Tag: employment

Navigating the ‘Two-Week Itch’ in the Nanny Employment Journey

When employing a nanny or diving into a new job as a nanny, the initial weeks are often filled with excitement, new routines, and adjustments. However, by the two-week mark, a phenomenon often referred to as the ‘two-week itch’ might set in. It’s that phase when the honeymoon period fades, and both parties might identify things they’re not entirely comfortable with. How can both parties navigate this delicate period with grace, professionalism, and mutual respect?

Understanding the Two-Week Itch

For both parents and nannies, the ‘itch’ can stem from the realization of unforeseen challenges, differences in childcare approaches, or even matters as subtle as personality clashes. While some of these issues can be resolved through open communication, there are instances where the arrangement might not be salvageable.

The Dilemma of Giving Notice

In today’s fast-paced world, decisions need to be made swiftly. Whether it’s a parent feeling the need to change the nanny or the nanny seeking another job, it’s crucial to remember the contractual agreements. Although the probationary period might allow for shorter notice, typically a week, it’s always advised to maintain transparency.

The Right Way to Communicate

  1. Written Notice: Although not necessary, providing reasons can clear the air. Whether you choose to explain or not, ensure the notice is in written form for clarity and record.
  2. Honest Dialogue: While it might be tough, discussing the reasons behind the decision can sometimes lead to unexpected resolutions. After all, understanding is the first step to potential adjustments.
  3. Timing is Everything: Choose a time where distractions are at a minimum. Avoid times just before stepping out or when children are around, ensuring a comprehensive discussion.

Navigating the Notice Period

Post-notice, the environment might be tense given the implied personal rejection. Both parents and nannies might grapple with feelings of doubt, mistrust, or even resentment. Yet, for the sake of the children and professional ethics, it’s paramount to maintain a courteous relationship.

It’s worth noting that future references might take this period into account. As an employer, if choosing to terminate the contract, ensure the reasons are known to the nanny, especially if these will be voiced in a verbal reference.

In Conclusion

The ‘two-week itch’ is a critical juncture in the nanny employment journey. Tackling it requires patience, understanding, and most importantly, open communication. With mutual respect and professionalism, this period can transition from a potential challenge to a stepping stone for a fruitful relationship.

NEW CALCULATION METHOD FOR FOR CJRS AFTER 1 AUGUST

From 1 August 2020, the level of the CJRS grant paid to employers will be reduced each month. To be eligible for the grant employers must pay furloughed employees 80% of their wages, up to a cap of £2,500 per month for the time they are being furloughed.

The timetable for changes to the scheme is set out below. Wage caps are proportional to the hours an employee is furloughed. For example, an employee is entitled to 60% of the £2,500 cap if they are placed on furlough for 60% of their usual hours:

  • There are no changes to grant levels in June.
  • For June and July, the government will pay 80% of wages up to a cap of £2,500 for the hours the employee is on furlough, as well as employer National Insurance Contributions (ER NICS) and pension contributions for the hours the employee is on furlough. Employers will have to pay employees for the hours they work.
  • For August, the government will pay 80% of wages up to a cap of £2,500 for the hours an employee is on furlough and employers will pay ER NICs and pension contributions for the hours the employee is on furlough.
  • For September, the government will pay 70% of wages up to a cap of £2,187.50 for the hours the employee is on furlough. Employers will pay ER NICs and pension contributions and top up employees’ wages to ensure they receive 80% of their wages up to a cap of £2,500, for time they are furloughed.
July August September October
Government contribution: employer NICs and pension contributions Yes No No No
Government contribution: wages 80% up to £2,500 80% up to £2,500 70% up to £2,187.50 60% up to £1,875
Employer contribution: employer NICs and pension contributions No Yes Yes Yes
Employer contribution: wages – – 10% up to £312.50 20% up to £625
Employee receives 80% up to £2,500 per month 80% up to £2,500 per month 80% up to £2,500 per month 80% up to £2,500 per month
  • For October, the government will pay 60% of wages up to a cap of £1,875 for the hours the employee is on furlough. Employers will pay ER NICs and pension contributions and top up employees’ wages to ensure they receive 80% of their wages up to a cap of £2,500, for time they are furloughed.

Employers will continue to able to choose to top up employee wages above the 80% total and £2,500 cap for the hours not worked at their own expense if they wish. Employers will have to pay their employees for the hours worked.