The following advice is based on my placing over 37 years hundreds of Daily Nannies with hundreds of families.


For a permanent Nanny register with us at least 8 weeks before the start month to allow time for a 1st and 2nd face to face interview, job offer, and contract admin then for their usual 4-week notice to a current Employer.


Parents choose to employ a Nanny because:


  • They do not want their Child all day out of their home with a Registered Childminder or Nursery group care.

  • It is a cost-effective and convenient choice if there are older sibling (s) to be taken and collected from school.

  • During school holidays siblings can have fun together and Childcare continues if a Child is sick.

  • Parents increasingly may work part or all of the week from home.


Most Nannies as in any other career for income security seek:


  • 8 - 10 hours of work a day (40 - 50-hour week) between the hours of 7 am -to 7 pm Monday to Friday.

  • A minimum 1-year contract and prefer to stay with a family for an average of 3 – 5 years.

  • Many work for two families on a different 2 and 3-day week to achieve a 4 or 5-day week.


What is a professional Nanny – a Nanny is great family support and:


  • Works in their Employer's home and cares sole charge for their Baby or/and under school age Child.

  • Usually chooses Childcare as their 1st choice career and do a minimum of one-year Childcare training.

  • Must be reliable and punctual as Parents rarely have on-the-day backup Childcare.

  • Ensures the safety and happiness of each Child in and out of their home.

  • Plans daily in the Child's home varied fun and age-appropriate learning and creative activities that include practicing ABC, numbers, reading and writing to prepare for school.

  • Sets Children a reasonable example in their own personal grooming, hygiene, and spoken English.


To a reasonable standard a Nanny is expected to do these Child related housekeeping duties:


  • Daily - Prepare, cook, and introduce age-appropriate healthy but simple meals, snacks, drinks and wash up.

  • Weekly - Children’s bedroom tidy, dust, bed sheet change, and vacuum

  • As needed clean baby equipment, toys, highchair, bottle sterilizer and mud on buggy, boots, and shoes.

  • Iron 20 mins every other day when Children are not in the room a few Children's clothes, school uniforms and put away.

  • Vacuum play and kitchen areas especially if a crawling baby or toddler as the need arises.

  • If asked to bathe a Child then after tidy up the bathroom.

  • In the last 30 minutes do an end-of-day toy and tidy up with the Child then sit to enjoy a quiet time colour or read stories so the Child (ren) are calm when the Parents arrive home and not watching TV.


Probationary for a permanent Nanny is usually for 4 – 6 weeks:


The Nanny should be paid weekly and after monthly.

To reduce misunderstandings have an end-of-week discussion to resolve minor points. This is important as ending a legal agreement after a contract is signed is far more complicated and upsetting for all parties, especially for the children. Allow for different opinions without taking offense and for the Employer if feel need to ask for a routine to be quickly changed or for Child-related housekeeping duty improved.


A large diary is useful to write weekly notes to keep each other informed of:


  • Appointments, ill Child's medication dosage with Parent permission to give or health/diet change.

  • An odd to be done asap Child-related housekeeping duty.

  • Nanny suggestions of new Children’s recipes or other local outings.

  • Weekly receipts from the petty cash allowance can be stapled.

  • Inside a door display all year a 1-page sheet of your mobile number (s), doctor, family, and friend emergency telephone number.


Meeting other Nannies - most Parents if they have followed the Parent chosen local outings usually to a playgroup, library, museum, park, music group or swimming happy and are happy with the Nanny by the 3rd week don`t mind an every other day morning or afternoon couple of hours meet up with other Nannies if told of, at a suitable Child-friendly place i.e. park and all Children do a Nanny supervised ball game or craft activity.  


Top reasons a Childcare Qualified or years experienced Nanny gives a Nanny Employer notice:


  • If regularly arrive home 20 minutes after time contracted and paid to without apology or before the day notice.

  • When as missing their company Children start full-time school.

  • Asked to cook for and iron adult clothes and be the whole house cleaner.

Nanny Salary Employer costs:


Nannies are paid a gross per hour rate because they work such varied hours which we advise to be based on the number of years worked with Children with the highest gross rates going to years experienced Nannies.


Non - Experienced Nannies - generally earn in their first year working as a Nanny up to £12 per hour gross.​​

A Nanny must be paid at the least the minimum wage e.g. 23 year is £8.91 phg. We advise a minimum of £10 phg.


Experienced Nannies - earn from £12 - 17 per hour gross but few Parents can budget up to and past £15 phg.


Annoyingly against our decades of advice ​and causing confusion most Nannies in Parent and with us face to face interviews tend to just speak of a `take-home` rate they seek which can be up to £13 per hour net.


We find most do not understand the full cost by law to the Employer which defines who they can interview, the net or gross term and are often unrealistically ask to be paid more than a nurse or teacher with far more responsibility. So to assist Parent and Childcarer interview discussion we discuss and agree with the Childcarer on a fair approximate gross and minimum net per hour rate they know is stated in their £25 CV Report.


It is essential both the Employee (Nanny) and Employer (Parent) are realistic and fair in their Gross to Net per hour rate expectation to earn or pay. Experienced Nannies worry they are not agreeing to a current Net per-hour salary drop and before signing a Contract of Employment and giving a current Employer the usual 4 weeks' notice the Nanny will need to know the gross and net per hour, monthly and annual salary they will be paid.


Nannies these are the other additional Employee entitlements an Employer must do and budget for:


A part or full-time Nanny by law:


  1. Cannot suggest nor be asked to be self-employed.

  2. HMRC deems a Nanny the Employee of a Parent whose Child (ren) paid to care for who is deemed the Employer.

  3. Nanny must provide the Employer with their Personal Tax allowance code for the Employer to set up and deduct PAYE Tax and Employee National Insurance (NI) on the full agreed gross per hour monthly earnings.

  4. Cannot agree an Employer declares to HMRC a part payment of a gross per hour rate. If agree not only can that Childcarer not put in a CV they are honest but are being underpaid if not achieving the fair gross rate LMM discussed with both a Parent and Nanny and are unable to declare full earnings in a future mortgage application. The Employer must by law:


  • Be given a PAYE Tax deduction monthly payslip.

  • Provide the Employee (Nanny) with a written Contract of Employment.                                                                        

  • Pay a separate Employer National Insurance (ENI).

  • Pay Employer Liability Insurance.

  • Discuss a Work Place Pension scheme - Nanny pays (5%) and Employer (3%).

  • Pay Statutory Holiday Entitlement.

  • Pay after the 4th day of sickness if given a doctor's certificate Statutory Sick Pay (SSP). The first, 3 in a row sick days are 100% unpaid (self - certification) and the Employer is under no legal obligation to pay. SSP is approximately £100 per week or the nanny can ask to be paid the usual salary by using available annual leave.

  • Pay (then HMRC claim back) Statutory Maternity Leave (SMP) - the Nanny is paid for up to 52 weeks and has the right to return to work but only on the previously signed contract terms. Note: Working as a Nanny is a unique occupation where they may ask to return to work bringing their own Child. An Employer is under no legal obligation to answer in that conversation or agree to do a new contract but the benefit of agreeing to a lower gross per hour rate which is fair as the Nanny is not giving sole care to the Employer's Child or paying any childcare cost unlike the Employer so they can work appeals to some Employers.

  • Check if relevant before a person starts the Employee is eligible to UK work.

  • Petrol and car wear allowance - paid if Nanny is asked to use their own car for work as few Parents provide.

  • Weekly allowance to buy craft activity items, treats, or emergency or agreed local low-cost outings.


HMRC PAYE (pay as you earn) Tax Deductions Tips:


Most Parents find the gross to net salary complex to calculate and are unaware of the varied legal Employer and Employee requirements overwhelming to do so will need to contact initially for advice either HMRC or we provide a few Nanny PAYE Tax Payroll specialist companies:


HM Revenue and Customs (HMRC) Paye and Payroll for Employers.               or 020 3137 4401            or 0845 660044       or 020 8642 5470​​​   


Most to reassure and retain the Nanny long term go on pay a monthly fee to a Nanny PAYE Tax Payroll specialist company to help them register the Nanny with HMRC and do the Employee (Nanny) payroll on the Employer (Nanny) behalf to keep payments up to date.


The Ofsted Voluntary Register service was not created for Nannies to charge Parents higher gross per hour rates but to part cost help the majority of Parents who struggle to pay for the cost of a Nursery, Registered Childminder, or a Nanny (most expensive Childcare) so they can work. A Parent may also be eligible to receive Universal Credit, 30 hours of free, tax-free Childcare, and do check your own Employer Salary Sacrifice Scheme.


There are circumstances an Employer may not need to HMRC register e.g. if pay an Employee less than £113 per week.

If employing a Temporary Nanny check with an accountant the Employer's legal obligations.

If a Nanny has a 2nd job (Employer) both Employers share the Nannies PAYE tax allowance.


Little Masters and Misses are not accountant qualified to give accurate or in-depth gross to net salary or final cost advice and cannot be held liable or responsible for any contract or gross salary misunderstanding or agreement between an Employee (Nanny) or Employer (Parent) so please contact HMRC or a Nanny PAYE Tax Payroll specialist company.