employing a home childcarer

Employing anApproved ChildcarerA guide for parents

Employing anApproved ChildcarerA guide for parentsNote: The Childcare Approval Scheme is only available in England

This book is aimed at parents who are employinga carer looking after children in their own home(nanny) rather than those who are engaging theservices of a self-employed, over-7s childminder. Ifyou are unsure whether your childcarer needs to beemployed by you or is self-employed for Tax andNational Insurance purposes, you can refer to theInland Revenue leaflet IR56 Employed or Self-Employed? More detailed guidance is available at: www.inlandrevenue.gov.uk/employment-status/index.htm

Ref code: GFP1ISBN: 1-84478-449-5© April 2005

Produced by NCMA in conjunction with SureStart

The information in this booklet is correct at the timeof going to press, but is subject to change.

3©SureStart 2005

Contents

Employing an Approved Childcarer A guide for parents

Introduction 4

1 Different types of home-based childcare 5

2 The Childcare Approval Scheme 9

3 Your responsibility as an employer 11

4 Finding and selecting an approved nanny 17

5 Working together 23

6 Keeping your home safe 27

7 Help with the cost of approved childcare 31

8 Questions and concerns 33

9 Appendices

Childcare qualifications 35

Useful words 37

Where next 38

Parental permission forms 42

10 Index 44

Contents

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Employing an approved nanny is an importantstep. Choosing the right person to look afteryour children is hard enough, but put thattogether with all the challenges associatedwith employing someone and you have a bigtask ahead of you. Get it right, however, andyou will be rewarded with a safe, happyenvironment for your children who couldlearn so much from another caring adult.

Choosing a registered or approved childcarermeans that you are eligible for tax andNational Insurance contributions exemptions onemployer-provided childcare vouchers and maybe eligible to apply for the childcare elementof Working Tax Credit. Find out more in Section7: Help with the cost of approved childcare

When you choose an approved nanny, youcan be assured that some elements ofselection have been carried out. An approvednanny will have a valid first-aid certificate,have done some training, and have had anenhanced Criminal Records Bureau disclosure.Find out more in Section 2: The ChildcareApproval Scheme.

This guide takes you, step by step, throughthings you need to think about whenemploying a nanny: from finding andinterviewing the right person, to theiremployment rights, and making yourrelationship with your nanny a success.There are checklists included throughout, and sample forms for risk assessments,interviews, medical checks and parentalpermissions – providing all you need toemploy a professional nanny.

There is a lot to think about. Have a look atour checklist to see if you’ve considered someof the issues that might come up. Make notesof any questions you’ve got and hopefullyyou’ll find the answers in this guide and, ifnot, a signpost to the right direction.

Introduction


IntroductionEmploying an approved nanny checklistAre you ready to employ an approved nanny? Have you thought about:■■ public liability insurance?■■ employer’s liability insurance?■■ whether your home is safe for a nanny to

work in?■■ how much you can pay your nanny?■■ devising a contract?■■ tax and National Insurance?■■ whether you want your nanny to live in

or live out?■■ a job description for your nanny?■■ what happens when you no longer need

your nanny?■■ what happens if your nanny is ill or

becomes pregnant?■■ agreeing “ground rules” on visitors, use

of the phone, car etc?

Notes

Different types of home-basedchildcare

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Choosing someone to look after your child isone of the most important, and often mostdifficult, decisions you will ever make. Withsuch a wide range of options available now,deciding on the type of childcare you want israrely straightforward.

You will need to think about whether youwant your child looked after in your home, orin the childcarer’s home; whether you wantyour child to be looked after with childrenfrom other families; and whether yourchildcare should be approved or registered.

Whichever you choose, you will want yourchildcarer’s job to include caring for everyaspect of your child’s well-being. For a full-timechildcarer, this could include: planning andpreparing play and educational activities; takingthe children to school, nursery, appointmentsand activities; and preparing their meals. Andyou will want someone that you can trustabsolutely, which is why the Government hasintroduced the Childcare Approval Scheme(see p9) to carry out some basic checks onyour childcarer to reassure you that they arenot unsuitable to care for children.

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■ your child will mix with children ofdifferent ages from other families

■ brothers and sisters of different ages canbe looked after together

■ your child will be looked after in a home-from-home environment

■ your child is cared for in their owncommunity and can easily take part inlocal clubs and activities.

NannyA nanny works in a family’s home, caring fortheir child or children. Some nannies live in,others come to work daily, and others sharetheir time between two or more families.Nannies do not have to be registered andinspected by Ofsted and are not governed bynational standards. There are no legalrequirements for training, the number ofchildren they look after, or for a CriminalRecords Bureau (CRB) check. However, theycan be approved under the Government’sChildcare Approval Scheme (see p9).

The advantages of employing a nanny arethat:■ they can be approved under the

Government’s Childcare Approval Scheme■ your child can form a close, one-to-one

relationship with their carer in your ownhome

■ your child has their own toys, books, foodand so on, close at hand

■ brothers and sisters of different ages canbe looked after together

■ you have a high degree of control overyour child’s routine, diet, activities andplay environment

■ they can offer more flexible hours thansome other forms of childcare

■ they can offer evening babysitting, take sole charge of your child when you’reaway, or go with you on holiday

■ you and your child don’t have to travel tothe childcare setting

■ your child is cared for in their owncommunity and can easily take part inlocal clubs and activities

■ they can look after your children whenthey aren’t well.

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Here is a breakdown of thedifferent types of home-basedchildcare:

Registered childminderRegistered childminders are generally self-employed and usually work in their ownhomes caring for other people’s children.Childminders who care for children under the age of 8 are required, by law, to beregistered and inspected by Ofsted. Newchildminders are required to undertakeintroductory training of at least 12 hours. Allregistered childminders should have publicliability insurance, a health check, and anenhanced Criminal Records Bureau (CRB)disclosure, and they must have a validpaediatric first-aid certificate.

Registered childminders’ work is governed bythe Children Act 1989, and by nationalstandards for childminding. They may onlycare for a maximum of three children under 5and an additional three aged 5 to 8, includingtheir own children at any one time.

The advantages of using a childminder arethat:■ they are registered with, and are regularly

inspected by, Ofsted■ they are usually self-employed■ they have had a medical check■ they have their own public liability

insurance■ they have a valid first-aid certificate■ they can offer more flexible hours than

some other forms of childcare

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Over-7s childminderChildminders who care solely for childrenaged 8 or over do not have to be registeredor inspected by Ofsted and are not governedby national standards for childminding.However, they can be approved under theGovernment’s Childcare Approval Scheme(see p9).

The advantages of using an over-7schildminder are that:■ they can be approved under the

Government’s Childcare Approval Scheme■ your child will be looked after with

children of a similar age group■ your child is cared for in their own

community and can easily take part inlocal clubs and activities.

Home childcarerA home childcarer is a registered childminderwho has been approved by Ofsted to work ina family’s home. They have also takenintroductory training, a first-aid coursespecifically for people who work withchildren, a health check, and an enhancedCriminal Records Bureau (CRB) disclosure. Theexisting Home Childcarer Scheme has nowended and Ofsted are no longer acceptingapplications. Ofsted’s approval for existinghome childcarers will continue untilDecember 2005. So that parents can continueto claim financial support, after that time,home childcarers are being encouraged toapply for approval before December 2005.

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Approved childcarersThe Childcare Approval Scheme appliesonly to care provided in England, and isvoluntary for childcarers who are notrequired by law to register, such asnannies and over-7s childminders. Theywill have undertaken a childcarequalification or introductory course, holda valid paediatric first-aid certificate, andhave had an enhanced Criminal RecordsBureau disclosure. For more on theChildcare Approval Scheme, see p9.

Registered childcareRequired by law, includes registeredchildminders, out-of-school clubs andnurseries.

Registered childcarers will have had aminimum of:■ an enhanced CRB disclosure■ first-aid training specifically for people

who work with children■ introductory training■ a workplace inspection■ completed health declarations.

Approved childcareVoluntary, includes nannies and over-7schildminders.

Approved childcarers will have had aminimum of:■ an enhanced CRB disclosure■ first-aid training specifically for people

who work with children■ introductory training.

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Under the terms of registration and approval the following categories apply

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KEY● Applies to this category●● Could apply to this category

Registered with Ofsted

Has a Criminal Records

Bureau check

Has a medical check

Has their home inspected

Works in their own home

Works in the family home

Has public liability insurance

Has first-aid training

Has a qualification or has

attended an induction course

Allowed to look after

a baby

Allowed to look after

children over 7

Usually looks after

children from one family

Usually looks after children

from more than one family

Is usually employed

Is usually self-employed

Approvednanny

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Nanny

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Registeredchildminder

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Approvedover-7schildminder

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Over-7schildminder

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The ChildcareApproval Scheme

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The Department for Education and Skills(DfES), through the SureStart Unit, hasdeveloped an approval scheme that willprovide recognised national status forindividuals providing childcare that is nototherwise required by law to be registered –for example, childcare that is provided in thechild’s own home or, for children over 7, onother domestic premises. This will enablemore parents to access tax credits andemployer-supported childcare vouchers.

Nestor Primecare Services Ltd (Nestor), anindependent provider of personnel andservice solutions to the health and social caremarket, has been chosen to carry out theapproval service on behalf of the Government.

The scheme, which applies only to childcareprovided in England, began in April 2005. Formore information, a national helpline isavailable on 0845 767 8111. Or visit:www.childcareapprovalscheme.co.uk.

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work, and know about the needs anddevelopment of young children. Childcareapproval covers basic requirements – youmight decide that the nanny you employneeds to have a higher level qualification.

First-aid training

Approved childcarers must hold a current andvalid paediatric first-aid certificate. This meansthat they should have completed first-aidtraining, specifically for people who work withchildren, with a recognised training provider,within three years prior to application. Thetraining must be repeated, and the certificaterenewed, every three years.

The first-aid course needs to cover all thenecessary aspects of dealing with emergenciesincluding resuscitation, choking, shock andanaphylactic shock.

Criminal Records Bureau

An approved childcarer will have had anenhanced Criminal Records Bureau (CRB)disclosure carried out on them. This is themost comprehensive check currently available.The CRB undertakes screening of peopleworking in roles with children or vulnerablepeople. All registered childminders, teachersand nurses, for example, have CRB disclosuresas a condition of their registration.

The CRB searches through police and otherdatabases for any information relating toeither the childcarer or the addresses theyhave supplied. It confirms their identity, andalso investigates their background,highlighting any past incidents that may havea bearing on their suitability to be a childcarer.

The childcarer provides details of theiraddresses for the past five years, and anauthorised person countersigns a form toconfirm that they have seen the identificationdocuments – passport, driving licence, etc.

Approved childcarers have:■ a childcare qualification, or have attended

an appropriate induction course ■ first-aid training ■ an enhanced CRB (Criminal Records

Bureau) disclosure, including a POCA(Protection of Children Act 1999) list check.

The scheme does not:■ verify whether the childcarer is eligible to

work in the UK■ clarify the age group that the childcarer is

suited to work with■ guarantee that parents using an approved

childcarer are entitled to financial support,either through tax credits or employer-supported childcare

■ inspect their workplace.

The benefits to you, as a parent, are that:■ you know your approved childcarer has

been checked and has met basic criteria■ you know the childcarer is not unsuitable

to care for children and has someunderstanding of their needs and what todo in an emergency

■ you may be able to access financialsupport through the childcare element ofthe Working Tax Credit or throughemployer-supported childcare.

Approval is valid for one year and, to coverall the expenses involved, there is an annualfee, which includes the cost of the CRBdisclosure. For 2005/06 this is £96.

Childcare qualifications

Approved childcarers must have a childcarequalification or have attended an appropriateinduction course. The list of courses andqualifications that are deemed appropriate isconstantly being updated; visit: www.dfes.gov.uk/childrenswfqualifications

Looking after children is a skilled anddemanding job, and relevant training willgive the nanny the skills and confidence todo it well. Knowing that your nanny has beentrained can reassure you that they have aprofessional attitude, are committed to their

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Your responsibilityas an employer

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There is a lot to think about when employinga nanny. Not only do you have to be sureyou’ve chosen the right person to look afteryour children, but you also have to thinkabout your responsibilities as an employer.Employing a childcarer, such as an approvednanny, is different from engaging the servicesof a childminder, who is usually self-employed. The childminder is responsible forsetting their own hours of work, their ownfees and conditions, whereas you areresponsible for setting your approved nanny’shours, wages and conditions. See the Inland

Revenue leaflet IR56 Employed or Self-Employed? if you need further clarification.More detailed guidance is available at:www.inlandrevenue.gov.uk/employment-status/index.htm.

Your nanny’s employment rights

Nannies cannot usually be classed as self-employed. You, as an employer, areresponsible for your nanny’s tax and NationalInsurance contributions.

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usual pay. You may be able to claim the SSPportion of this pay back from the InlandRevenue. A payroll company can help with this.

You and your nanny should agree a procedurefor times when they are ill, including back-upchildcare arrangements.

Maternity entitlementsIf your nanny becomes pregnant whileemployed by you, she is entitled to certainstatutory benefits, including 26 weeks’maternity leave and reasonable time off forante-natal appointments. If she has been inthe job for at least six months at the 15thweek before her expected due date, she isentitled to maternity pay of 90 per cent ofher full-time pay for the first six weeks ofmaternity leave and 20 weeks of statutorymaternity pay after this. Your nanny may notreturn to work until at least two weeks afterthe birth of her child.

You can claim back in full the statutorymaternity pay you give to your nanny.

It is illegal for an employer to dismiss awoman because she is pregnant, and she isentitled to return to work on the same orsimilar terms as before. You should discusswith your nanny possible arrangements inthis situation.

Disability Discrimination Act 1995Your nanny is covered by this act whenlooking for and accepting employment. It isyour responsibility to make sure you don’tdiscriminate against an employee because ofan impairment or medical condition. For moreinformation, call the Disability RightsCommission helpline on 08457 622633.

Pension arrangementsIt is unusual for a nanny to be offered apension as part of their employmentpackage, and at the moment employers withfewer than five employees are not requiredto make stakeholder pensions available totheir employees.

You must provide your nanny with a P60 taxcertificate after the end of each tax year (by31 May) showing their tax and NationalInsurance contributions, and a P45 when theyleave your employment.

There are specialist payroll companies thatcan administer these aspects of employing anapproved nanny on your behalf.

Time offYour nanny has an annual leave entitlementunder European law of at least four workingweeks (which may include public/bankholidays). Annual leave is granted “pro-rata”(so if they work for five days a week, theyare entitled to 20 days’ paid leave each year;if they work three days a week, they shouldbe given at least 12 days’ leave). They arealso entitled to at least one day (24continuous hours) off each week.

Sick payYou should state how much sick pay yournanny will be entitled to per year ofemployment.

If your nanny pays National Insurancecontributions, you are obliged to pay themStatutory Sick Pay (SSP) if they have beenabsent from work because of ill-health for atleast four consecutive days. This SSP willusually be paid in place of, or as part of, their

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RedundancyYou may decide that you no longer need ananny and have to make them redundant. Toqualify for redundancy payments, the nannymust have been working for the sameemployer, with no breaks in employment, forat least two years. If you decide to change thenature of your childcare – for example, movingfrom using a full-time nanny to a part-time one– you are required to offer them the positionfirst, giving them first refusal. If they decidenot to accept the offer of the new terms, theyare entitled to redundancy pay, unless they areon a fixed-term contract that is ending.

Depending on the clauses in your contract,your nanny may also be entitled toredundancy pay if you and your family moveto another part of the country and they areunable to go with you. You can find out moreabout redundancy at:www.dti.gov.uk/er/redundancy.

Termination of employmentUsually employers and employees each agreeto give notice of one month beforeterminating the contract. If you have agreedthat your nanny will work a trial period, thenotice required may be reduced to one weekon either side during this period.

In the contract there should be a cleardescription of the dismissal procedure. This isusually a three-stage process – verbalwarning, written warning and thentermination of employment. Your nanny, asan employee, has the right to appeal to anindependent third party.

In the case of gross misconduct – examples ofwhich should be clearly described in thecontract – you can ask your nanny to leaveimmediately. Typical examples of grossmisconduct would include harming orendangering a child, stealing from the family,or being under the influence of drugs oralcohol while working.

Unfair dismissalIf your nanny has been in their job for 12months or more, they are protected against

unfair dismissal. If they feel theiremployment has been terminated unfairly,and they have a signed, valid contract withyou, they are entitled to take their case to athird party such as an employment tribunal.

Out-of-hours careYou may need childcare outside your nanny’susual working hours, especially if you employa live-in nanny. When agreeing the contract,you and your nanny should decide whetheroccasional extra care is paid over and abovethe net wage and, if so, whether it is to bepaid separately or in the usual wage packet.Either way, the payment should appear onthe payslip. Many live-in nannies areexpected to be available to babysit two orthree evenings a week in addition to theirdaily hours.

InsuranceIt’s essential that you and your nanny haveadequate insurance cover for the work theywill be doing.

You should have:■ employer’s liability insurance – to protect

you against legal costs for any accident orinjury that your nanny might suffer whileworking in your home

■ home contents insurance (with an“endorsement” to cover nannies workingin your home) – so that if theyaccidentally break or damage any of yourpossessions, you can claim the cost ofrepairs or a replacement. Ideally, yourhousehold contents insurance policyshould also cover your nanny’s personalbelongings against damage and theftwhile in your home.

■ motor insurance, with your nanny as anamed “business use” driver, if they will bedriving your car in their work as a nanny.

Your nanny should have:■ public liability insurance – to protect them

against legal costs for any accident orinjury that a child might suffer while intheir care, and to cover the costs of anydamage that a child in their care mightcause to another person’s property

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ExpensesYour contract should set out the process foryour nanny to claim expenses incurred duringtheir work. You should ask your nanny tokeep all receipts and make a detailed claimat the end of an agreed period – usuallyweekly or monthly.

Tax and National InsuranceYou have a duty to pay your nanny’s wagesregularly and on time, and to give them apayslip showing how much you have paidand detailing any deductions made. Allemployers are responsible for paying tax andNational Insurance contributions for theiremployees. For advice and guidance, call yourlocal Inland Revenue tax office and ask to beput through to the new employer section.Explain that you are employing a nanny asyou may be eligible to use the simplifieddeduction scheme, depending on theamount of money you intend paying yournanny. The new employer section will adviseyou about this. Tell the tax office how muchyou expect to pay your nanny – check thatit’s above the “lower earnings limit”. You willbe sent a tax office reference number and aNew Employer’s Starter Pack.

To work out National Insurance contributions,call the Employer’s Helpline on 08457 143143.

Payroll servicesThere are specialist payroll services forparents who employ nannies to ensure thattax and National Insurance contributions areproperly dealt with. Have a look on theinternet, or in specialist magazines for

■ motor insurance, with “business use”cover, if your nanny will be using theirown car in their work.

What you’ll need to pay forApproved nannies are entitled to receive atleast the national minimum wage if they liveout or are provided with separateaccommodation. Since October 2004, workersaged 22 or over can expect at least £4.85 anhour, and the rate for workers aged between18 and 21 is £4.10 an hour. You shouldalways agree a gross (pre-tax) wage withyour nanny.

When deciding how much to pay your nanny,you will need to bear in mind their experienceand training, the number of children you needthem to look after, the hours you want themto work and the area in which you live.Whether you need a live-in or live-out nannywill also determine the wages you pay. Somelive-in nannies receive “benefits-in-kind” aspart of their wages – for example privateaccommodation, or the use of a car. There isguidance governing the payments of benefitsin kind, and employers should be aware ofany special tax provision they need to make.The Inland Revenue website:www.inlandrevenue.gov.uk provides advicefor employers.

Each year, Nannytax compiles a survey ofaverage nanny wages around the countrywhich is published in Nursery Worldmagazine’s Professional Nanny supplement.

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Area

London

Outer Londonand homecounties

Other cities and towns

Rural areas

Live-in nanny

£19,956

£18,007

£15,760

£15,689

Live-out nanny

£26,937

£22,514

£19,335

£18,939

Source: Nannytax/Professional Nanny annual survey of UK nanny wages January 2005.

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working families, for details of companiesoffering nanny payroll services.

Keeping recordsOnce your nanny leaves and is no longeremployed by you, you should keep their taxand insurance records for at least three years.The Chartered Institute of Personnel andDevelopment recommends six years.

Interview notes of all applicants should bekept for a maximum of six months and then destroyed. This is in case of a claim against you for race or sex discrimination. Normally,an applicant can claim against you up tothree months after the interview, but keepthe records for six months just in case.

Nannies from abroadIf your nanny is a national of a country in theEuropean Economic Area (EEA), they have theright to enter and work in the United Kingdomjust like British citizens. The following are EEAcountries:

An international treaty means that Swiss nationals have asimilar right to live in the UK as EEA nationals.

You should ask nationals from all EEAcountries to produce a document, such as apassport, which confirms their nationality. Ifthe nanny is from a country outside the EEA,they generally need to have a work permit.

For more information on employing a foreignnational call the employers' helpline on 0845010 6677 or visit www.ind.homeoffice.gov.uk.

For information on work permits for foreignnationals, call Work Permits UK on 0114 2594074 or visit www.workpermits.gov.uk

If your nanny has lived continuously for sixmonths or more in a country other than GreatBritain, in the last five years prior to theirapplication, they must produce evidence oftheir suitability to care for children coveringthe whole period they lived in that country,from an official source which the ApprovalBody can verify. Nestor will only acceptoriginals of any records and documents andthey must, where necessary, be translated byan accredited translation agency, embassy orhigh commission.

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For more information on the rights ofworkers in this country and yourresponsibilities as an employer visitwww.dti.gov.uk/er/index.htm.The Inland Revenue has a starter packfor new employers; download it from:www.inlandrevenue.gov.uk/employers/starter_pack.htm.

AustriaBelgiumCyprusCzech RepublicDenmarkEstoniaFinlandFranceGermanyGreeceHungaryIcelandIrelandItaly

LatviaLiechtensteinLithuaniaLuxembourgMaltaNetherlandsNorwayPolandPortugalSlovakiaSloveniaSpainSweden

Finding andselecting anapproved nanny

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Before you start to find a nanny, decide whatkind of person you want to look after yourchildren and what tasks you’ll want them todo, then draw up a job description andperson specification. You will want yourchildren looked after in a safe and stimulatingenvironment, but what does this mean? Arethere any specific activities you’ll want themto do with the children? Will the school runbe part of their job? How about preparing thechildren’s meals? Will they be carrying outnursery duties, for example the children’slaundry and cleaning their room?

Think about what kind of person you wantyour nanny to be. What level of qualificationsare important to you? What kind ofexperience would you like them to have had?Do they need to drive? And be a non-smoker? Think about your own parentingstyle and whether you’d like someone tomatch or complement you.

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other parents and at local colleges runningchildcare courses which agencies in your areahave a good reputation.

A good nanny agency will talk you throughyour legal obligations when employing ananny, for example on matters such as taxand National Insurance, payslips, employer’sliability insurance, employment rights andcontracts.

A good agency will also make sure that yournanny has settled in well and will help you andyour nanny deal with any issues that arise.Even if you employ a nanny through anagency, it’s important that you take up thenanny’s references and request a medicalcheck yourself.

Interviewing your approved nannyYou’ll have a good idea about the kind ofperson you want to look after your children,but even if the person you interview ticks allthe boxes, and has the highest qualificationsand recommendations, if it doesn’t feel right,keep looking. Trust your gut instinct as aparent and wait until you are happy with theperson you’ve chosen and know that they’llfit in with your family.

Ask someone else to help you interview –your partner, or a friend or relative. They willhelp back up your opinion and also act as awitness to everything that is said.

You may wish to consider inviting your nannyback for a second “working interview” toenable them to spend more time with yourfamily in their potential work environment.Spending half a day or a day getting to knowthe family may help to make sure that bothof you make the right decision.

It is usual to agree a trial period with a nannybefore they accept the job full time. This maybe anything from one week to three monthsand is usually negotiated into your contract.You should pay your nanny for the time theyspend with your family during this period andthey should be able to claim any expenses.

Finding an approved nanny

It does take time to find the right nanny, soallow yourself plenty of time – even up toseveral months. There are several ways tofind a nanny. Talk to other parents or parents’organisations, such as the National ChildbirthTrust, who have local branches; or advertisein your local paper or specialist workingfamilies magazines. Contact local collegesthat offer childcare courses if you would liketo employ someone newly trained. Mentionthat you are looking for an approved nanny,whether advertising or talking to people, andremember to check their approval letter atinterview stage.

Using a nanny agencyNanny agencies charge you a fee to find ashortlist of suitable nannies which matchyour specifications, but will take a lot oflegwork out of the searching for you. A goodnanny agency will carry out their own checksbefore adding a nanny to their lists.

There are hundreds of nanny agencies acrossthe country. A few big ones cover the wholecountry, but most are smaller and cover aspecific area. Some nanny agencies specialisein a particular type of nanny work, forexample maternity nursing, looking afterdisabled children, or positions overseas.

Have a look at different nanny agencies onthe internet or in specialist working familiesmagazines, or look in the Yellow Pages. Ask

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A sample interview form is included on thenext page. Feel free to photocopy this anduse it when you’re interviewing nannies. Tickthe box when you’re happy the candidatehas answered the question appropriately andadd your notes at the end of the section. Thequestions we’ve given are just examples andaren’t meant to be exhaustive. Add your ownquestions, but make sure that you ask eachcandidate the same ones to give everyone afair chance.

Meeting the childrenIt’s important that your nanny quicklyestablishes a rapport with your children, andyou can often see this on their first meeting.It’s up to you when you first allow yourprospective nanny to meet your children, butat second interview stage could be a goodidea. By then you’ll have had time to makesure you’re happy with the candidate(s).

Medical checksMedical checks are standard for registeredchildminders but aren’t required under theChildcare Approval Scheme. So whenemploying an approved nanny, you should askthem for a medical certificate from their GP.

You could also ask your nanny at interviewstage to fill in a medical questionnaire whichyou will need to keep confidential. Includequestions about their general health, howmany days sick they’ve had in the past 12months and, whether they have anyimpairments or conditions which may have animpact on their ability to perform their duties.Ask them how they will manage their conditionwhen looking after children, and if you haveany further concerns, discuss them with your GP.The form supplied on p22 is an example – youcan use your own or photocopy this one to use.

References It’s easy to gloss over this stage if you arereally happy with the candidate you havechosen, but the Childcare Approval Schemedoesn’t check references so it’s vital that youfollow these up thoroughly. Also, you’ll needto take up and retain two references tovalidate your public liability insurance.

Ask your nanny for one or two referees fromprevious families they have worked with andalso a personal referee. If the nanny has justleft college, then their college tutor shouldprovide a reference.

Follow the references up on the phone; you’llget an immediate idea of what theirrelationship with the referee was like throughan informal chat. Even if your nanny providesletters of recommendation or openreferences, these should still be followed up,as there may be things the referee would tellyou that they haven’t written down.

Ask questions about why the nanny left,what their relationship with the children waslike, whether they had any problems andhow they were sorted out. During theinterview, make notes of questions you’d liketo follow up with the referees.

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Interviewing an approved nannySample form

Candidate’s personal details

Name

Address

Postcode

Phone number

Mobile number

Email address

Details of ID supplied (eg. passport, driving licence, birth certificate – one with a photo)

Before you start

■■ Approval certificate (includes a CRB disclosure, first-aid certificate, qualification or course attendance)

■■ Full clean driving licence■■ Medical check form completed■■ Non-smoker■■ References supplied

Training and qualifications

■■ Valid first-aid certificate ■■ Relevant childcare qualification

■■ Other courses attended

■■ Are you a member of any professional organisations? ■■ Do you belong to any childcare groups or networks?

Skills and experienceTick for an acceptable answer and add your notes below.

■■ Why did you decide to become a nanny?■■ What do you enjoy most about the job? ■■ What are your future career plans?

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■■ Tell me about the children you have looked after before.■■ What kind of activities would you do with my children? ■■ What kinds of meals and snacks do you enjoy preparing for the children?■■ What do you consider to be unacceptable behaviour and how do you deal with this?■■ What would you do in an emergency involving yourself or one of the children?■■ Where do you like to take the children out?

Notes

Personal qualities

■■ What do you enjoy most about looking after children? ■■ What do you find challenging about looking after children?■■ Tell me about your biggest achievement since being a nanny.■■ Tell me about a difficult situation you have had to deal with at work.■■ How do you communicate with the parents that you work with?■■ What do you feel are the most important qualities in a good nanny?

Notes

Discussion checklist

■■ Behaviour management ■■ Hours and duties■■ Salary■■ Payment method■■ Child safety■■ Ground rules■■ Use of the car■■ Accommodation (if live-in nanny)

■■ Invited for second interview ■■ References followed up

This form is the copyright property of the Department for Education and Skills (DfES), but may be photocopied or otherwisereproduced for not-for-profit purposes.

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CONFIDENTIAL

Interviewing an approved nannySample medical form

Approved nanny medical form

This medical form is intended to check whether you have any impairments or conditions whichmight have an impact on your ability to perform your duties as a nanny. The information yougive here will be kept in the strictest confidence and, if you are not successful in gaining aposition with our family, the form will be kept for a maximum of six months.

Full name

GP medical certificate shown ■■

How many days off sick have you had in the past 12 months? _________________________

Do you have any other impairments or conditions which may have an impact on your ability toperform your duties as a nanny? Yes ■■ No ■■

If you answered “yes” to the above question, please give more details.

This form is the copyright property of the Department for Education and Skills (DfES), but may be photocopied or otherwisereproduced for not-for-profit purposes.

Working together5

23© SureStart 2005

Settling a new nanny into their role is likely totake some time, and some forward planning.Think about how they will spend their firstweek, what you need to talk about, and howyou can help the children get used to theirnew carer. The more you can talk about andget down in writing in the first few days thebetter, because then everyone will knowwhat the boundaries are and what to expect.

Have a review meeting away from thechildren after the first few days to see howyour nanny is settling in and discuss any

issues that have come up. A lot of concernsthat happen tend to occur in the early daysand if they are not dealt with straight away,resentment can build. Plan regular reviewmeetings away from the children after this.

It may seem obvious, but ask your childrenhow they are settling in with their newnanny and acknowledge their feelings. Workout ways in which the transition can be madeeasier for everyone.

24 ©SureStart 2005

The daily diary could contain information aboutany activities the children have done duringthe day, and also things like how they’veeaten and slept. It could stay in one place withboth of you filling it in with information youneed to pass on. The diary will become animportant record of communication with lessopportunity for misunderstandings, and also akeepsake documenting how your childrenhave developed.

Make sure your nanny also keeps a record ofany medication given and any accidents orincidents that have happened during the day.You should sign the record of these.

House rulesMake sure you have clear “house rules” fromthe start. For example, whether you willallow your nanny to smoke in your home atall – maybe you’ll decide it’s fine if they areoff duty; whether they are allowed friendsround during the day or overnight guests ifyour nanny is live-in; and how much they canuse the phone.

ConfidentialityDuring the first few days of your nannystarting work, discuss the issue ofconfidentiality and privacy. It is inevitablethat when they are working in your home,they will find out information that theyshould keep confidential, for example, aboutfamily members’ health, business affairs orpersonal relationships. You may want toinclude a confidentiality clause in the contractyou draw up.

Think of instances when it would be appropriatefor your nanny to share information, forexample, when they are talking to your child’sdoctor or teacher. All childcare professionalshave a responsibility, if they suspect that achild is being abused, to share their concernswith an appropriate professional.

Think about areas in your home where youwould rather the nanny didn’t go, and whatthey should do about answering thetelephone when you’re not home. If yournanny is living in, they are entitled to their

Behaviour management

It’s important to discuss with your nanny andcome to an agreement about what you thinkare acceptable and appropriate ways forthem to manage the behaviour of yourchildren. Think about and discuss what youfind acceptable and unacceptable behaviour.

It can be helpful to have a written policyabout managing behaviour to reduce thechances of misunderstandings between youand your nanny. You may both have differentattitudes, values and practices – worktogether carefully to ensure consistency andcontinuity for your child.

A policy can just be a simple statement aboutbasic expectations for children’s behaviourand the strategies you would like used inresponse to unwanted behaviour dependingon the stage of development of yourchildren.

The childrenShare detailed information about thechildren’s routines – sleeping and feeding;school; any extra-curricular activities;bathtime and bedtime. It would be helpful toprovide a typical daily and weekly timetable.Talk about:■ the children’s likes and dislikes ■ favourite toys, songs, games, and

activities ■ what they like and don’t like to eat ■ any people that are important to them

like friends or grandparents■ special words that they use■ any comforters ■ tips on how to respond when your child

has a tantrum, or is tired or upset■ whether they have any additional needs

or medical conditions and how theseshould be managed.

Day-to-day communicationDepending on what time you have when youarrive home or before you leave in themorning, you will need to decide whetheryou have time for a chat with your nanny orwhether you would like them to keep a diary.

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25©SureStart 2005

privacy too. Give them clearly defined,uninterrupted time off and talk about houserules regarding, for example, personal space,house-guests and telephone calls.

You will have a lot of personal informationabout your nanny, such as their medicalrecords and bank details. Keep these safe and confidential. See p14 for more onkeeping records.

Supporting and motivating your nannyYour approved nanny is a professional andneeds to be supported and developed in theirrole. They will have done some training inorder to be approved, but they may wish tocontinue with their professional development.Work out ways to help and support themwith this, whether it’s part-funding a courseor allowing them time off to go to classes orcomplete coursework.

If your nanny is looking for more challenges,think of ways you can help with this. Maybethey could take a more active role insupporting your children with their homeworkor learning a new skill such as riding a bike orcooking. Talk to them about what they’d liketo achieve and how they think they could alsohelp your children with their development. Ananny that keeps up to date with their skillsand learning will feel motivated and yourchildren will benefit in the long run.

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Have you discussed:■■ behaviour management? ■■ a daily handover period?■■ hours of work?■■ daily responsibilities?■■ household tasks?■■ confidentiality?■■ a daily diary?■■ risk assessments?■■ pets?

First days checklistHave you provided the following:■■ clear details of hours and duties? ■■ good working conditions and a well

thought-out job description?■■ a written contract of employment?■■ a safe, clean home with plenty of

equipment for fun activities.■■ information about local parks,

playgrounds, nanny groups and drop-in sessions?

■■ contact numbers for you, yourpartner, and a relation or otherresponsible adult who knows thefamily well?

■■ details of the family doctor?■■ contact numbers for the child’s

school, nursery or playgroup■■ clear guidance on your child’s health

(including allergies and intolerances,medicines, diet and sleeppreferences), behaviourmanagement, special routines,favourite toys and games, and so on?

■■ written permission to administermedication to your child and to seekmedical advice when necessary?

■■ written permission for photographingchildren, routine outings, transportingin a vehicle, bathing, water-basedactivities, sun-protection creamapplication, observations?

■■ a regular time to talk with and listento your nanny?

■■ employer and public liabilityinsurance (you can get this from yourhouse insurers)?

■■ clear guidance on what your nannycan make decisions on regarding yourchildren’s school or doctor?

■■ a tour of the house, including how touse household equipment such as theoven, washing machine, door locksand alarm system?

■■ guidelines on what to do in anemergency, for example, your housefire drill, where torches are in case ofa power cut, and how to stop thegas, water etc?

26 ©SureStart 2005

■ use of the family car for childcare duties■ for a live-in nanny, details of accommodation■ house rules, including use of the

telephone and other householdequipment (for example, home computer,stereo, washing machine)

■ visiting arrangements for childcarecolleagues, partners, friends, and so on

■ payment of expenses, such as petrol,outings, snacks and materials for use inthe nanny’s work

■ confidentiality agreements■ behaviour management agreements,

including clearly stating whatpunishments are allowed

■ arrangements for administering children’smedication

■ permission for outings, bathing children,applying sun block, taking photographs,and so on*

■ whether any extra household duties areexpected of your nanny

■ the notice period required by the nannyand the parents if either party wants toend the contract.

*It is important to agree clear guidelinesabout this aspect of your nanny’s work, sothat the children are kept safe, and thenanny understands what you consider areappropriate “professional boundaries”. Onpages 42 and 43 of this book you’ll findconsent forms that you can sign to give yournanny permission to take the children onoutings, apply their sun cream, bathe them,and photograph or film them.

You and your nanny should each sign andkeep a copy of the contract in a safe place. Ifany changes are then made to the contract,you and your nanny should again both signboth copies and keep them safe. The mostrecent contract is the valid one and overridesany previous arrangements.

If there are any changes to your nanny’s dutiesor working conditions, always make sure theyare written down in a new or revisedcontract. Agreeing changes only verbally willput you in a difficult position if you and yournanny have a contract dispute in the future.

Discuss the job thoroughly with your nannyand make time to go through and agree acontract. By law, as an employer, you mustprovide your employee with a writtenstatement of terms, or a contract, withinthe first eight weeks of their employment.However, it is good practice to agree acontract before your nanny starts work – itcan always be reviewed at a later date.

The contract will clearly set out all aspects ofthe job and forms a legally bindingagreement between you and your nanny. Itshould cover:■ names of employer and nanny■ names and dates of birth of children to be

cared for■ place of work – and whether or not the

nanny will be expected to work anywhereelse, for example at the family’s secondhome

■ duties expected of the nanny■ start date, hours of work and dates of any

trial period■ salary details, including gross annual

wage, how payments will be made andhow frequently. The contract should alsogive details of whether you will be usinga payroll company to pay your nanny.

■ date of salary review and appraisal■ holiday and leave allowances for both the

nanny and the family■ overtime and time off in lieu (TOIL)

arrangements. This includes babysitting,caring for other children (for example,relatives or friends of the family) andexpectations of overnight duties.

■ sick leave entitlements, including whatarrangements should be made if yournanny is sick and unable to work; or youare sick

■ responsibilities of the nanny and parent ifa child is ill

■ any perks, for example, use of a mobilephone, family car, or gym membership

■ pension arrangements, if any ■ details of what constitutes gross

misconduct

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The contract

Keeping yourhome safe

6

27© SureStart 2005

You may be aware of some of the dangersthat exist in your home with children around,but it’s important when employing a nannyfor you both to carry out a thorough riskassessment at the start of the contract andevery six to 12 months after that. Your homeisn’t inspected in the same way as aregistered childminder’s, and it is yourresponsibility to create a safe environmentfor your nanny to work in.

A daily visual check of their workplace (yourhome) should be part of your nanny’spractice and you can discuss that with them.They may have suggestions or concerns aboutsafety which you can work together toresolve. It could be something as simple asasking you to move a poisonous houseplantto a high shelf, fitting a smoke alarm orcovering a garden pond.

28 ©SureStart 2005

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On the following pages is an example of a risk assessment checklist that you and your nannycould use to monitor safety in your home. It covers many of the most common safety hazardsfound in family homes. It is not exhaustive, and together you may identify other risks which youcan add to the list. For each risk, write down what action is to be taken, by whom and (ifappropriate) by when. When you and your nanny have completed the checklist, both of youshould sign and date it.

Remember to review the checklist regularly to make sure that any action points have beencompleted, and to take into account children’s changing needs and any alterations to the home.

■ banisters or railings that wobble, or withspaces where children could trap theirheads or hands

■ blocked fire exits■ cracked, broken or dirty toys and equipment■ dangerous items (alcohol, matches,

medication, cigarettes, plastic bags, etc)accessible to children

■ electrical sockets not covered■ low level glass (e.g. in windows, doors

and coffee tables) that isn’t safety glass■ no stairgates (if caring for babies or

toddlers)

■ open fires and portable heaters with nofireguards

■ poisonous houseplants within children’sreach

■ slippery rugs and loose carpets■ radiators hot enough to burn a child■ safety catches not fitted on windows■ smoke alarms not fitted or not working■ signs of infestation by vermin■ toys and other items that don’t meet

current safety standards■ trailing tablecloths, blind pulls, curtain

cords, etc, that could cause someone to trip.

Risk Assessment Checklist for nannies

Risks identified? Action to be taken? By whom? When to be completed?

In living, sleeping and play areas, risks to look out for include:

■ dangerous items (cleaning fluids, razorblades, toiletries, etc) accessible to children

■ electrical switches (should be pull-cords)

■ slippery baths, shower trays and floors■ unhygienic flannels, sponges, towels or

nappy-changing arrangements.

In bathrooms and cloakrooms, risks to look out for include:


This risk assessment checklist may be photocopied for non-commercial use only. © NCMA

29©SureStart 2005

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■ dangerous items (sharp knives, cleaningfluids, matches, etc) accessible to children

■ flexes trailing from kettles, irons, etc■ harnesses on highchairs broken or missing■ nappies being disposed of in kitchen bin■ no fire blanket or fire extinguisher

■ pets allowed on tables and work surfaces■ pets’ food and/or litter trays accessible to

children■ unhygienic dish cloths, mops and tea towels■ unhygienic food preparation or storage

arrangements.



In kitchens, eating areas and utility rooms, risks to look out for include:


■ animal mess■ broken gates, walls and fences■ climbing frames, slides or swings broken,

not securely fixed to ground, or positionedon a hard surface

■ dangerous equipment (tools, gardenmachinery, chemicals, fishing tackle, etc)accessible to children

■ garden toys and furniture dirty or broken

■ loose paving stones, steps or manholecovers

■ points where children could escape fromthe garden

■ poisonous plants accessible to children■ ponds, fountains, streams, pools, wells or

water butts accessible to children■ sheds, outbuildings, greenhouses, garages

and cellars accessible to children■ signs of infestation by vermin.

In gardens, risks to look out for include:


■ children’s car seats broken, wrong size ornot provided at all

■ inappropriate or invalid motor insurance

■ no child locks on rear doors■ no MOT.

In vehicles, risks to check for include:

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Any other risks:

Signature of nanny: Date:

Signature(s) of parent(s): Date:


Help with thecost of approvedchildcare

7

31© SureStart 2005

In April 2005, the Government made theWorking Tax Credit available to more parentsunder its Childcare Approval Scheme. Also,parents using registered or approvedchildcare whose employers provide childcarevouchers are now eligible to receive the first£50 of vouchers each week free of tax andNational Insurance contributions.

This means that parents using unregisteredchildcare, such as nannies or over-7schildminders, who were previously unable toclaim the childcare element of the Working

32 ©SureStart 2005

Tax Credit, will now be able to do so –provided the childcare is approved under thenew scheme and depending on theirearnings and the cost of the childcare.

If you are using relatives for childcare, youwill not be able to claim the childcareelement of the Working Tax Credit and youwill have to pay tax on your childcarevouchers. The only exception is if yourrelation is a registered childminder, or anapproved childminder caring solely forchildren aged over 7, and is looking afterother children who are not related, and youdo not live in their home.

For more about childcarevouchers

To find out more about the use of employer-supported childcare vouchers and thecompanies who run the schemes, you couldeither search the internet or contact theDaycare Trust on 020 7840 3350, www.daycaretrust.org.uk

For more about tax credits

Call the Tax Credits helpline on 0845 3003900 or visit:www.taxcredits.inlandrevenue.gov.uk

For more about tax andchildcare vouchers

See Inland Revenue leaflet IR115 ChildcareProvided by Employers or visit:www.inlandrevenue.gov.uk/childcare – seeguidance for employees.

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Questions andconcerns

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33© SureStart 2005

When problems come up

If anything is worrying you, you should speakto your nanny straight away as worries cansometimes grow out of proportion. Encourageyour nanny to do the same. Most difficultiescan be settled through a friendly chat, or byreferring back to the contract together.Consider whether your complaint is about thenanny, or the quality of their work.

If your complaint is a contractual one thenyou can ask your nanny to leave. However, if

34 ©SureStart 2005

you suspect child abuse then you shouldinform your local police and or social servicesas well as notifying the Approval Body. If thepolice or social services believe there aregrounds for investigation then the ApprovalBody will withdraw approval and notify theInland Revenue. The Inland Revenue will thencheck their records and notify all the parents,on their records, who are using that carerthat approval has been withdrawn. Shouldthe investigation clear the nanny then she orhe will have to re-apply to become anapproved carer.

Note: if you make an unfounded or maliciouscomplaint, your nanny is entitled to takelegal action.

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35© SureStart 2005

Childcare qualifications

The range of childcare qualifications andinduction courses that are considered suitablefor a childcarer to be approved are constantlyunder review. For an up-to-date list visitwww.dfes.gov.uk/childrenswfqualifications or call the Childcare Approval helpline on0845 767 8111.

Many nanny agencies will only accept ananny who has a minimum of a level 3qualification (for example, an NVQ level 3

or CACHE diploma). Level 3 qualifications are aimed at people who may work alone,without supervision, so they are ideal for a home-based childcarer.

The main awarding bodies for childcarequalifications are the Council for Awards inEducation (CACHE), Edexcel, City and Guilds,and the Open University. Childcare studentsstudy at different levels (usually level 2 –certificate, or level 3 – diploma) according totheir needs, experience and academic ability.

36 ©SureStart 2005

complete assignments to pass each unit,but there are no minimum entryrequirements. CCP is tailored to the needsof home-based childcarers and providesmuch of the “underpinning knowledge”for the NVQ level 3 in Early Years Care andEducation.

Introductory coursesLevel 3 qualifications are aimed at peoplewho may work alone, without supervision.Your childcarer may, however, have startedtheir training at a more basic level –especially if they have been working undersupervision.

Courses include:■ CACHE Foundation Award in Caring for

Children – a one-year, full-time, level 1course

■ CACHE Certificate in Child Care andEducation – a one-year, full-time, level 2course

■ City and Guilds Progression Award inEarly Years Care and Education – a level 2course involving 120 hours of practicalchildcare work to complete assignments

■ Introducing Childminding Practice (ICP) isthe first unit of the Certificate inChildminding Practice (see previouscolumn). This 12-hour course forms anideal introduction to childcare in a homesetting. Issues covered includeestablishing routines, using positivemethods to manage children’s behaviour,equal opportunities and child protection.There is an end-of-unit assessment. ICP isthe introductory course that the vastmajority of newly registered childmindersin England undertake before startingwork. ICP can be studied in Arabic,Bengali, Chinese, Gujarati, Punjabi, Somali,Turkish, Urdu and Welsh, as well as inEnglish. It is also available as a distancelearning course through the NationalExtension College (NEC).

NB: Level 3 courses are at advanced level,equivalent to A levels. Level 2 courses are atintermediate level, equivalent to GCSEs. Level1 courses are at foundation level.

Current level 3 childcare qualificationsinclude:■ CACHE Diploma in Childcare and Education

(DCE – formerly NNEB or Diploma inNursery Nursing). This is a two-year, full-time course totalling 1650 hours of study,750 hours of which are practical training.Students learn about children at differentstages of growth and development, howto care for and educate them, and how towork with parents, carers and otherchildcare professionals.

■ BTEC National Diploma in Early Years is apractical, work-related course whichrequires student to complete projects andassignments based on workplacesituations. It is made up of 18 units and isa level 3 qualification equivalent to two Alevels. It is awarded by Edexcel.

■ NVQ level 3 in Early Years Care andEducation – a candidate may undertakean NVQ without having gained anyprevious qualifications. NVQ candidatesare normally already employed in an earlyyears setting, and are assessed on theirperformance in their work against a set ofnational standards. To achieve an NVQlevel 3, a candidate must be assessedcompetent in a range of mandatory unitsand optional units. They are also requiredto show that they have the “underpinningknowledge” and understanding of earlyyears care and education to complete theaward. CACHE, Edexcel, City and Guilds,and the Open University are among theawarding bodies for the NVQ level 3 inEarly Years Care and Education.

■ The Certificate in Childminding Practice(CCP) is a level 3 qualification that wasdeveloped by the National ChildmindingAssociation (NCMA) in association with theCouncil for Awards in Childcare andEducation (CACHE). The certificate is madeup of three units: IntroducingChildminding Practice (ICP – 12 hours),Developing Childminding Practice (DCP –60 hours) and Extending ChildmindingPractice (ECP – 60 hours). Candidates must

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37©SureStart 2005

Useful words

Approved childcarerA childcarer who is not required by law toregister (such as a nanny or over-7schildminder) and has been approved by theApproval Body. This means they are aged 18or over, have a relevant qualification orattended training, have a valid first-aidcertificate, and have an enhanced CriminalRecords Bureau disclosure.

Childcare vouchersVouchers given as a benefit to employees byemployers to pay for childcare. If the childcareused is registered or approved, there are taxand National Insurance incentives.

Criminal Records Bureau (CRB)The CRB provides a regulated “one stop”service for England and Wales offering accessto records held by the police, together withthose held by the Department of Health (DH)and the Department for Education and Skills(DfES). The disclosure service enablesorganisations to make more thorough checks,particularly for positions that involve regularcontact with children and vulnerable adults.

Department for Education and Skills (DfES)One of two government departments (theother is the Department for Work andPensions) that has responsibility for childcare.

Enhanced CRB disclosureAn enhanced disclosure includes a check onlocal police records. Where local policerecords contain additional information which

might be relevant to the post the applicant isbeing considered for, the Chief Officer ofpolice may release information for inclusionin an enhanced disclosure. Exceptionally, andin a very small number of circumstances(typically to protect the integrity of currentpolice investigations), additional informationmay be sent under separate cover to thecountersignatory. This information should notbe revealed to the applicant.

NannyA childcarer that looks after children in theirown family home. As the childcare takesplace in a family home, nannies are notrequired to be registered by Ofsted, but canapply for approval.

Nestor Primecare Services Ltd (referred toas Nestor)An independent provider of personnel andservice solutions to the health and social caremarket, which has been chosen to carry outthe childcare approval service on behalf ofthe Government.

Office for Standards in Education (Ofsted)Ofsted is responsible for the registration andregulation of childminders, nurseries, créchesand out-of-school clubs in England.

Over-7s childminderA childminder that solely looks after childrenaged 8 or over. As children over 7 are notcovered by the Children Act 1989, thesechildminders are not required to be registeredby Ofsted but can apply for approval.

Registered childminderRegistered childminders work in their ownhomes to provide care and learningopportunities for other people’s children in afamily setting. They are required, by law, tobe registered with Ofsted.

SureStart, Early Years and Childcare UnitThe Government unit responsible for childcarein England. This unit works to both the DfESand the DWP.

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38 ©SureStart 2005

Cross and Red Crescent Movement – workingwith people from all countries, regardless oftheir background or beliefs.

Child Accident Prevention Trust22–26 Farringdon LaneLondon EC1R 3AJ020 7608 3828www.capt.org.uk

Child Accident Prevention Trust is a nationalcharity in the United Kingdom committed toreducing the number of children and youngpeople killed, disabled and seriously injuredas a result of accidents.

Childcare Approval Scheme0845 767 8111www.childcareapprovalscheme.co.uk

DfES scheme which provides recognised statusfor individuals providing childcare in Englandwhere there is no requirement to register andwhere the childcare is provided in the child’sown home or, solely for children aged over 7,on other domestic premises.

Childcare Link0800 096 0296www.childcarelink.gov.uk

The Childcare Link helpline and website ispart of the Government’s National ChildcareStrategy to help people back into theworkplace by removing the childcare barrier.

ChildlineFreepost NATN 1111London E1 6BR0800 1111www.childline.org.uk

ChildLine is the free 24-hour helpline forchildren and young people in the UK. Childrenand young people can call the helpline on0800 1111 about any problem, at any time –day or night.

Where next

NCMA8 Masons HillBromley Kent BR2 9EYInformation line: 0800 169 4486Membership application pack: 020 8290 8999www.ncma.org.uk

The National Childminding Association ofEngland and Wales (NCMA) is a nationalcharity and membership organisation forregistered childminders, approved and non-approved nannies and approved and non-approved over-7s childminders, working inpartnership with government, localauthorities and other childcare organisations.

Advisory, Conciliation and ArbitrationService (ACAS)08457 474747www.acas.org.uk

Acas aims to improve organisations andworking life through better employmentrelations, providing up-to-date information,independent advice and training, andworking with employers and employees tosolve problems and improve performance.

Barnardo’s Childcare PublicationsBarnardo’s Trading, LtdPO Box 1947Linney HouseIlford IG1 9AE020 8550 8822www.barnardos.org.uk

Barnardo’s aim is to help vulnerable childrenand young people transform their lives andfulfil their potential. It campaigns for better carefor children and champions children’s rights.

British Red Cross Society44 MoorfieldsLondon EC2Y 9AL020 7235 5454www.redcross.org.uk

The British Red Cross is a leading member ofthe largest independent humanitariannetwork in the world – the International Red

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Children are Unbeatable! Alliance94 White Lion StreetLondon N1 9PF020 7713 0569www.childrenareunbeatable.org.uk

An alliance of more than 350 organisationsand projects, including professional andreligious bodies, which campaigns forchildren to have the same legal protectionagainst being hit as adults and promotespositive, non-violent discipline

Commission for Racial Equality (CRE)St Dunstan’s House201–211 Borough High StreetLondon SE1 1GZ020 7939 0000www.cre.gov.uk

The Commission for Racial Equality is a publiclyfunded, non-governmental body set up underthe Race Relations Act 1976 to tackle racialdiscrimination and promote racial equality,working to promote equal opportunities foreveryone, regardless of their race, colour,nationality, or national or ethnic origin.

Criminal Records BureauCustomer ServicesCRBPO Box 110Liverpool L69 3EF0870 90 90 811www.disclosure.gov.uk

The CRB is an executive agency of the HomeOffice and helps employers in the public,private and voluntary sectors identify candidateswho may be unsuitable for certain work,especially that involving contact with childrenor other vulnerable members of society.

Daycare Trust21 St George’s RoadLondon SE1 6ES020 7840 3350www.daycaretrust.org.uk

The Daycare Trust works to promote highquality, affordable childcare for all, advisingparents, carers, providers, employers, tradeunions and policymakers on childcare issues.

Department for Education and Skills (DfES)Public Enquiry UnitSanctuary BuildingsGreat Smith StreetLondon SW1P 3BT0870 000 2288www.dfes.gov.uk

The Department for Education and Skills isthe main government organisation concernedwith education and training. It aims to createopportunity, release potential and achieveexcellence for all: children, young people andadults.

Department for Trade and IndustryDTI Response Centre1 Victoria StreetLondon SW1H 0ET020 7215 5000www.dti.gov.uk

The DTI works to create the best environmentfor business success in the UK, helping peopleand companies become more productive bypromoting enterprise, innovation andcreativity and championing UK business athome and abroad.

Disability Rights Commission (DRC)DRC HelplineFREEPOST MID02164Stratford upon Avon CV37 9BR08457 622 633www.drc-gb.org

An independent body established in April2000 by Act of Parliament to stopdiscrimination and promote equality ofopportunity for disabled people.

Equal Opportunities CommissionArndale HouseArndale CentreManchester M4 3EQ08456 015901www.eoc.org.uk

The Equal Opportunities Commission is theleading agency working to eliminate sexdiscrimination. It is an independent, non-departmental public body funded primarily bythe Government.

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40 ©SureStart 2005

National Children’s Bureau8 Wakley StreetLondon EC1V 7QE020 7843 6000www.ncb.org.uk

NCB promotes the well-being of all childrenand young people and undertakes research,evaluation and development projects toinfluence policy and develop best practice.

National Day Nurseries AssociationOak HouseWoodvale RoadBrighouseWest Yorkshire HD6 4AB01484 723322/0870 774 4244www.ndna.org.uk

The national membership association of daynurseries in the UK, dedicated to theprovision, support and promotion of high-quality care and education for the benefit ofchildren, families and communities.

National Society for the Prevention ofCruelty to Children (NSPCC)National CentreWeston House42 Curtain RoadLondon EC2A 3NH020 7825 25000808 800500 (helpline)www.nspcc.org.uk

The NSPCC (National Society for thePrevention of Cruelty to Children) is a charityspecialising in child protection and theprevention of cruelty to children, directlyinvolved in protecting children andcampaigning on their behalf since 1884.

NHS Direct0845 4647www.nhsdirect.nhs.uk

NHS Direct operates a 24-hour advice andhealth information service which you cancontact by phone or internet.

Inland Revenuewww.inlandrevenue.gov.ukInland Revenue publication IR115 – Childcareprovided by EmployersInland Revenue publication IR56 – Employedor Self-Employed?Tax credits helpline: 0845 300 3900

The Inland Revenue is the main governmentorganisation responsible for taxation. It aimsto ensure that everyone understands andreceives what they are entitled to andunderstands and pays what they owe.

National Association of Citizens AdviceBureauxMyddelton House 115–123 Pentonville Road London N1 9LZ0207 833 2181www.citizensadvice.org.uk

The Citizens Advice service helps peopleresolve their legal, money and otherproblems by providing free information andadvice from over 3200 locations, and byinfluencing policymakers.

National Association of Toy and LeisureLibraries68 Church WayLondon NW1 1LT020 7255 4600www.natll.org.uk

The National Association of Toy and LeisureLibraries (NATLL) is the national body for toyand leisure libraries in the UK. It has used thecampaign title Play Matters since 1983.

National Childbirth TrustAlexandra HouseOldham TerraceLondon W3 6NH0870 444 8707 (helpline)www.nctpregnancyandbabycare.com

The Trust aims to help all parents enjoy theexperience of pregnancy, birth and earlyparenthood through a range of antenatalclasses, helplines and social and educationalevents.

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41©SureStart 2005

Ofsted (Office for Standards in Education)Alexandra House33 KingswayLondon WC2B 6SE020 7421 6800www.ofsted.gov.ukEarly Years Department0845 601 4771

Ofsted is a non-ministerial governmentdepartment established under the Education(Schools) Act 1992 to take responsibility forthe inspection of all schools in England,whether state or independent, and also theinspection of local education authorities,teacher training institutions, youth work andchildcare providers including registeredchildminders and nurseries.

Pre-School Learning Alliance69 Kings Cross RoadLondon WC1X 9LL020 7833 0991www.pre-school.org.uk

The Pre-School Learning Alliance is aneducational charity which represents andsupports 15,000 community pre-schools inEngland.

Professional Association of Nursery Nurses(PANN)2 St James’ CourtFriar GateDerby DE1 1BT01332 372337www.pat.org.uk

Professional Association of Nursery Nurses(PANN) is affiliated to the ProfessionalAssociation of Teachers, an independent tradeunion and professional association forteachers and nannies.

Royal Society for the Prevention ofAccidents (RoSPA)Edgbaston Park353 Bristol RoadEdgbastonBirmingham B5 7ST0121 248 2000www.rospa.org.uk

RoSPA is actively involved in the promotion ofsafety in all areas of life – at work, in thehome, and on the roads, in schools, at leisureand on (or near) water.

St John Ambulance Association27 St John’s LaneLondon EC1M 4BU020 7324 4000www.sja.org.uk

St John Ambulance provides first-aid trainingand services, and operates care services andambulance fleets in the UK.

Working Familieswww.workingfamilies.co.uk

Working Families helps children, workingparents and carers and their employers find abetter balance between responsibilities athome and work.

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Dear Parent/GuardianWhile caring for your child(ren) I may sometimes wish to take photographs or video footage toshare with you, use in promotional materials, accompany coursework, or keep for my own records.I would like your permission to do this.

I am/we are the parent(s)/legal guardian(s) of the child(ren) named above and I/we givepermission for my/our child(ren) to be photographed and/or filmed by the nanny named below,for the following reasons (please tick all that apply):

■■ the nanny’s own album/records■■ the family’s album/records■■ NCMA publications, such as Who Minds?■■ other publications

■■ other

■■ other

I/we understand that there will be no payment for my/our child(ren)'s participation.

Name(s) of child(ren) (BLOCK CAPITALS)

Parent(s)/guardian(s)’ names (BLOCK CAPITALS)

Signature(s) of parent(s)/guardian(s)

Nanny’s name (BLOCK CAPITALS)

Address (BLOCK CAPITALS)

Telephone (including area code)

Photo and video permission form

■■ the nanny’s coursework ■■ the nanny’s website ■■ NCMA website■■ other organisations’ websites

43©SureStart 2005

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Parental permission form

Sun-protection cream applicationI/we agree for sun-protection cream to be applied to the above-named child(ren) by the above-named nanny.

Parent/guardian’s name (BLOCK CAPITALS)

Signed Date


Signed Date

Water-based activitiesI/we agree for the above-named child(ren) to go swimming and take part in other water-basedactivities with the above-named nanny.


Signed Date


Signed Date

BathingI/we agree for the above-named child(ren) to be bathed by the above-named nanny.


Signed Date


Signed Date

Routine outings with the nannyI/we agree for the above-named child(ren) to go on routine outings with the above-named nanny.


Signed Date


Signed Date

Transporting in a vehicleI/we agree for the above-named child(ren) to be transported in a private vehicle with the above-namednanny.


Signed Date


Signed Date

ObservationsI/we understand that ongoing observations may be undertaken on the above-named child(ren), to followand assess their development, in order to support thenanny in working towards professional qualifications.These may be in the form of written statements,photographs, videos or tape recordings.


Signed Date


Signed Date

Nanny’s name (BLOCK CAPITALS)

Name(s) of child(ren) (BLOCK CAPITALS)

46 ©SureStart 2005

Disability Rights Commission 12

Early Years and Childcare Unit 37Education and Skills, Department for (DfES)

9, 37emergencies 10, 25employer’s responsibilities

accommodation 14annual leave 12, 26contract of employment 26disability 12employment rights 11, 18expenses 14, 18, 26foreign nationals 15hours of work 11house rules 24–25, 26insurance 13, 18, 25maternity entitlements 12National Insurance 14, 18notice period 13, 26out-of-hours care 13, 26P45 12P60 12payroll companies 12, 14, 26payslip 14, 18pensions 12, 26professional development 25record-keeping 14redundancy 13sick leave 12, 26tax 14termination of employment 13unfair dismissal 13wages 11, 14work conditions 11

employer’s liability insurance 13, 18, 25employer-supported childcare 9, 10, 31–32, 37employment rights 11, 18employment tribunal 13European Economic Area 15expenses 14, 18, 26

first-aid training 6, 10fixed-term contract 13

accidents 13, 24accommodation 14, 26approved childcarers 5, 7, 8, 10, 37

babysitting 13, 26behaviour management 24, 25

child abuse 24, 33Childcare Approval Scheme

5, 6, 7, 9–10, 19, 31childcare

approved 5, 7, 8, 10, 37childminders 6, 7, 8, 11, 37courses 18employer-supported 9, 10, 31–32, 37home-based 5, 6, 7nannies 6, 7, 17–22, 24, 26, 31–32nurseries 7out-of-hours 13out-of-school 7over-7s 7, 8, 37qualifications 10registered 5, 7, 8vouchers 9, 10, 31–32, 37

childmindersadvantages of 6, 7Criminal Records Bureau 6, 7first-aid certificate 6, 7health checks 6, 7home childcarers 5, 6, 7national standards 6Ofsted 6over-7s 7, 8, 37public liability insurance 6registered 6, 37self-employed 11training 6, 7

Children Act 1989 6, 37complaints 32–33confidentiality 24–25, 26contract of employment 25, 26Criminal Records Bureau 6, 10, 37

damage to property 13Disability Discrimination Act 1995 12

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47©SureStart 2005

gross misconduct 13, 26

health checks 6Health, Department of 37home childcarers 5, 6, 7home contents insurance 13house rules 24–25, 26

injury 13Inland Revenue 11, 14, 32, 33insurance

employer’s liability 13, 18, 25home contents 13motor 13public liability 6, 13, 19, 25

interviews 14, 18–19, 20–22

job description 17, 25

legal action 32

maternity entitlements 12medical checks 18, 19, 25medication 24, 26motor insurance 13

nanniesaccommodation 14, 26advantages of 6, 7annual leave 12, 26babysitting 13, 26benefits-in-kind 14, 26Childcare Approval Scheme 6complaints about 33–34Disability Discrimination Act 1995 12expenses 14, 18, 26fixed-term contract 13foreign nationals 15gross misconduct 13, 26house rules 24–25, 26insurance 13interviews 14, 18–19, 20–22keeping records 14live-in 13, 14, 24, 26live-out 14

maternity entitlements 12medical checks 18, 19National Insurance 14, 18notice period 13, 26Ofsted 6out-of-hours care 13, 26pensions 12professional development 25redundancy 13references 18, 19review meeting 23selecting 17–22settling in 23sick leave 12, 26tax 14, 18termination of employment 13trial period 18unfair dismissal 13verbal warnings 13wages 11, 14work permits 15written warnings 13

nanny agencies 18, 35Nannytax 14National Childminding Association (NCMA) 36National Insurance 11, 12, 14, 18, 31Nestor Primecare Services Ltd 9, 15, 37notice period 13, 26nurseries 7

Office for Standards in Education (Ofsted)6, 7, 37

out-of-hours care 13, 26out-of-school clubs 7over-7s childminders 7, 8, 37

payroll companies 12, 14, 26pensions 12, 26professional development 25Protection of Children Act (POCA) 1999 10public liability insurance 6, 13, 19, 25

qualifications 10, 17, 35-36

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record-keeping 14redundancy 13references 18, 19registered childcare 7, 8registered childminder 6, 37risk assessment 27–30

safety in the home 27–30sick leave 12, 26Statutory Sick Pay 12SureStart Unit 9, 37

taxchildcare vouchers 31credits 9, 10deductions 11, 14, 18Inland Revenue 11, 14, 32, 33National Insurance contributions

11, 12, 14, 18P45 12P60 12payroll companies 12, 14

termination of employment 13theft 13training 6, 7, 35–36trial period 18, 26

unfair dismissal 13

verbal warnings 13vouchers – childcare 9, 31–32, 37

wages 11, 14Work and Pensions, Department of 37work permits 15Working Tax Credit 10, 31–32workplace inspection 7written permission 25, 26, 42, 43written warnings 13

10In

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employing a home childcarer

Documents

approved nanny checklistare

approved childcarermeans

professional nanny

cost of approved childcarewhen

childcare approval scheme

childcare vouchers

childcare elementof

right person