Employing a nanny? Look for these vital legal requirements.

by The Northern Nanny Agency Nanny Agency If you are thinking of hiring a nanny for your child care, you will ultimately become an employer and as far as employment is concerned you have to look in all the documentation and legal procedures. This means as an employer you have to meet certain obligations that includes paying taxes, national insurance and after everything paying pension for your nanny.

In case, you are thinking of sharing a nanny, the employment obligations are to be met by both the parents equally. It further tends not only to share costs but also the same legal obligations. For an employer, hiring full-time nannies requires many legal obligations to comply with.

Here are listed some of the most important legal obligations to look for:

Right to work in UK check: Before you move ahead with the employment process, make sure that you undergo the applicant’s identification documents including their passport, birth certificate, photo identity proof etc.

National insurance contributions: As an employer, you have to deduct and pay your employee’s share of nanny’s national insurance contributions. These insurances are payable on your nanny’s salary if she earns above a certain limit.

Liability insurance: You will have to avail employer’s liability insurance which will cover you in the crucial circumstances such as your nanny’s illness or injury. Ensure that you check carefully with these insurance policies with your insurance broker or agent.   

Tax contributions: Being an employer, you hold a responsibility for deducting and paying tax for the nanny services you hire. Contact the concerned authorities to register the applicant and you as a new   employee and employer and further set up a PAYE scheme. You’ll further have to keep records of all the payments you have made for your nanny and yourself.

Employment contract: You should issue a composed contract to your babysitter before she begins work, or inside two months of her begin date. It ought to incorporate her pay, hours and occasion privilege, in addition to a depiction of her obligations. Remember that you and your babysitter have an agreement when she acknowledges your business offer. In the event that any subtleties of the agreement change, this ought to be concurred among you and your babysitter. You need to give composed subtleties of the change, either with another agreement or a letter laying out the new course of action.

Payslip: You must provide your nanny a payslip every week or month, showing her earnings and any deductions that have been made.

National minimum wage: You should pay your babysitter in UK at any rate the lowest pay permitted by law. This is at present £7.83 every hour for workers matured 25 and more established, £7.38 for representatives matured 21 to 24, £5.90 for 18-to 20-year-olds, and £4.20 for under 18s. Be that as it may, it's conceivable you'll pay them significantly more than this. Live-in caretakers charge about £300 to £350 every week. Day caretakers charge somewhat more, by and large between about £400 and £475. Remember your caretaker may have her very own compensation desires dependent on her experience, aptitudes and capabilities, and the obligations required.

Paid annual leaves: Every employee, whether full-time or part-time, is entitled to the equivalent of 5.6 weeks' annual leave. You can choose on your own whether to include bank holidays in this allowance or not.

Termination of employment: Amid the main month of work, multi week's notice of ending the agreement ought to be given by you or your babysitter. After this, one month's notice ought to as a rule be given, however you can arrange this with your babysitter. Ensure you put the concurred notice time frame in her agreement.

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Created on Apr 4th 2019 00:53. Viewed 447 times.

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