Drawing up a contract at the beginning of a relationship with your nanny or childcarer can save lots of problems later on. It is important to spend time thinking about what you expect from your childcare so that you can set it all out in black and white thus avoiding any confusion. It is much easier to sort this out at the start with a written agreement and contract than to try and add duties and house rules later on when they might be resented.
There follows a blank template for a childcarer contract for you to copy and amend with your own information.
Contract between ___________________ (parents) and _______________ (nanny/childcarer)
Date of Issue: ______________________________
Name(s) of employer(s): ________________________ ________________________
Number of children: _____
Names of children: _________________
Name of childcarer employee: _____________________________________
National Insurance Number: ______________________________
Date of commencement of employment:________________________________
Previous service (if any) counting towards continuous employment: ___________________________________
Place of work: _____________________________________ or other such place(s) as the employer may reasonably require/frequent from time to time.
The employee will carry out the duties set out in the attached list.
The employee's work hours are between ____a.m./p.m. from ____________ (list days).
The babysitting requirements are ____________________ (inclusive/exclusive of salary).
These hours of work can only be changed by mutual agreement .The employer will pay £____/hour for any extra hours worked.
The employee will be allowed_________free days and _____ free weekends per month. These hours of work can only be changed by mutual consent. The employee will be free on all Bank Holidays and other public holidays, or will receive a day off in lieu, by agreement.
In addition the employee will be allowed ____ days paid holiday. In the first or final year of service, the employee will be entitled to holidays on a pro rata basis. Paid compensation is not normally given for holidays not actually taken. Holidays may only be carried into the next year with the express permission of the employer.
The employee will give the employer ____ weeks notice of any upcoming holidays. The duration of the holiday is to be mutually agreed.
The employer will pay an SSP scheme in accordance with legislation. Any additional sick pay will be at the employer's discretion.
The employee will give the employer _____ days notice for personal days taken, and will call by __ a.m. the first day of illness.
It is a condition of employment now, during and after the termination of the employee's contract that the employee shall not use, publish or otherwise disclose to any person any confidential information relating to our affairs, finances or businesses of the employers, their families or their households. The employee will not communicate with the Press, broadcasting or other media regarding the employer, employer's families or households, except with their express prior consent.
Notice of Termination
Should the employer terminate the agreement, the employer agrees to
pay all wages up to and including the employee's last day of work.
We shall be entitled to pay a basic salary in lieu of notice whether notice is given by you or by us.
On termination of employment for whatever reason, the employee will immediately return all keys, documents or other property belonging to the employer, the children or the household which are in the employee's possession or under their control.
Reasons which might give rise to the need for disciplinary measures include the following:
In the event of the need to take disciplinary action, the procedure will be: Firstly-oral warning; secondly-written warning; thirdly-dismissal.
Reasons which might give rise to summary dismissal include the following:
Changes and Amendments
In the event of the birth of another child----(need to specify how/if contract would continue/alter).
This contract can be changed or amended if both parties agree.
Progress Reviews and Procedures
The employer/employee agree to review progress every _____months.
If employee/employer has a grievance, the procedure should be ______________(action to be taken.)
If a medical emergency arises, the nanny should (list appropriate measures here). (Enclose a letter authorising your nanny to take your child to the doctor or emergency room and seek medical care).
The nanny must contact the parents immediately.
Mother's phone number: ____________________
Father's phone number: ____________________
The Employee _____________________ Date _______________________
The Employer (s)_________________________ Date _______________________
Please note that whilst every effort is made to ensure the accuracy of the information given, the purpose of this site is to offer an outline of the law as it applies in the most common cases only. It should not be relied on as a complete statement of the law and anyone considering taking action should consult a suitably qualified lawyer or employment law expert.