Prefer to talk to someone?
Please note, our phone lines will close early at 5.30pm on Friday 15th December. They will reopen as usual on Saturday 16th December.
We’re open evenings and weekends – you can reach us by calling 020 3137 4401 during our office hours listed below.
- Monday to Friday: 8.30am – 7.30pm
- Saturday & Sunday: 10.00am – 4.00pm
Need to post something to us? Our address is Nannytax, 7th Floor, Telecom House, 125-135 Preston Road, Brighton, BN1 6AF.
Festive Opening Hours
Please note, that our offices will be closed on the following dates for the festive period.
- Saturday 23rd December
- Sunday 24th December
- Monday 25th December
- Tuesday 26th December
- Saturday 30th December
- Sunday 31st December
- Monday 1st January 2024
If your enquiry is urgent, please email email@example.com and a member of the team will deal with your query as quickly as possible.
For all other queries, please check our most frequently asked questions or use the contact details listed below.
Alternatively, you can complete the contact form below and an advisor will respond to your query as quickly as possible.
Frequently Asked Questions
I have a question about the Spring Budget announcement on the 15th March 2023
Following the announcement of the Spring Budget on Wednesday 15th March 2023, we can confirm that as the 15/30 Free Childcare Scheme does not apply to nannies, there are no changes that will impact nanny employers.
I have a question about contract changes
If your employees terms and conditions of employment have changed and they have agreed to the changes, we recommend that you get these changes in writing to prevent any potential disputes in the future.
You do not need to issue a whole new contract and can instead issue a contract addendum. If you would like a template for the contract addendum, or need assistance drafting this, please contact our HR department: nannytaxHR@wardwilliams.co.uk.
If there have been changes to pay, please ensure you have updated these details in the members area.
I have a question about a payslip amends
I have a question about pensions
I have another question
I have a question about a letter from HMRC
If the letter relates to an underpayment or penalty, please send a copy of the following documents to firstname.lastname@example.org so that our team may investigate further. Your email should include:
- Your payroll ID
- A copy of each page of the letter received from HMRC
- Confirmation of the amounts, method and dates these payments were made
- Proof of payment to HMRC
Once we have looked into the query with HMRC we will update you accordingly.
I have a question about redundancy
If your circumstances have changed and as a result you no longer require your Nanny’s services, or the role has changed significantly you will need to enter into a period of consultation with your Nanny. If your employee has over two years’ service we recommend that you follow the process as outlined below which is in line with ACAS best practice:
- The employer needs to explain the situation and reason for the position they find themselves in and invite the employee to meet to discuss.
- They then enter a period of consultation, ensuring the process is meaningful as this is key in ensuring it is fair – this involves exploring other opportunities for employment if applicable, and asking the employee to consider the situation and put forward any ideas and suggestions they have to avoid the situation.
- You will arrange a follow up meeting to discuss the suggestions your employee has put forward (if any) and why these would or wouldn’t work. You will also discuss the role you have put forward (if applicable) and whether your employee would want to move into this new role.
- In the event the employee accepts the new position, the employment would continue under the new terms from an agreed date.
- In the event that the employee does not accept the new position, or there is no alternative available, redundancy will be confirmed. If this is the case, we suggest allowing the individual to appeal the decision as this is considered best practice.
Whilst no set time frame for under 20 employees, as the process has to be meaningful, we do suggest a couple of weeks and 2 – 3 meetings in order to demonstrate this.
Please note that it is possible to carry out a redundancy exercise when an employee is pregnant/on mat leave, however there are risks involved due to them having a protected characteristic.
Employees with over two years’ service will be entitled to redundancy pay in addition to notice (which they can be asked to work) and any accrued but untaken holiday.
If you need assistance calculating redundancy pay, please contact our Payroll team on email@example.com.
In the event your employee has under two years’ service and you do not wish to follow the process as outlined above, due to length of service, you can instead invite the employee to a meeting to discuss your change in circumstances and explain that as a result unfortunately you no longer require their services. As the employee will have under two years’ service they will not be entitled to any redundancy pay, they will just receive notice pay (which you can ask her to work) and any accrued but untaken holiday.
Please note risks apply regardless of length of service if the individual is protected under the discrimination act.
I have a question about a new subscription or renewal
Contact our Subscriptions team by email on firstname.lastname@example.org or by calling 020 31376 4401. They’ll be able to renew your existing subscription, answer any question relating to a new subscription or set up your new nanny payroll subscription.