employing a nanny – Page 2

10 reasons to hire a nanny

Thought about hiring a nanny but not convinced? Here are 10 reasons to take the plunge.

Beat the morning rush. You can leave your children to get up at their own pace and even you’re your nanny sort breakfast for them while you get ready. No more turning up to work with snot and porridge on your jacket.
Calm evenings. If you want, your nanny will do bath or dinner or both, meaning you don’t have to pick up the children from childcare, get home and do the whole evening routine.
No time off for sick children. Nannies will care for poorly babies and children that childminders and nursery won’t take.
A strong, secure attachment. It’s vital, particularly for babies, for children to form a secure attachment to a limited number of caregivers. A nanny provides consistent, loving attention.
Things done your way. Want your children to eat organic? Nap at certain times? Go to the library twice a week? You’re the boss.
They cook and clean, and tidy, and shop. Only for the children but they will prepare children’s meals, including dinner ready for you to reheat, do their laundry, clean their bedrooms, make sure you have bread, milk and nappies and generally leave the house in the state you left it that morning (if not better).
They bake. Seriously. Most nannies will happily bake with their charges meaning cake for you, we mean, cake for the school bake sale, saving you precious time the night before.
Cheaper for larger families. It might seem the pricy option but it’s about the same as two in nursery, or one in full time nursery and two in wraparound care. And no unpaid time off for you while you’re still paying childcare (see point 3).
You choose them. In a nursery you don’t get to choose who looks after your children, but with a nanny you have a great deal of choice. You can find someone who fits perfectly with your family or speaks a language you want your children to learn.
Extended hours. Arranged far enough in advance most nannies will agree to the occasional early start or late finish, which means you aren’t scrambling around to fill the gaps if you have a big business trip. Live in nannies are even more flexible and may regularly start early, babysit, or even work overnight.

Why You Shouldn’t Micromanage Your Nanny

Many of us are familiar with the frustration that comes along when your boss or manager constantly breathes down your neck telling you how to do your job. It’s undermining, infuriating and annoying, and if done often enough, it can make you hate your job.

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Now imagine how your nanny feels when you tell her exactly what time she needs to put your child down for a nap, how many grapes he can eat, which games she should play with him, even what shape to cut his sandwiches. Sound familiar?

Your nanny is good at her job. You checked her references, read her resumé and can see she knows what she’s talking about. Bear in mind that a great many nannies have more experience with childcare than most parents have at simply being parents. She’s been doing the job a long time, it’s her life, her passion, and you need to learn to let go of the reigns a little and trust her judgement.

It probably won’t be easy, especially if you’re a new parent, it can be difficult to relinquish control to someone new and to put faith in them being able to care for your little one the way you would. However, if you don’t do this, there’s really no point in hiring a nanny in the first place and all your micromanaging will result in a frustrated nanny, a tense relationship between you and your nanny (that your child will probably pick up on) and you’ll find yourself feeling tired and on-edge, when you should be more relaxed and confident that your child is in capable hands.

That’s why we’ve put together our top tips to help keep your micromanaging to a minimum:

Continue reading “Why You Shouldn’t Micromanage Your Nanny”

Nannies and illness

Nannies are seldom sick. Even when poorly most will come in and take it easy for a day or so as long as you are understanding about it. If you don’t want your nanny turning up to work with a bad cold you need to make that clear at the start. Many nannies can’t actually afford the time off every time they have a sniffle, and your children have probably already been exposed to the germs.

Continue reading “Nannies and illness”

FURLOUGH 4.0

FURLOUGH 4.0

Our partners at www.PayrollForNannies.co.uk  provide payroll advice for parents and nannies and have provided this content. For more advice and support please get in touch with them.

Rishi Sunak, the Chancellor of the Exchequer, announced a new raft of support measures connected to the continuing COVID-19 pandemic. This seems to be a response to the growing lock-down and complaints that the government was not doing enough to assist businesses and their employees.

The Job Support Scheme

When originally announced, the JSS – which will come into effect on 1 November – saw employers paying a third of their employees’ wages for hours not worked and required employees to be working 33% of their normal hours.

This announcement reduces the employer contribution to those unworked hours to just 5%, and reduces the minimum hours requirements to 20%, so those working just one day a week will be eligible.

Employers will pay their staff normally for hours they work. Then, they’ll be paid two-thirds of their pay for the remaining hours (with the employer covering 5% and the government paying 95%). So people will still see lower take-home pay – we have prepared the table below.

Normal Hours                    JSS Hours                             Take home percentage of contracted hours
20%                                        80%                                        74%
25%                                        75%                                        75%
30%                                        70%                                        76%
33%                                        67%                                        77%
35%                                        65%                                        78%
40%                                        60%                                        80%
45%                                        55%                                        81%
50%                                        50%                                        83%
55%                                        45%                                        85%
60%                                        40%                                        86%
65%                                        35%                                        88%
70%                                        30%                                        90%
75%                                        25%                                        92%
80%                                        20%                                        93%
85%                                        15%                                        95%
90%                                        10%                                        97%
95%                                        5%                                          98%

The maximum payment will be £1541.75 per month. The cap is set above median earnings for employees in August at a reference salary of £3,125 per month. The employer will be reimbursed in arrears for the government contribution. The relevant employee(s) must not be on a redundancy notice.

The JSS is intended to protect viable jobs over next six months after the furlough scheme ends at the end of the month.

All small and medium-sized firms with a UK PAYE scheme and UK bank account are eligible – but large firms are only eligible if their turnover has fallen in the pandemic and can document this. The JSS is open to firms who have not used the earlier CJRS scheme.

That means that if someone was being paid £587 for their unworked hours, the government would be contributing £543 and their employer only £44.

Employers will continue to be entitled to receive the £1,000 Job Retention Bonus: https://src-time.co.uk/the-job-retention-bonus-explained/

Self-Employment Income Support Scheme

As part of the Winter Economy Plan, Rishi Sunak had announced an extension to the Self Employment Income Support Scheme (SEISS).

There was to be a lump sum to cover November to January next year, worth 20 per cent of average monthly profits, capped at £1,875. There was also to be a second grant for February to April 2021of an unspecified value.

Today’s announcement sets the amount of profits covered by the two forthcoming self-employed grants from 20 per cent to 40 per cent, meaning the maximum grant will increase from £1,875 to £3,750.

Business Support Grants

The Chancellor has also announced approved additional funding to support cash grants of up to £2,100 per month primarily for businesses in the hospitality, accommodation and leisure sector who may be adversely impacted by the restrictions in high-alert level areas.

These grants will be available retrospectively for areas who have already been subject to restrictions and come on top of higher levels of additional business support for Local Authorities moving into Tier 3.

Local Authorities (LAs) will be able to support businesses in high-alert level areas which are not legally closed, but which are severely impacted by the restrictions on socialising. The funding LAs will receive will be based on the number of hospitalities, hotel, B&B, and leisure businesses in their area.

LAs will receive a funding amount that will be the equivalent of:For properties with a rateable value of £15,000 or under, grants of £934 per month.For properties with a rateable value of between £15,000-£51,000, grants of £1,400 per month.For properties with a rateable value of £51,000, grants of £2,100 per month.This is equivalent to 70% of the grant amounts given to legally closed businesses (worth up to £3,000/month).

Local Authorities will also receive a 5% top up amount to these implied grant amounts to cover other businesses that might be affected by the local restrictions, but which do not neatly fit into these categories. It will be up to Local Authorities to determine which businesses are eligible for grant funding in their local areas, and what precise funding to allocate to each business – the above levels are an approximate guide.

Businesses in Very High alert level areas will qualify for greater support whether closed (up to £3,000/month) or open. In the latter case support is being provided through business support packages provided to Local Authorities as they move into the alert level.

SRC-Time are one of the South East’s leading accountancy firms in advising the self-employed and partnerships in all aspects of their tax affairs and we are able to assist in any issue raised above.

COVID-19 PLANNING – THE SECOND WAVE

Many medical experts are predicting a second wave of the COVID-19 Pandemic, which may arrive in the autumn as temperatures fall.

Although we do not want to try to predict the future, we examine a few possibilities and suggest some planning ideas.

Government Support resumes

Since the software and legislation is in place for both CJRS and SEISS, it would be relatively straightforward for the government to reactivate the schemes, perhaps with a smaller percentage of state support or in the case of CJRS, with an enhanced contribution from employers.

It may be argued that this would prove ruinously expensive for the country, but government borrowing can be scheduled over decades, as were war debts from WW1 and WW2. Of course, the government may raise National Insurance (NI) and tax rates to recoup some of this expenditure. There have even been rumours of a Net Wealth Tax being introduced.

The continuation of bank loans guaranteed by the government such as Business Bounce Back Loans and Coronavirus Business Interruption Loan Scheme could be another tool in the hands of the Treasury.

Government Support is not resumed

In this case there will be considerable issues for those businesses which are dependent on government support which may need to carefully consider their future.

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 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.

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.