What can you expect from the various different types of childcare which are available to you?
We describe the main options below but here at Hattie’s Nannies we understand that no two requirements are the same, so please call us to discuss your individual nanny requirement.
A nanny is a qualified professional or experienced individual who usually cares for your child / children within your family home, and who has expertise in the care and management of children, their routine, all round development, nutrition and first aid.
A nanny is at least 18 years old and will have a minimum of two years training or +2 years experience, and also have the ability to take sole charge of the children on a regular basis.
Working hours depend on the needs of each family and can be full-time, part-time, permanent or temporary.
A nanny is usually responsible for “nursery duties” which include:-
They are not usually expected to do any housework unless by agreement, (see below for a Nanny-Housekeeper). Babysitting duties may be included.
Some families find that the option of a Nanny share works well for them. This is where a Nanny is employed by 2 separate families to care for their children at the same time. Each family employing the Nanny is regarded as a separate employer regardless of whether the
children are cared for in the same home.
A Nanny-Housekeeper is usually required by families as the children reach school age and are out of the family home for most of the day.
Overall the duties of a Nanny-Housekeeper are to help in the running of the family home, and generally include the following / a mix of the following duties, which can generally be adapted to suit the needs of your family:-
Similar to the Nanny-Housekeeper, the Nanny-housekeeper-PA role is usually required by families as the children reach school age and are out of the family home for most of the day. The PA role may be added to the Nanny-housekeeper role by some families who have a requirement for additional organisation/admin/house management such as
A mother’s help usually works alongside a parent as an “extra pair of hands”, helping to care for the children and helping with light household chores. A mother’s help doesn’t usually have a qualification in the care of children, but may have some experience of childcare.
Mother’s helps are usually live-out positions, but can be live-in. If it is a live-in position a room/rooms should be provided for sole use.
A maternity nanny is either qualified and/or experienced, with specific experience in caring for new-borns, and is usually employed on a temporary basis to help in the care of new-born babies. Some have specific experience with twins/triplets. Duties include help with feeding (breast-feeding or bottle feeding), nappy changing, bathing, sleep patterns, and are usually responsible for baby laundry and keeping the nursery clean and tidy.
Hours of work are normally 5-6 days/week , being 24/5 or 24/6 ( 24hrs with agreed rest periods) and as such live-in, however there is the option to have a “Daily Maternity Nanny” if you prefer to have help during the day only and not through the night.
A Night Nanny is a qualified and/or or experienced child-carer usually employed on a temporary basis to help with sleep routines/provide some rest for parent (s) by caring for the baby/child/children during the Night.
Hours of work are usually 9pm – 7am, or 7pm – 7am which can be adjusted to suit your needs. Some families find it useful to have the help of a Night Nanny for support when their Maternity Nanny leaves
Often families find it helpful with to have a Maternity Nanny followed by a Night Nanny so they still have support at night whilst establishing a new family routine
For Weddings and events, whether you are getting married yourself, or attending a Wedding, we have a team of experienced nannies who can come and meet you at the Wedding venue or even meet you at your home and accompany you for the day.
Most payroll specialists advise that a gross salary is agreed with your nanny, and stated in your contract of employment.
Gross hourly rate = Employee net hourly rate + Employee PAYE + Employee National insurance + (Employee pension contribution if applicable)
Most payroll specialists advise that a gross salary is agreed with your nanny, and stated in your contract of employment.
Gross hourly rate = Employee net hourly rate + Employee PAYE + Employee National insurance + (Employee pension contribution if applicable)
Please note
Employers are required to comply with HMRC regulations and auto-enrolment pension legislation (pension legislation)
Please note
Employers are required to comply with HMRC regulations and auto-enrolment pension legislation (pension legislation)
Hattie’s Nannies is able to provide you with a contact for specialist nanny accountancy services including
Other providers are available.
They are experts in ensuring compliance is met with HMRC regulation, pension legislation and employment law .
Hattie’s Nannies is able to provide you with a contact for specialist nanny accountancy services including
Other providers are available.
They are experts in ensuring compliance is met with HMRC regulation, pension legislation and employment law .
Tax-free Childcare may be available to you. You could potentially receive upto £2000 per child per year, or upto £4000 per year for a disabled child. See link below to find out whether you qualify, and for further details. Website : childcarechoices.gov.uk
Tax-free Childcare may be available to you. You could potentially receive upto £2000 per child per year, or upto £4000 per year for a disabled child. See link below to find out whether you qualify, and for further details. Website : childcarechoices.gov.uk
Position | Rates – South East (excl. London) |
---|---|
Daily / Live-out Nanny | £18 – 25+ (Gross per Hour) |
Live-in Nanny | £600 – £1000+ (Gross per week) |
Maternity Nanny* | Single baby £300-400 per 24 hr period Twins £350-450 per 24 hr period |
Night Nanny | £18 -£25+ gross/hr |
Wedding/Event Nanny | £18 gross/hour |
*Note: Maternity nannies are usually self-employed
Position | Rates – South East (excl. London) |
---|---|
Daily / Live-out Nanny | £18 – 25+ (Gross per Hour) |
Live-in Nanny | £600 – £1000+ (Gross per week) |
Maternity Nanny* | Single baby £300-400 per 24 hr period Twins £350-450 per 24 hr period |
Night Nanny | £18 -£25+ gross/hr |
Wedding/Event Nanny | £18 gross/hour |
*Note: Maternity nannies are usually self-employed
Permanent Staff (over 8 weeks)
Live in Nanny / Nanny-shares / HouseKeepers
£3195
Live-out / Daily Nanny
Over 50 hours
£2995
Up to 50 hours a week
£2795
Up to 40 hours a week
£2495
All placements including any Split-days or Part-days or Term-time only, or any combination including these ( upto max. of 30 hours per week)
£1995
Up to 30 hours a week ( excluding Split-day , Part-day and Term-time only staff)
£1695
Up to 20 hours a week ( excluding Split-day , Part-day and Term-time only staff)
£1395
Up to 10 hours a week ( excluding Split-day , Part-day and Term-time only staff)
£1095
NOTE: If your Nanny works different hours in different weeks of the year ( e.g different hours week to week or different hours in term-time versus school holidays, the agency fee is charged at the maximum number of hours per week that your Nanny works in any one week of the year.
Temporary Staff (up to 8 weeks maximum)
Nannies and Mothers Helps
Mon-Fri: Per day / Part-day / Evening sitting
£25/day
Saturday and/or Sunday
£30/day
Per whole week (Mon-Fri)
£125/week
Emergency Care : booking within 48hrs of start
£50/day
Trial day or part-day
£25
Maternity Nanny
Per week / part-week
£150
Night Nanny
Per Night
£35
Wedding Day Nanny (away from home)
(between 10am - 7pm)
£100
Wedding Day and Evening Nanny
(between 10am - midnight)
£150
Wedding Evening Nanny
(between 7pm - midnight)
£50
NOTE: The above are Agency fees only. Nanny hourly rate to be paid directly to your nanny in addition. Minimum booking 4 hours
Administration fee: Please note there is an initial administration fee of £50 for temporary staff searches, which is payable prior to commencing your search and is non-refundable (with the exception of Wedding/Event Nannies which are exempt from the initial administration fee)
NO VAT is payable on the above agency fees
Nannies do not legally have to register with Ofsted, however if families wish to claim tax-free childcare support from the Government, their Nanny will need to be registered with Ofsted.
Nannies do not legally have to register with Ofsted, however if families wish to claim tax-free childcare support from the Government, their Nanny will need to be registered with Ofsted.
The cost of registering with Ofsted is £103, which is set by the Government.
This fee is payable annually to stay on the Ofsted Register
The cost of registering with Ofsted is £103, which is set by the Government.
This fee is payable annually to stay on the Ofsted Register
Many Employers benefiting from the tax-free childcare support offered by the Government, will offer to pay their Nanny’s Ofsted registration fee.
For Nannies not registered, but requested to do so by their employers, we advise that costs associated with registration should be discussed between Nanny and employer.
Many Employers benefiting from the tax-free childcare support offered by the Government, will offer to pay their Nanny’s Ofsted registration fee.
For Nannies not registered, but requested to do so by their employers, we advise that costs associated with registration should be discussed between Nanny and employer.
It can take upto 12 weeks for the registration process to be completed by Ofsted
It can take upto 12 weeks for the registration process to be completed by Ofsted
Complete the online application on the voluntary childcare register via the Government website: www.gov.uk/become-childminder-nanny/register-nanny
Complete the online application on the voluntary childcare register via the Government website: www.gov.uk/become-childminder-nanny/register-nanny
As an Employer you are required to undertake checks to ensure that an individual is eligible to work in the UK. Detailed Government guidelines on how to do this are available online at gov.uk: https://www.gov.uk/check-job-applicant-right-to-work
As an Employer you are required to undertake checks to ensure that an individual is eligible to work in the UK. Detailed Government guidelines on how to do this are available online at gov.uk: https://www.gov.uk/check-job-applicant-right-to-work
Your Contract of Employment must comply with Employment Law. We advise all clients to take independent legal advice on all matters of contract law. In general payroll companies advise that you agree a gross salary in your contract of employment, as this protects the Employer from liability for any unpaid taxes from previous employment or other deductions.
Gross salary means = Employee net hourly rate + Employee PAYE + Employee National insurance (+Employee pension contribution if applicable)
Your Contract of Employment must comply with Employment Law. We advise all clients to take independent legal advice on all matters of contract law. In general payroll companies advise that you agree a gross salary in your contract of employment, as this protects the Employer from liability for any unpaid taxes from previous employment or other deductions.
Gross salary means = Employee net hourly rate + Employee PAYE + Employee National insurance (+Employee pension contribution if applicable)
Holiday entitlement is calculated as 5.6 x the number of days per week your Nanny works – see link below link to government website calculator. Bank holidays may be included in this holiday entitlement, however sometimes employers offer bank holidays in addition to the statutory holiday entitlement: https://www.gov.uk/calculate-your-holiday-entitlement
Holiday entitlement is calculated as 5.6 x the number of days per week your Nanny works – see link below link to government website calculator. Bank holidays may be included in this holiday entitlement, however sometimes employers offer bank holidays in addition to the statutory holiday entitlement: https://www.gov.uk/calculate-your-holiday-entitlement
The protocol in the Nanny market is for the Nanny to choose half of their holiday dates and the employer to choose half. However you choose to manage this, we recommend agreeing this upfront with your Nanny.
The protocol in the Nanny market is for the Nanny to choose half of their holiday dates and the employer to choose half. However you choose to manage this, we recommend agreeing this upfront with your Nanny.
Please note that legislation has been introduced by the Government which requires all employers in the UK to make sure that they have a pension scheme available for all employees who are “qualifying workers”. This is called ‘automatic enrolment’.
The Duties Start date is the date that The Pensions Regulator determine that your Workplace Pension duties come into effect, which is the Start date for any new Employee. For information, please see www.thepensionsregulator.gov.uk.
Please note that legislation has been introduced by the Government which requires all employers in the UK to make sure that they have a pension scheme available for all employees who are “qualifying workers”. This is called ‘automatic enrolment’.
The Duties Start date is the date that The Pensions Regulator determine that your Workplace Pension duties come into effect, which is the Start date for any new Employee. For information, please see www.thepensionsregulator.gov.uk.
In addition to your Nanny’s gross salary, as an Employer you are required to pay Employer’s national insurance.
In addition to your Nanny’s gross salary, as an Employer you are required to pay Employer’s national insurance.
There are many specialist payroll companies available. We have worked with Taxing Nannies for over 18 years – see link below if you would like to contact them. Other providers are available. As part of their service they will usually register you as an Employer with HMRC
There are many specialist payroll companies available. We have worked with Taxing Nannies for over 18 years – see link below if you would like to contact them. Other providers are available. As part of their service they will usually register you as an Employer with HMRC
Under UK law, all employees must be covered under an Employers’ Liability policy. It provides protection for damages and legal costs that arise as a result of claims from your domestic staff suffering an injury or disease arising out of their employment (e.g MortonMichel Tel : 0800 975 4898). Other providers are available.
Under UK law, all employees must be covered under an Employers’ Liability policy. It provides protection for damages and legal costs that arise as a result of claims from your domestic staff suffering an injury or disease arising out of their employment (e.g MortonMichel Tel : 0800 975 4898). Other providers are available.
As an employer you have a legal responsibility to protect workers from risk to their health and safety
As an employer you have a legal responsibility to protect workers from risk to their health and safety
1. Contract and Consumer Rights
1.1 These terms and conditions shall represent a legally binding contract between the client or employer (the “Client”) and Marketing and Business Services trading as Hattie’s Nannies (“the Agency”). The verbal or written instruction by the Client to Hattie’s to submit suitable Candidates for contact or interview shall constitute acceptance by the Client of these terms and conditions.
The term “Candidate” means a person introduced by the Agency in any capacity.
1.2 In accordance with the Consumer Rights Act 2015 and the consumer Contracts Regulations
2013, the Client has the right to cancel services of Hattie’s Nannies within 14 days of the contract becoming binding (clause 1.1). The 14 day period is known as the “cancellation period”
1.3 If the Client requires the Agency to provide services sooner than 14 days, for example if the client requires a candidate to start within the 14 days from the date the contract is binding (1.1) and the Client cancels within the 14 day period, the following will apply:-
2. Fees
2.1 An engagement takes place when a Candidate has accepted, either verbally or in writing, a position offered by the Client, and is irrespective of the date on which the client and candidate agree their Contract of Employment, and irrespective of the start date of the candidate. It is the responsibility of the Client to notify the Agency if a Candidate has been engaged if the offer was made directly by the Client and not via the Agency.
Permanent placement fees (bookings longer than a 12 week period). An administration fee of £100 is payable prior to the commencement of each permanent placement search being initiated by the agency, which is refundable against agency placement fee upon engagement of a Hattie’s Nannies candidate. The administration fee is otherwise non-refundable.
Placement fees are payable upon engagement, irrespective of the date on which the client and candidate agree their Contract of Employment, and irrespective of the start date of the candidate, even if the starting date is at a later specified time, and must be paid within 14 days of the date on the invoice submitted by the Agency. If the client requires a start date prior to the 14 day payment period, the invoice must be settled prior to the candidate’s start date, start date meaning candidate’s first day of work with the client. The Agency reserves the right to charge the Client a 20% surcharge on all accounts not settled within 14 days of the date of the invoice.
Temporary placement fees (bookings for less than or equal to a 12 week period). An administration fee of £50 is payable prior to the commencement of each temporary placement search being initiated by the agency and is non-refundable (excludes Wedding and Event Nannies for which there is no administration fee) In addition to the administration fee, placement fees are payable on booking, even if the start date is at a later specified time and at all times must be paid prior to the candidate’s start date; start date meaning candidate’s first day of work with the client, and are non-refundable except if the booked candidate cancels the booking prior to the start date of the booking. The Agency reserves the right to charge the Client a 20% surcharge on all accounts not settled within 14 days of the date of the invoice.
2.2 For Permanent placements, in the event of the Client cancelling the engagement offer prior to the Candidate’s commencement of employment (regardless of whether contracts of employment are agreed or not between the Client and Candidate), the agency fee is payable in full.
2.3 For Permanent placements, in the event of a client cancelling the engagement offer after the Nanny has commenced work, because the client decides that a nanny is no longer required and therefore does not require a replacement, the agency fee is required to be settled in full.
2.4 For Permanent placements, Agency fees are based on the maximum number of hours per week for which a Candidate is required to work. If the number of hours per week differs during the year (for example if hours differ on a week to week basis, or if term-time hours and school holiday hours are different) the agency fee will be calculated based on the maximum (not minimum) number of hours a candidate is required to work per week.
2.5 For Permanent placements, Agency fees for nannyshare arrangements are as follows:-
2.6 For Temporary placements, and unless otherwise agreed, the relevant Agency fee is based on the number of weeks or days or hours or nights initially requested. No refund or reduction from the Agency’s current rate will be given if the booking is cancelled, or if the dates booked are changed, or if the number of weeks, days or hours are subsequently reduced; this includes trial days.
2.7 For Temporary placements of less than a 4 “full-week” booking of consecutive weeks (full week meaning Mon- Fri), arrangement of interviews are charged at £15 per interview, payable in advance of the interview being arranged by the Agency.
2.8 Extensions and re-engagement fees apply as follows:
2.9 If a candidate is put forward by Hattie’s Nannies to the client and the client has had previous contact with the candidate but has not interviewed the candidate for their nanny/other vacancy briefed to the Agency, the agency fee will be payable in full if the candidate is offered and accepts the client’s job offer.
3.0 The Agency reserves the right to alter fees by giving 7 days notice in writing of so doing.
3. Confidentiality
3.1 All communication, whether written or oral or however communicated, shall remain confidential between the parties. However, any information given by the Client to the Agency is given with the knowledge that it may be passed on to the Candidate in the interests of providing effective service.
3.2 Should the Client pass on any information including, inter alia, details of Candidates, or recommend a Candidate to a third party, resulting in a booking of temporary or permanent childcare employment, the Client will be liable for the full relevant fee as if the booking had been made by the Client itself and these terms and conditions shall apply accordingly
4. Introduction by Third Parties
It is the obligation of the Client to inform the Agency in advance, of any candidates who they are already in communication with regarding their Nanny/other childcare vacancy, prior to viewing any CV’s from the Agency (including internet based contacts and all other Third Parties). Any candidates submitted by the Agency after this, will result in the presumption that the Agency effected the introduction and the relevant fee will become payable. Failure to inform the agency in advance will result in the presumption that the Agency effected the introduction and the relevant fee will become payable.
5. Liability
5.1 The Agency endeavours to provide the Client with only the most suitable Candidates. However, the final decision to employ a Candidate is the sole responsibility of the Client. The Agency does not accept any liability for any kind of inconvenience, loss or damage however arising and whether caused directly or indirectly from an act or omission of a Candidate introduced by the Agency. Similarly, no warranty is offered in respect of suitability, honesty, capability, health o character of any Candidate introduced by the Agency and employed by the Client.
5.2 Candidates are not under the employment of the Agency at any time. The Client is responsible for:
5.3 The Agency does not exclude or restrict liability for death or personal injury resulting from
it’s negligence.
5.4 The Agency does not provide a contract of employment for use between the client and their employee, and advises clients to take independent legal advice on matters of contract law.
6. Our Guarantee
6.1 If a Candidate who has been confirmed a permanent placement with the Client either does not start employment, has their employment terminated in writing within 4 weeks or leaves within 4 weeks of starting employment with the Client, then one replacement will be placed with the Client subject to the following conditions:
6.2 If no replacement can be found within 4 weeks from date of termination of employment of the previous candidate, or in the case of a candidate who has withdrawn prior to their start date, within 4 weeks of the date the Agency was informed of the candidate withdrawal of acceptance, the Agency will pay the following refund on a sliding scale, excluding an administration charge of £395 which is non-refundable:
1-2 week from start date of contract: 50% refund
3-4 weeks from start date of contract: 25% refund
Candidate withdrawal prior to start date: Refund of placement fee less administration charge of £395
6.3 No refund is given for temporary placements, except when the candidate cancels the engagement prior to commencement of employment.
6.4 No refund will be given where the Client retains the services of a Candidate even though the Client considers the Candidate unsatisfactory
6.5 If the Client agrees a candidate replacement, and the replacement candidate is employed for a lower number of hours than the candidate who is being replaced, there will be no part-refund on placement fee.
6.6 In the event of the Client cancelling the engagement offer to the replacement Nanny priorto the Candidate’s commencement of employment no refund will be provided on theoriginal placement fee.
6.7 In the event of a client cancelling the engagement offer to the replacement Nanny after the Nanny has commenced work, because the client decides that a nanny is no longer required and therefore does not require a replacement, the client will not be entitled to any refund.
7. General
7.1 This Contract shall be construed in accordance with and governed by the laws of England and Wales and the Client agrees to commit to the exclusive jurisdiction of the Courts of England and Wales..
7.2 Data Protection. In line with the General Data Protection Regulation (known as GDPR), and the Data Protection Act 2018, the Client agrees to the Agency’s Privacy Notice which is detailed on Hattie’s Nannies Website : www.hattiesnannies.co.uk