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Nanny Employer's Responsibilities

Your responsibilities as a Nanny Employer

In the UK, nanny employers have specific tax and legal responsibilities when hiring a nanny. Here's a comprehensive list:

Employment Contract for your French-speaking nanny

Provide a Clear Employment Contract:

  • Draft and provide a comprehensive employment contract outlining terms and conditions of employment. Include details such as working hours, duties, salary, benefits, and termination clauses.


Compliance with Employment Laws:

Registration and Documentation:

Register as an Employer:

  • Register as an employer with HM Revenue and Customs (HMRC). You have four weeks to register as an employer after you've hired your nanny.

Keep Accurate Records:

  • Maintain accurate records of employment, including payroll records, time-sheets, and any other relevant documentation required by local authorities.

Provide Payslips:

  • Provide regular payslips detailing the nanny's gross and net pay, as well as any deductions. This is a legal requirement in many jurisdictions. In the UK, we recommend the nanny payroll companies and

Tax and Social Security Contributions:

PAYE (Pay As You Earn):

  • Nanny employers are required to register for PAYE (Paye As You Earn) and deduct income tax and National Insurance contributions from their nanny's salary.

National Insurance Contributions (NICs):

  • Both the employer and the nanny may need to make National Insurance contributions. The employer is responsible for deducting the employee's NICs and paying employer's NICs.

Workplace Pension Scheme:

Enrol in a Workplace Pension Scheme (where applicable):

  • Inform the nanny about their pension rights and options, and provide any necessary documentation related to pension contributions.

Pension Auto-Enrolment:

  • If the nanny meets certain criteria, the employer may need to enrol them in a workplace pension scheme and make contributions.

​The National Employment Savings Trust (NEST) is one of the pension schemes that employers can use for auto-enrolment. NEST is a government-backed pension scheme that offers a simple and low-cost solution for both employers and employees.


Employer's Liability Insurance:

  • Have employer's liability insurance to cover potential workplace injuries or accidents. Check if this is covered in your existing insurance policies.

Car Insurance (if applicable):

  • If the nanny uses a car for work-related duties, ensure that the vehicle is appropriately insured for both personal and work-related activities.

Working Conditions and Benefits:

Provide a Safe Working Environment:

  • Ensure that the working environment is safe and complies with health and safety regulations.


Statutory Leave Entitlements:

  • Provide information about statutory leave entitlements, including paid vacation, public holidays, and sick leave.


Additional Benefits:

  • Consider providing additional benefits such as health insurance, dental insurance, or other perks, as agreed upon in the employment contract.

Communication and Professionalism:

Open Communication:

  • Maintain open and clear communication with the nanny. Discuss expectations, concerns, and any changes to the employment arrangement.

Professional Development:

  • Support the nanny's professional development through training opportunities or courses related to childcare, if applicable.


Termination Procedures:

  • Clearly outline termination procedures in the employment contract. Follow legal requirements for termination notice and severance pay.

Severance Pay : 

  • In England, severance pay is determined by age and length of service: half a week's pay for each year before the age of 22, one week's pay between 22 and 41, and one and a half week's pay after 41.

  • In France, severance pay is calculated based on length of service and gross monthly salary. It is typically equal to 1/4 of a month's salary per year of service for the first 10 years, then 1/3 per year thereafter.

  • In the United States, there is generally no legal requirement for employers, including those who employ nannies, to provide severance pay. 

Provide References:

  • If terminating employment, provide a reference for the nanny to assist in finding new employment.

Legal Compliance:

Stay Informed:

  • Stay informed about changes in employment laws and regulations. Regularly update employment contracts and policies to ensure compliance.

Legal Consultation:

  • Seek legal advice when necessary to ensure ongoing compliance with employment laws and regulations.

By adhering to these employer obligations, you can create a positive and legally compliant working relationship with your nanny. Always seek professional advice to address specific legal requirements in your jurisdiction.

Check our dedicated French Nanny Hire Toolkit for more resources on hiring a nanny. 

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