Tag: nanny

Nanny and Sleepovers

Our recommended partners at www.PayrollForNannies.co.uk  provide payroll advice for parents and have created this content.

If you are thinking of going away for the weekend, and have asked nanny to look after the children, should you pay her national minimum wage while she sleeps?

The court of appeal in July 2018 has stated you need to be awake for the purposes of working to qualify for national minimum wage.

This Judgement is likely to be appealed but as it stands the below will apply.

Once the nanny has been woken up, then national minimum applies.

If nanny is going to do sleep ins, it would be advised to agree a flat rate, and then in addition to that a rate for when nanny is awake.

 

https://www.moorepay.co.uk/blog/court-of-appeal-reverses-pay-decision-in-sleep-in-workers-saga/

BAPN

Nannyjob is pleased to partner with BAPN, the No 1 Nanny Membership Association in the UK.

This article is provided by BAPN.

As the No 1 in the UK, we are proud of what we do and will continue to build on our reputation – that of delivering a high standard of services and benefits to our members.  We will continue to work in partnership with highly respected companies within the childcare and early years sector, making sure that nannies are no longer the invisible professionals.

BAPN is a proud partner of Nannyjob.  Learn more about BAPN at www.bapn.org.uk

 The BAPN you see today isn’t a ‘New BAPN’, it’s more a grownup BAPN, changing with the times, developing to meet the needs of a more discerning, sophisticated nanny who quite rightly expects so much more than social get togethers or signposting to help, advice and support.  They’re busier than ever before and they favour having everything in one place; to know where to go to for quick, reliable, trustworthy employment support, advice, discounted products and services they can afford.

BAPN hasn’t changed its remit, set up all those years ago, we’ve always offered high quality support and services.  However, the most significant addition we have introduced, is our personal representation cover for when things go wrong.

Being a nanny can be thrilling and the most rewarding job you’ll ever get to do. However, caring for someone else’s children can leave you extremely vulnerable, you can feel isolated at times and unsure of your facts be it a childcare issue or regarding your employment rights.  A Nanny might find themselves facing an accusation of some kind or with a battle on their hands to recover unpaid salary or wrongful deductions for example.  Whether a Nanny needs a second opinion, some reassuring advice or requires support and personal representation, wherever they are in the UK, BAPN can now act on their behalf.  We can now be there, in person, fighting their corner.  Nannies tell us that it is this addition to the array of member benefits that has made them look again at BAPN and to join us.

It’s been an extremely busy 6 months and I’m delighted with what we’ve been able to achieve recently.  We’ve more than quadrupled the discounted benefits available to members and we’re particularly proud that this includes much needed Health Care Benefits for nannies.

We’re also proud to be offering International Affiliate Membership to British nannies working abroad and we’re hopeful that this will enable us to further develop our overseas community, going some way towards tackling the isolation that often comes with working in a new country.  International Affiliate Membership is also available to overseas nannies who are not from the UK but who want to keep up to date with nanny issues in the Uk, as well as make new friends.  Everyone is welcome and we’re excited to see this membership flourish.

The signs that we are delivering what our members want from us are good.  The feedback we’re getting is extremely encouraging.  Obviously, as we move to add more support, more benefits, and to get out there, holding workshops around the country, we really do need nannies to join us.  We’re a membership Association first and foremost and the only income we receive is from our membership subscriptions.  We aim to keep our fees affordable while offering quality and that can only be achieved by member growth.  So, if there are nannies reading this who haven’t taken a fresh look at BAPN we would urge them to do so.  We’re confident they’ll like what they see www.bapn.org.uk

BAPN membership means your voice is heard and shows your support for the work we do to raise the profile of nannies, the outcome of which can only be beneficial and improve the employment of nannies.

 

​Tricia Pritchard

Managing Director, BAPN

Expenses

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for
parents and have created this content.
If you pay nanny for mileage during work hours the mileage rate as per HMRC is 45p.
Anything above 45p is taxable and must go through the payroll. As an employer you must
keep records of mileage that you have paid out, you must only pay for miles traveled.
Simple putting £15 for expenses for general travelling is not acceptable and would mean it is
taxable.
By paying 45p a mile or more for getting nanny to and from work is a taxable, and would
need to be declared to HMRC.
Benefits in kind would arise when you let nanny have private use of your car, this benefit
would then need to be declared to HMRC annually by means of a P11d.
We would advise you to keep receipts from nanny that you have reimbursed her, for day
trips with the children and any shopping she has done.

My Mood Stars

Nannyjob are always keen to discover great ideas to encourage child development and we are really impressed with these fantastic My Mood Stars. The idea was thought up by former Childminder Wendy Elizabeth White and in the early stages of development her keen needlework skills came in very handy!  Each yellow star filled with cotton depicts an emotion. There is sad, happy, angry, scared, shy, silly, surprised and sleepy.  We all know that the ability to express and control our emotions and to recognise them in others is an essential skill.  However, for some children trying to communicate feelings can be difficult and frustrating.

Self-confident children in touch with their feelings find it easier to flourish in social situations. Indeed personal, social and emotional development and communication are key aspects of the Early Years Foundation Stage in the UK. Children who understand and can express and manage their own emotions, as well as those around them, are more likely to develop a positive sense of self and be assured and inquisitive learners and these Mood Stars are a great way to encourage conversation and expression with your little ones. For more information please visit.

www.mymoodstars.co.uk

Twitter – www.twitter.com/mymoodstars

Facebook – www.facebook.com/mymoodstars

Instagram – www.instagram.com/mymoodstars41

Early Years Education Training

It is critically important that those who are involved in bringing up children, whether it’s the parent, nanny, teacher or other family members, influence children’s character in a positive way. Supporting children with solving simple problems, for example, building a toy, doing a jigsaw or getting dressed, by not rushing them and showing that you trust their abilities is an excellent way to build their character. Remember good character is taught and caught! If you would like to learn more about this take a look at these great courses bought to you in partnership with Little Ones Training and Education.https://www.littleoneslondon.co.uk/…/early-years-care-educa…  

Get 10% Discount with us by using the code: nannyjob

Things to consider when employing a non UK nanny

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for
parents and have created this content.
It is important to make sure you take proper steps to make sure nanny can be employed
legally in the UK. If you do not you could face a £20,000 penalty or worst case scenario a 2
year prison sentence!
You must take a photocopy for identity check of a passport, birth certificate or national ID
card. We would always recommend you see an original version before taking a copy.
An EEA (European Economic Area), employers must check their right to work documents,
take a photocopy, and make sure they are from the EEA country.
For a more detailed guide:
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_da
ta/file/441957/employers_guide_to_acceptable_right_to_work_documents_v5.pdf

Payment in Lieu of Notice (PILON)

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for
parents and have created this content.
Payment in lieu of notice or (PILON) is when a nanny has been terminated from employment
and not required to work her notice.
In nanny’s contract you can stipulate that nanny’s employment can be terminated by PILON
immediately and payment in lieu of her basic salary will be paid for the notice period, then
you will not need to pay benefits and extra costs that accrue during her notice period.
If in the contract PILON does not specify the pay for this period or no mention to PILON in
the contract, then you as an employer will need to pay benefits and extra costs for this
period.
Tax and national must be deducted from PILON.
In the case of gross misconduct, PILON is not normally paid to the nann

Nanny Leaving

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for
parents and have created this content.
Parents, as an employer it is your responsibility to inform HMRC when nanny leaves your
employment, this is done by an FPS submission via payroll software.
If you use payroll4nannies.co.uk we can handle this for you. The main problem we have
when nanny leaves, is that we get notified late that nanny has left. This means that we
submit to HMRC that nanny has been paid for a month when in fact she did not. This can be
corrected, but can lead to issues with nanny’s tax code in the meantime. The same can be
said for pensions. If we have not been told nanny has left, we will submit amounts to HMRC.
This can also be fixed but we will need to request the money back from the pension provider.
If nanny is leaving, you need to see if she is owed any holiday pay which she has accrued
and not taken, this would be paid in her final payslip. It also occurs nanny has taken more
than her holiday allowance, so the overpaid holiday needs to be deducted in her final
payslip.
It is prudent to detail in nanny’s contract that any holiday taken over her allowance upon
leaving will be deducted from her final payslip.
Once nanny’s leave date has been confirmed, you will need to confirm if any holiday pay is
owed or needs to be deducted, redundancy due or payment in lieu due, once confirmed
payslip would be finalised and a P45 can then be processed and submitted to HMRC.

Training and Education

Do you know that the development of language in children occurs in 4 stages? These are babbling stage, single-word stage, two-word stage, and multi-word stage.
If you are interested in learning more about this, take a look of the courses that Little Ones Training and Education has on offer for you!
Don’t miss this incredible offer, which we bring you in partnership with Little Ones Training and Education!  20% off using the CODE: nannyjob.
To learn more about the courses, please visit: https://www.littleoneslondon.co.uk/childcare-courses

Holiday Allowance for nannies

Our recommended partners at www.PayrollForNannies.co.uk provide payroll advice for
parents and have created this content.
A full time nanny is entitled to 28 days holiday (5.6 weeks) which includes bank holidays.
Employers are entitled to choose all the dates of holiday nanny should take, but in practice
nanny normally chooses 2 weeks while the employer chooses the other 2 weeks.
In your contract with nanny, make sure you ask for notice for nanny’s proposed holiday this
will allow you to find alternative childcare. Some employers ask for at least 4 weeks notice.
We would recommend you keep note of holiday taken paid or unpaid, just in case nanny
leaves part way through the year and has over taken on holiday. This way any unpaid or
over paid holiday can be paid/deducted in her final payslip.
If nanny works more than 5 days a week, their holiday entitlement is capped at 28 days. It is
not a problem if you agree more day’s holiday with nanny – this could be a condition of her
working for over a stated amount of time.
If nanny is part time, she is entitled to annual leave (28 days including bank holidays), but
pro-rated. So if nanny works 2 days a week, her holiday allowance is calculated:
2 days a week x 5.6 annual holiday allowance = 11.20 days holiday.
You must not round the holiday allowance down to 11, but can round it up to 11.5 days.
If nanny works different hours each week, you calculate her holiday pay by averaging her
last 12 weeks worked hours then multiply it by 5.6, this then gives you her holiday
entitlement in hours for the year and when she has a day’s holiday or was due to work on a
public holiday, whatever hours she was scheduled to work that day are then deducted from
her overall annual entitlement.