An employment contract should help you and your nanny set the foundations for a good working relationship. This legally binding document will outline the key terms of the employment arrangement that both parties must keep to. From April 2020 onwards, the law now states that all UK employers must provide their employee with a contract of employment on or before their first day of work.
What should be included in a nanny’s contract?
A nanny employment contract should contain the terms and conditions of employment including:
- Start date
- Hours of work
- Starting salary (we recommend agreeing a gross salary and using this figure within the contract.)
- Holiday Entitlement and any other paid leave (i.e. sick pay / leave, compassionate leave)
- Probationary and notice period
- Details of any training the employee must undertake (including any training not paid for by the employer)
- Details of any additional benefits offered by the employer
- Some optional terms you may want to consider:
When you join Nannytax, our HR team will also provide you with an accompanying handbook detailing redundancy, disciplinary/ grievance policies and maternity pay.
Nanny Employer Responsibilities
All UK employees, including nannies, must receive a contract of employment (or at the very least a statement of employment terms). The nanny must receive their contract by their first day of employment to allow them time to read over the document and raise any queries that they may have.
If it is nearing the nanny’s start date, or they have already begun working, and have not yet received their contract, they are within their rights to request one.
Each of the terms and agreements in the contract must meet employment law standards. For example, your nanny must be provided with the holiday allowance they’re entitled to (use our Nanny holiday calculator here.) For Live-out Nannies you must also adhere to the latest National Minimum Wage rates.
Disputes and Issues
Many families go on to build amazing, strong bonds with their nannies but sadly there are cases where disputes do arise. If an issue is becoming apparent, your first port of call should be the Employment Contract.
Check the relevant clause so you have a better understanding of where you stand. If you were to seek further legal support or advice, the contract is likely to be the first thing that is requested. This is why it’s vital to have the right Contract of Employment in place and to make yourself familiar with the terms laid out in it.
Nannytax and Nanny Contracts
As part of our payroll service we provide all our Nannytax clients with a bespoke nanny contract plus a handbook outlining each of the terms. Plus you’ll have unlimited access to a team of HR experts if you have any HR related queries such as sick leave, maternity leave and nanny share arrangements. Learn more about our contracts and HR benefits below.
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Nanny Payroll & HR
The Nannytax Nanny Payroll Service is an all-inclusive service that encompasses nanny payroll, a bespoke employment contract and HR support. We are here to make employing a nanny easy for you.