeeping, ability to deal with emergencies and the nanny’s general attitude towards the children and the job provide a good starting point for anyone checking the reference verbally. Written references need to be neutral, sticking to very basic factual information, or positive. It’s not against the law to give a ‘bad’ reference (although we would recommend that anyone who feels they can’t give a broadly positive reference seeks individual legal advice) but a written reference is not the place to raise any disciplinary issues.

An ex-employer is obliged to give an honest and fair reference. Essentially this means not holding back information where you can prove what you’re saying. If someone asks whether there were ever any issues raised with the nanny or whether any disciplinary action was taken a fair reference must respond truthfully. It’s intended to be fair to the employee and the future employer after all.

Disciplinary action is an easy question to answer, and a reason why it’s important to keep records of formal warnings. If there was no disciplinary action then no need to worry! Broader performance management is a finer line. It’s expected that at the beginning nannies will be given feedback, and unless the nanny didn’t respond to that it would be unfair to mention it in a future reference. A reference shouldn’t mention anything a nanny hasn’t been given an opportunity to correct, so if a nanny was consistently late but there was no conservation about lateness then a nanny could easily argue they weren’t able to act on this and improve their timekeeping.

Most previous employers will give an unreservedly glowing reference, focusing on the quality of the nanny’s relationship with the children, and that’s a really good sign of a great nanny because it shows a lasting positive impact. Their tone of voice and willingness to answer questions will say a lot about how genuine their feelings are, and that’s one reason why it’s important to follow up written or email references with a phone call. A final test for a reference is to ask whether in the same situation they would employ the nanny again. It goes without saying that you’d expect the answer there to be a ‘yes’.

Nanny contracts

If you’ve recently employed a nanny you should have signed a contract with them before handing over your children and the house keys, but you do have 2 months from the date your nanny starts work to provide your nanny with a written statement of employment so if you haven’t already then it’s not too late. You can find out more about the why and how of nanny contracts here and Nannyjob also provides 2 model contracts for you to download and use if you wish, and we’ve put together some additional pointers.

Agree a gross wage

As an employer you are responsible for deducting tax and National Insurance, leaving your nanny with their net pay. It’s important to put a gross wage in the contract so your nanny’s personal tax arrangements don’t result in overly-complex calculations each payment period.

 

Be precise about holiday

Each employee is entitled to 5.6 weeks holiday per year, which is 28 days for a full time worker and pro rata-ed down for a part-time worker. This includes any Bank Holidays, which means a full time worker will get 4 weeks plus 8 Bank Holidays. For part time workers the picture is more complex. A nanny who works Monday and Tuesday is entitled to 11.2 days (you can round up but not down) and will have 4 Bank Holidays on working days in 2014, leaving 7.2 days rather than 8 (which would be 4 working weeks) to choose. A nanny working Tuesday and Wednesday has only 1 Bank Holiday on working days in 2014, leaving 10.2 days of holiday. Allocating 4 working weeks or 8 days, would give less that the statutory minimum.

If your nanny works variable hours you might be better using an accrual method so both of you are clear in the contract how holiday will be worked out fairly.

 

Agree a list of duties

A written contract is the best reference for what duties have been agreed in case of any disputes further down the line. It’s also a useful tool for assessing and appraising performance, and if problems arise it gives clear indications of what can be considered poor performance for disciplinary purposes.

 

Define gross misconduct

In rare situations you may want to dismiss your nanny instantly without notice but there needs to be a provision in the contract for this. Common grounds for summary dismissal as a result of gross misconduct are child abuse, theft, using alcohol or illegal drugs whilst on duty and being found guilty of a serious criminal offence. Remember that if you dismiss your nanny for harming a child you have a responsibility to report that to the DBS.

Questions not to ask at interview

Interviewing can be a nerve wracking process and it’s understandable that families want to find out as much about their potential nanny as possible, but there are certain questions which should be avoided in case they lead to direct or indirect discrimination.

In some cases you may have reasons for wanting to know the information and feel that bring direct and open is the best way, but you must phrase your questions carefully so they are supported by a legitimate need and do not leave you open to claims of discrimination.

“Are you married/in a relationship?”

Why it’s bad: Questions about marital status can be seen as discrimatory, or trying to find out about sexual preferences.
Why you might want to know: If you’re hiring a live in nanny you might want to know whether they’re going to move their partner in too, or whether you’ll be waking up to a string of different ‘houseguests’
What you can say: “Would you expect to have guests to stay?”

“Do you have children?”

Why it’s bad: A nanny could claim that you discriminated against them if you didn’t give them the job and gave it to someone who didn’t have children.
Why you might want to know: A whole host of reasons, including whether the nanny is likely to want to bring their children to work regularly or occasionally or whether they have their own children to pick up from childcare, thus reducing their flexibility.
What you can say: “Do you have any obligations at home which may interfere with your attendance or ability to do this job and how do you plan to minimise the impact of those?

“Are you planning to have children soon?”

Why it’s bad: This is definitely discriminatory – although you are trying to reduce the impact of an employee going on maternity or paternity leave it’s illegal to ask this question.
Why you might want to know: A nanny planning to start a family will mean you need to find alternative childcare to cover the leave they are entitled to.
What you can say: Nothing. This is a risk you need to be prepared to take.

“Do you have a disability?”

Why it’s bad: Asking someone whether they have a disability contravenes legislation on equality.
Why you might want to know: Some disabilities may impair a nanny’s ability to do their job.
What you can say: You can focus on whether the applicant is able to do the job e.g. “Are you able to lift and carry my toddler?”. You can also ask whether you need to make reasonable adjustments once a job offer has been made. As an employer it is up to you to decide what is ‘reasonable’ in terms of your requirements. You may not be able to adjust working hours, for example, but you may be able to accommodate time off for treatment on a regular basis. If you are in any doubt we suggest you seek specialist advice.

“How old are you?”

Why it’s bad: Knowing someone’s age could lead to a claim of age discrimination. You must focus on someone’s ability to do the job, whether old or young.
Why you might want to know: Nosiness!
What you can say: Nothing.

“Where do you come from?”

Why it’s bad: Nationality and ethnicity should have no bearing on someone’s suitability as a nanny.
Why you might want to know: If you require your nanny to travel or if you have concerns about their right to work in the UK (which you should verify in any case) you may feel reassured by knowing their nationality. You may also think this is a friendly question inviting the nanny to talk about themselves. In rare cases it may be a genuine occupational requirement that a nanny holds a particular passport.
What you can say: “Are you able to travel within the EU without restrictions/to X with the appropriate visa?” “Can you provide evidence of your right to work in the UK?”

“What religion are you?”

Why it’s bad: This question is grounds for claiming discrimination.
Why you might want to know: If you want your nanny to support your religious practices you might think the simplest way is if they belong to your religion.
What you can say: “We are Jewish/Hindu/Catholic and would like you to respect our traditions and support our children in their religious development. Do you feel comfortable doing that?”

How to lose your nanny in 10 days

© Tofi | Dreamstime Stock Photos & Stock Free Images

 

1. Don’t sort the paperwork

Ideally you should have a contract in place before your nanny starts, but if you don’t then make signing one a top priority. Aside from being a legal obligation on your part, it’s a good idea to have the arrangement clarified in writing. You’ll also need her bank details and her National Insurance number, as well as her P45 from her previous job, to pay her correctly.

 

2. Don’t say thank you

It’s nice to say thank you to your nanny at the end of every day, but it’s absolutely vital if she goes out of her way to do something, whether you’ve asked her to or not. You might be paying her but a little gratitude goes a long way.

 

3. Go back on your word

The relationship between a nanny and employer is based on mutual trust and respect. You trust her to care for your children and she trusts you to keep your end of the bargain. If you agree to something, be it going to a specific playgroup or that she can leave half an hour early one day, don’t suddenly turn around and say you’ve changed your mind and it’s no longer possible.

 

4. Tell her she can’t sit on your chair

It’s understandable that even though you’ve let someone into your home you’ll still want to keep a bit of privacy, but do remember that it’s your nanny’s place of work where she will spend a great deal of time, and it’s vital that she feel comfortable. Dictating where she can and can’t sit is petty, and slights like that won’t make for an easy working relationship.

 

5. Be late without notice

Emergencies happen, that’s one of the reason why a nanny is such a great form of childcare, but it absolutely doesn’t excuse lateness with no warning. If your nanny finishes at 6, you haven’t left the office at 5.30 and you know it takes you 45 minutes to get home, you’re already late. Take a moment out of whatever you’re dealing with to call your nanny and apologise. Remember she may have plans for the evening too so she may not be thrilled with the news.

 

6. Don’t top up the kitty or reimburse her for expenses

If you ask your nanny to pick up essentials, such as nappies or bread, or expect her to take your children to activities then it’s expected that you pay for it. It’s courteous to provide a kitty for your nanny so she doesn’t have to fund day to day expenditure out of her own pocket, but if this is the arrangement you have make sure you pay her back promptly.

 

7. Leave a critical note, but don’t suggest improvements

Nannies don’t have mind-reading superpowers (for people over the age of 3, that is) so any time you need to tell your nanny you’d rather she did something a different way, tell her how you’d like it done. Also make sure you give any constructive criticism face to face – it can be really demoralising when someone is nice to your face and then an hour later you discover they weren’t happy at all.

 

8. Ask her to clean your bathroom

Most nannies will happily take care of nursery duties – that is chores related directly to the children such as cleaning up after meals, doing their laundry and hovering their bedrooms and playroom. Although some nannies will be happy to take on additional housekeeping duties, cleaning your bathroom is a step too far. Remember the top priority for a nanny is always the children.

 

9. Take a day off to follow her around

You probably don’t work too well with your boss breathing down your neck and your nanny is no exception. It’s difficult to interact naturally with children, sing, dance and be silly, if you know someone else is judging your every move. Added to that, children always behave differently when their parents are around, so any judgements you make are likely to be based on unsound evidence.

 

10. Don’t pay her

As much as your nanny probably loves her job, as a professional she does expect to be paid. Non-payment is a breach of contract, and your nanny would be perfectly justified in leaving immediately.