While it’s good practice for nannies to have certain information in writing there are no obligations, unless your nanny insurance states otherwise. Common requirements there are a signed contract, which proves you are permitted to be in charge of the child, and permission to administer over the counter or prescription medication. Other information should be in their red book, which should at least be stored somewhere you can access it, but do keep a record in your purse of their full names, dates of birth and important medical information just in case something happens when out and about.
Yesterday you might have seen that Prince William has asked his former nanny to come out of retirement and act as a nanny to baby Prince George. At 71 Jessie Webb is a little older that your average nanny but her experience and close ties to the Royal Family count for a lot. She wouldn’t be the first nanny to go back to care for the second generation of a family – Norland Nanny Brenda Ashford whose career spanned 62 years went back to care for a former charge’s children too. Not many nannies will have that chance but it’s not unusual for a nanny to be asked to come back to a family they’ve previously worked for. Is this a good idea?
One school of thought says no, never go back. “There’s a reason you left,” they cry. “Leave the past where it belongs.”
There is some merit in this argument. Before you go back to an old nanny job think carefully what you liked and disliked about the job and why you left. What has changed that would prompt you to return, or even to stay away? Even if the job was perfect for you at the time there’s a risk that going back would spoil those memories.
Another school of thought asks “Why change for the sake of changing?”
This lot have a point too. There’s no point not going back for the sake of not going back. If you got on with the parents and the children, you liked the area, you’re needed once more because a parent has gone back to work or there’s a new baby and you’re job seeking then it all just clicks into place, and the familiarity factor may well swing that job for you over a new family who are a bit of an unknown quantity. Change isn’t always a good thing.
A further school of thought says “Why fix it if it ain’t broke?”
Of course, this is true too. If you’re happy in your current position and you’re approached by an old family what are your real motivations for going back? If you hadn’t been approached by them would you even consider leaving your job? It’s almost impossible to compare one family to another so unless there’s a significant advantage to going back to your old family then why leave a job you’re happy in?
So….never go back?
Ultimately that’s your decision to make! It obviously can work out, and if Jessie Webb chooses to go back we’re sure Prince George will be in excellent hands (and she’ll be able to embarass his dad by sharing old nursery tales), but if she doesn’t then that’s okay too! Reports say she’s worried about taking on a full time role again, and at 71 that’s understandable. She’s retired and absolutely deserves her rest because we know how hard nannies work (especially royal ones), but we also know how hard it can be for a nanny to leave a family for good. Whatever she decides, whatever you decide, good luck!
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?”
Whether it’s action-packed adventure or chilling in the sun, more and more families are taking childcare with them on holiday. Travelling is increasingly part of a permanent nanny’s job or a temporary nanny can provide flexible, consistent, tailor-made childcare for families who just want a helping hand on holiday.*
3 things to talk about
– Money : For permanent nannies working normal hours means normal pay. Employers are responsible for paying all out-of-pocket expenses including flights, accommodation, food and travel insurance. If accommodation is limited then remember that nannies who have to share a room with the children usually expect to be paid a bit extra to compensate for the inconvenience, especially if a child still wakes in the night.
– Time off: Any time a nanny is expected to be present counts as work. Great bosses make it clear when nanny is welcome to relax by themselves or go out, and try to keep the children from barging in, just as a nanny would if asked to occupy the children while their bosses relax. Most nannies are happy to swap a morning for an evening babysitting or travel on a Sunday for a chance to shop or sightsee midweek but respect the hours agreed in the contract, even if they aren’t the usual 8am-6pm.
– Travelling time: In general travelling days, where the nanny travels with the family, are paid and as travelling can be lengthy (especially if it involves a 4am start) some overtime might be expected too. If employers happy to book a seat in a separate section of the plane then their nanny could have that time off during the day but chances their assistance will be wanted and they’re still prevented from spending the time as they choose.
2 Notes for nannies
– Check your nanny insurance. Most will cover you for travel with your permanent family for a certain number of days per year within the EU but there may be exclusions and this doesn’t replace travel or medical insurance for you!
– Don’t expect it to be a holiday for: it might be sunny, there might be a pool but you are still on duty!
1 top tip
– We hope travelling with your nanny or employers will be enjoyable, but if it doesn’t work out then don’t let it ruin a good relationship!
6-13 May is Nanny Week in the UK, dedicated to the amazing childcare professionals who provide loving care for children in their own homes day after day. A good nanny is more than an employee, they become a vital part of the family, and deserve some appreciation. Obviously nothing replaces being a good, considerate employer all year round, but a little extra can go a very long way.
We asked over on our Facebook page what nannies would like their employers to do to show their appreciation this week, and top of the list was saying ‘Thank You’ – 2 simple words that make a huge difference because they mean that you have noticed what your nanny does and are grateful for it. It doesn’t cost you anything but it will mean the world to your nanny.
If you are in the mood to spend a little more time, effort or cash then coming home early unexpectedly and letting your nanny go home is a great bonus. Getting them a nice cake to have with tea or coffee during nap time, or making sure the fridge is stocked with their favourite snack is another little gesture to show them you care.
Showing your appreciation all year round will make your nanny feel valued, but if you’ve got into the habit of treating them as part of the furniture make a special effort today to show them just how much they mean to you.
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.
