As An Employer

Below you will find the salary you would expect to pay a nanny and other very important information for families considering employing a childcarer.

Salary Guide

Nanny

Full-Time Live-In:  £260-358 gross per week (£200-260 net)

Full-Time Live-Out:  £360-£506 gross per week (£260-350 net)

Part-Time Nanny:  £8-9 gross per hour (£6.50-8 net)

Emergency/Temporary Nanny:  £8-9 gross per hour (£6.50-8 net)

Additional Needs Nanny

Full-Time Live-In AN Nanny:  £342-424 gross per week (£250-300 net)

Full-Time Live-Out AN Nanny:  £424-578 gross per week (£300-400 net)

Part-Time AN Nanny:  £10-12 gross per hour (£8-10 net)

Emergency/Temporary or Overnight AN Nanny:  £10-12 gross per hour (£8-10 net)

Parent’s Help

Full-Time Live-In Parent’s Help:  £195-260 gross per week (£160-200 net)

Full-Time Live-Out Parent’s Help:  £227-326 gross per week (£180-240 net)

Part-Time Parent’s Help: £6.50-8 gross per hour (£5.50-6) net)

Maternity Nurse

Maternity Nurse (24 hours a day, 5-6 days a week for maximum of 12 weeks):  £600-£1000 gross per week

Maternity Nurse Daily/Night:  £10.00-£15.00 gross per hour

Babysitter:  £7.00-£8.00 per hour plus taxi fare home.  Babysitters will be paid a minimum of £20 per job.

Legal obligations for employers:

☆  If you employ a nanny and pay her more than £116 per week, you are required by law to register as an employer with HMRC and operate a PAYE scheme.  You must pay your nanny’s tax and National Insurance contributions.  Failure to do this is a criminal offence and can result in fines being imposed on the employer.

 

☆  If your nanny earns less that £90 per week in your employment but more than £104 in total employment in the same week (two or more part-time jobs) then the obligation to pay Tax & NI still applies.

 

☆  You must provide your employee with payslips showing that Tax & NI contributions have been made on their behalf.

 

☆   As an employer you are legally required to provide your employee with an employment contract within 8 weeks of the commencement date.  We advise all clients and nannies to complete the contract before the placement has started.  Contracts are vital to a good working relationship; we will provide clients with a sample contract once a job has been offered and accepted.  We are happy to advise clients regarding the content of the contract.

 

☆  Traditionally nannies negotiate a net wage agreement, however we advise the contract state the gross wage. When an employer agrees to pay a gross wage with their nanny their total costs are protected, and they will not normally be affected by any changes in legislation, nor will they run the risk of getting lumbered with any unpaid tax from a previous employment.  Please do not hesitate to contact us should you require further clarification.

 

☆  As an employer you are required by law to take out Employers’ Liability insurance.  This will protect you against cost and compensation awards that could result from a claim made by an employee.  This may be covered by your household insurance policies.

 

☆  An employee on PAYE has the following statutory rights:

Statutory Sick Pay

Statutory Maternity Pay

Redundancy Pay-if in continuous employment for minimum of two years

Protection against unfair dismissal

4.8 weeks (rising to 5.4 in April 2009) paid holiday per year-This is made up of 4 weeks holidays and 8 bank holidays.  The nanny is entitled to 4 bank holidays on the day and if they are required to work on the other 4 bank holidays they must be given a day off in lieu.  We advise that families should choose 2 weeks and the nanny should be allowed to choose 2 weeks of the holiday allowance.  In the event that a family has more than 4.8 weeks holiday per year we advise that nannies should be paid in full during this time.