Tag: parent

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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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.

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:

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The kids are away…

The kids are away so nanny will play?

It’s not unusual for nanny employers to have more holiday than the minimum entitlement, and parents may choose to go away during school holiday time or if the family is co parenting , which may leave the nanny without any charges to look after.

An empty house can also be a good opportunity to ask your nanny to undertake tasks that are easier without distraction and get ahead, for example by getting everything ready for a new school year. These tasks can also be completed flexibly, allowing your nanny to schedule routine appointments without eating into her holiday or impacting on you. Here are some things you could ask your nanny to do:

– batch cooking meals for the freezer

– sorting through clothes which have been outgrown and putting them away

– making a list of new clothing purchases

– buying, washing and naming school unifrom

– buying school supplies

– washing and repairing toys, and putting away anything which is no longer appropriate

– washing and sterilising bath toys

– sorting and restocking the arts and crafts box

– making a list of suggested toys, ideal for Christmas and birthday ideas

– ensuring there are enough children’s toiletries and first aid supplies, and restocking as necessary

REMEMBER – it’s a great perk to give a nanny extra paid time off, and it stores up flexibility for those days when you’re a little late home from the office although few nannies will agree to a formal carrying over of hours. It’s unfair to expect this time off to be unpaid; after all your nanny is available to work and may not be able to find a replacement source of income and this will only breed resentment further down the line, agreeing to some flexibility on both sides ensures a happy household.

Can starting a blog be good for children?

It might seem like a strange question, especially with all the warnings about children and screen time that are constantly in the news, but can blogging actually be beneficial for children?

According to online safety charity WiredSafety, in 2017, there were over 6 million children around the world, regularly writing blogs and whilst there are a number of dangers revolving around children and the internet, there are also a number of benefits to blogging.

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New Year Resolutions for Parents and Childcare Professionals

How many New Year’s resolutions have you seen or heard from your family, friends and co-workers so far? How many of those were about weight, smoking, drinking, or travel? How many of those were about parenting or childcare? I’m guessing the latter was a significantly smaller number than the former.

This New Year, wouldn’t it be nice for us to make a New Year’s resolution that will not only benefit ourselves but our children and the rest of our family? That’s why we’ve put together a list of areas that we can all try to improve upon in the New Year when it comes to caring for our children.

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Fun Elf on the Shelf Ideas!

How are you getting on with that mischievous little man (or woman) known as Elf on the Shelf. It can be difficult to think of new mischief for your elf to get up to, especially if this isn’t the first year he’s come to stay.

That’s why we’ve put together plenty of new Elf on the Shelf ideas to help delight children of all ages this Christmas!

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How to Keep Kids Active in Winter

As temperatures plummet it understandable to want to retreat to the house where it’s warmer, but the bad weather shouldn’t be an excuse for children to swap playing outside for lounging in front of the TV.

That’s why we’ve put together some simple ideas to help keep your children active this winter:

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Parental Bereavement Leave

As of 6th of April 2020, the government have introduced a new entitlement called Parental Bereavement Leave and Pay.

Under this leave/pay, parents who lose a child with a day-one employment right can take 2 weeks off work. These 2 weeks are at a statutory rate of £151.20 from April 2020.

Parental Bereavement pay is for adoptive parents, parents of a child born to surrogate, parents who are fostering to adopt and individuals caring for a child in their home, continuously for a period of 4 weeks ending with the date of death.

Parents will be able to take the leave as either a single block of 2 weeks, or as 2 separate blocks of one week each taken at different times across the first year after their child’s death. This means they can match their leave to the times they need it most, which could be in the early days or over the first anniversary.

House rules

One of the hardest things about having someone working in your home is knowing what house rules are reasonable. A nanny is a trusted member of the household and while you need to have complete confidence in them and their ability to do their job you also need to set out some expectations of how they behave when in your home and treat your property.

It can be as simple as expecting your nanny and any guests to remove their shoes in the porch or just inside the door. There are many different ways to broach this. One family had a large basket slippers from hotels beside the door for guests to use, another a shoe rack with labels including one for ‘guest’.

A contentious issue can be food. As an employer you should provide any meals for your nanny while on duty and most employers check what their nanny prefers to eat so they can accommodate that. If you find that your nanny is consistently using food you’ve earmarked for a specific dish then you either need to come up with a  labeling system or allocate a shelf in the fridge that isn’t to be touched. If you have specific food rules, such as keeping kosher, you need to make sure your nanny knows what these are.

Nannies often ask at interview whether they can socialise with other nannies and invite them and their charges on playdates. This is really beneficial for your child but again you might want to set rules about how many can come at any one time, what refreshments your nanny can offer and where they can go in the house. If, for example, a nanny has a baby charge who needs to take a nap are you happy for them to use your child’s cot, a travel cot or mattress in your child’s room, or perhaps the guest room?

If you have a live in nanny house rules are even more important. This will be their home as well as yours and they may want to have friends over in the evening or at the weekend or even to stay the night. As an adult they shouldn’t be subject to a curfew but you might like to ask them to let you know if they plan to be out past a certain time and instruct them how to lock up the house for the night when they come in. Do you allow alcohol in your home? Are you happy for your nanny to have a glass of wine in the evening when they are not on duty? How will you negotiate use of the kitchen in the evening if they want to cook for themselves?

Where rules are discussed and agreed upon beforehand the relationship between nanny and employer will be harmonious and respectful, but if you do not talk about your expectations you risk finding yourself becoming more and more annoyed at the way your nanny treats your home.

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

 

 

Story Time: Why is it So Important?

Did you know that 20% of UK parents spend no time at all reading with their children? Or that just 50% of parents with young children read for just 1 hour each week?

Not only does reading to your children help to improve their academic performance, but more importantly it strengthens your bond, improves their imagination, helps children learn to read, teaches them about the world around them, and provides important morals to help make your child a nicer person.

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