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A Nanny works set hours in their Employer's home.


Please register with us 8 - 12 weeks before the start date.


  • A Nanny cares sole charge for their Employers Baby or/and any Child under school age.

  • Parents pay more to employ a Nanny because they do not want their Child in a Day Nursery or Registered Childminder group care out of their home all day.

  • Most Nannies choose Childcare as their 1st choice career and start work in a Day Nursery where they complete a minimum of a one-year Childcare training.


Please allow:

  • 2 weeks for us to advertise your job vacancy.

  • 4 weeks' Childcarer notice to give a current Employer.

  • 1st Face-to-face Interview - 40 - 60 minutes in the family home with the Childcarer offering passport identification without curious Child (ren) present so both can concentrate properly on checking contracts points with a degree of flexibility and ascertain you have similar views. Childcarers should bring originals of their Childcare references, Childcare Qualifications, DBS, insurance, and Ofsted Certificates.

  • Unless you seek a Temporary Nanny a 2nd face-to-face 2- 3 hour day time interview is essential so adults in a more relaxed way get to know each other and Parents have a better opportunity to see how a Nanny communicates and plays with their Child (ren) perhaps doing a craft activity and the Child (ren) showing their bedroom, toys, garden, pet, and play areas.

  • Provisional email job offer statement of the agreed Gross rate and hours to your chosen Childcarer.
  • Reference checks which hopefully lead to a definite job offer.

As in any other career with a home mortgage or rent to pay most Nannies seek job security for a minimum 1-year contract and prefer to stay with a family for 2 - 3 years.

A Childcare trained Nanny is NOT a mother's help and most:


  • Are offended if asked to be the whole family cleaner, cook, or iron adult clothes.

  • Leave when Children start full-time school as miss during the day company of younger Children.

  • Parents increasingly may work part or all week from home in which case a Nanny may leave if treated as a mothers-help,

A Nanny can be a cost-effective and convenient Parent choice:

  • If caring for more than one Child or are older sibling (s) to be taken, collected from, and cared for during school holidays.

  • A Nanny is expected week to iron Children's clothes and school uniforms plus tidy, dust, bed sheet change, and vacuum Children’s bedrooms.

  • A Nanny is great family support and Childcare continues as usual if a Child is sick.

Duties to a reasonable standard a Parent can expect of a Nanny:

  • During a usual 4 - 6 week probationary (paid weekly and after monthly. Have an end-of-week discussion to resolve minor points. Allow for different opinions without taking offense especially if an Employer asks for a Child-related housekeeping duty or routine to be improved. A new Nanny must follow the Parent chosen local outings to a park, playgroup, library, music group, or swimming. After most Parents give permission for an every other day 2/3 hour Nanny meet up if at a suitable Child-friendly place with a game or craft activity.

  • In the Employers home daily plan varied fun and age-appropriate learning and creative activities for the Child (ren) that include practicing ABC/ spelling, numbers, reading, and writing to prepare for school.​

  • ​To prepare, cook, and introduce age-appropriate healthy but simple meals, snacks, and drinks and wash up only Nanny-used items.

  • As the need arises vacuum rooms where care for Child (ren) and clean baby equipment, toys, highchair, bottle sterilizer, and mud on buggy and shoes.

  • Bath a Child then tidy up the bathroom.

  • Do an end-of-day toy and tidy up with the Child then sit to enjoy a quiet time colour or read a story so the Child (ren) is calm when Parents arrive home.

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

  • A large diary is useful for both the Employer and Employer to write weekly notes to keep each other informed of appointments or agreed outings, health or diet change, permission to give an ill Child medication with dosage, and an odd to be done asap Child-related housekeeping duty. Either can also suggest new Children’s recipes or other local outings. Weekly staple receipts from the petty cash allowance.


Gross Per Hour Rate: 

  • For a Parent only the Gross per hour rate they pay is relevant as that defines who saving everyone time we can introduce for an interview.

  • It is essential a Parent knows before interviewing their maximum Gross (to Net) per hour salary rate budget plus other that varied additional Employer costs.

  • Childcarers cause confusion - as most incorrectly just tend to speak only about the `take-home (Net)` per hour rate they aim for which is often unrealistic as too high for their years of experience so unfair to expect. 

  • To help with the interview discussion we have discussed with each Childcarer an approximate Gross and asked the minimum Net per hour rate they will consider and state in their CV Report.

Parents, please contact HM Revenue & Customs (HMRC) or a Nanny Paye Payroll company such as below for advice. Many Parents then realize they cannot Gross per hour budget for an experienced Nanny so this is why we introduce non - experienced Nannies at a £12 - £14 per hour Gross lower rate.  or 020 3137 4401                 or 0845 660044                           or 020 8642 5470

HM Revenue & Customs (HMRC) will confirm by UK law:

  • If a Parent is paying a Nanny HMRC deems them as your Employee and you as their Employer.

  • A Nanny cannot be self-employed and neither can suggest nor be asked to be or allow only part of their earnings to be HMRC declared.

  • All of the above could lead to for a Parent and Childcarer a later date stressful inquiry, fine, unpaid back taxes, and interest to HMRC.


Childcarers must be brave if in 1st interview a Parent does not bring up PAYE Tax and ask in a polite, calm, and matter-of-fact way how the Parent will deduct on their full Gross earnings and pay each month their Employee PAYE (Pay As You Earn) and Employee National Insurance (NIC  ENI)


The Nanny must provide a new Employer with their P45 and Personal Tax allowance code, most are on a standard/ basic HMRC PAYE tax code 1257L and documents/Visa related to eligibility checks to work in the UK.

Most Parents find it a daunting and complex task to set up (HMRC form register) and all year monthly manage, calculate, and deduct so wisely pay a monthly fee to a Nanny PAYE Payroll company such as the above to do on their behalf and advise the Employer on individual and varied Employer circumstances such as:


  • Whether need to HMRC register if a Nannies only Employer paying less than £113 per week or employing a Temporary Nanny.

  • How a pro-rata Tax Allowance split work if a Nanny has a 2nd job (Employer) on different days or when a Parent teams up with a family ideally they know on the same day (s) as a NannyShare so Nanny earns £20 per hour Gross and each family pays £10 per hour gross.

  • Confirming Employer eligibility for the Ofsted Voluntary Register, Universal Credit, 30 hours of tax-free Childcare, and own Employer Salary Sacrifice Scheme. ​

  • The weekly, monthly, and annual Gross and Net salary figures the chosen Nanny will ask for. 

  • Provide a legally required Contract of Employment that is signed by both before and within 2 months of starting.

  • Provide monthly payslips of the amount, date, and where Parents must HMRC pay on time to avoid a fine.

  • Payroll companies above explain other additional Employer costs below a Nanny Employer must allow for.

  • Employer National Insurance (ENI) and Employer Liability Insurance.

  • Fuel/petrol and car wear allowance - paid if the Nanny is asked to use their own car for work.

  • Cash kitty to buy craft activity items, occasional treats, an emergency, or an agreed with the Parent (Employer) local low-cost outing.​​

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

  • Statutory Maternity Leave (SMP) - from HMRC the Employer claims back for up to 52 weeks and Nanny has the right to return to work but only on the previously signed contract terms. Working as a Nanny is a unique occupation so most ask to return bringing their own Child in which case an Employer is under no legal obligation to answer in that conversation or agree to do a new contract. Discussion must be had and some Employers agree to IF a lower gross per hour rate is agreed upon as the Nanny is not giving sole care to the Employer's Child or paying any childcare costs unlike the Employer so they can work.

  • Statutory Holiday Entitlement - on other days the Employer does not need the Nanny they should in full still be paid and not expected to transfer the hours.

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

​After an Interview:


  • ​After discuss points by voice and not text or email so both hear each other's reactions.

  • Neither should feel pressured to immediately offer or accept, it is good to express your delight but say would like to think about the discussion overnight.

  • When offering a job it is essential for a Parent to voice telephone the Childcarer. In the past for 38 years, it was my (Debbie's) responsibility to telephone a Nanny with a Parents' decisions and I loved hearing their joy when accepting a job. By speaking a Parent will be reassured to know they chose the right Nanny.

Little Masters and Misses are not Accountant qualified to give a Childcarer or Parent accurate or in-depth gross-to-net salary or final cost advice or be held liable or responsible for any discussion, contract or gross salary misunderstanding or agreement between an Employee (Nanny) or Employer (Parent).

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