Our Guide to Childcare Options aims to provide easy-to-understand insights into the choices available to people who return to work after maternity leave – including employing a nanny.
To answer many of the common questions people have about auto-enrolment and workplace pensions, we have put together a handy list of FAQs.
Were you aware that if your nanny is found to be illegally employed, you may be liable to civil penalties and an eye-watering fine of £20,000? And if you knowingly employ illegal workers, there can be prison sentences of up to 2 years as well as unlimited fines.
All workers now have a statutory right to at least 5.6 weeks paid annual leave (ie 28 days paid holiday if your employee work five or more days a week) and this needs to be pro rata for those working part-time.
On 6 April 2009, the statutory dismissal and disciplinary procedures were repealed and therefore an employer is not required to follow them for 'trigger events' occurring on or after that date. However, an employer is still required to follow a fair and reasonable procedure as set out in the revised ACAS Code of Practice on disciplinary and grievance procedures.
On 1 October 2015, the national minimum wage increased to £6.70 per hour for employees aged 21 and over; to £5.30 for employees aged 18-20; and to £3.87 for workers aged 16-17. In addition there is a new apprentice rate, a new 'living wage' from April 2016 and stiff new penalties for those in breach of the regulations.
As an employer, you are normally obliged to pay Statutory Sick Pay (SSP) to a nanny who is sick for 4 or more calendar days in a row, regardless of the length of time that nanny has worked for that employer. No payment of salary or SSP is due for the first 3 days unless it is a term of the contract of employment.
Maternity rights and Statutory Maternity Pay (SMP) for nannies are two tax and payroll topics that our clients frequently ask us about. This article aims to provide employers of nannies and other domestic staff with key details regarding the main issues.
There are various tax breaks available to assist with 'approved' childcare, including nannies. These include Child Tax Credit (CTC) and Childcare Vouchers. To be 'approved', nannies must join the Ofsted Childcare Register as a Home Childcarer.
Nanny shares have enough sensitivities without getting entangled in tax issues. The tax issues when there is one employer are difficult enough, but here's what happens when there are two or more...