Model Contract

Upon placement your Little Ones consultant is able to provide, if you wish, a more detailed contract, tailored to your families specific requirements.

The following is a sample contract only. The Employer and Nanny should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones the nanny specialists Ltd. Little Ones the nanny specialists Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Both the Nanny and the Employer should keep a signed copy of the final contract. The following additional clauses could be considered for the contract:

Any babysitting arrangements or weekend work
House rules, ie no smoking, use of telephone, friends visiting
Dress code if applicable
Family holiday arrangements, is the Nanny required to join the family
Petrol money allowance if Nanny uses her own car

Download MS Word version

MODEL CONTRACT OF EMPLOYMENT FOR NANNIES TO BE USED BY THE EMPLOYING FAMILIES

Dated:

BETWEEN
(1) ("the Employer")
(2) ("the Nanny")

Our agreement with you:

It is agreed that the Employer will employ the Nanny on the following terms and conditions:

A. Terms of Employment

A.1 The Nanny is employed to work at the Employer's home at or such other agreed place(s) as the Employer and the Nanny have agreed at the time of interview. The employment will commence on (date) and will not coincide with any previous employment.

A.2 The details of Nanny's duties are: (be specific, ie taking your child to swimming lessons or speaking French with your child)

A.3 The Nanny's working days will normally be: _________________ between the hours of ________________ and ________________. But should the Employer require additional hours of work, the Nanny may work at the rate of £** an hour, agreed by the Employer and Nanny.

A.4 Unless prevented by illness or injury the Nanny

(a) shall devote the whole of her time, attention and ability, both during normal working hours and during such other reasonable additional hours as may be agreed between the Employer and Nanny, for the performance of her duties for the employer, and
(b) follow all lawful instructions of the Employer,
(c) not perform any paid or unpaid work for any third party without the prior written consent of the Employer.

B. Salary and compensation

B.1 The Nanny's gross salary will be £ per (hour/week/month). At the complete discretion of the Employer the Nanny's salary shall be reviewed (once/twice) a year on (date). The Nanny's salary shall be payable on the last working day of each (week/month). The Employer is responsible for all applicable taxes relating to the Nanny's net salary as required by law, including income tax and National Insurance.

B.2 The Nanny shall receive the following benefits:

(a) Accommodation: The Employer will provide accommodation of the nature (if applicable)
(b) The Employer will provide the following meals:
(c) Use of car: The Employer (does/does not) provide the use of a car
(d) Pension: The Employer (does/does not) provide pension contributions
(e) Private Health Scheme: The Employer (does/does not) provide private health insurance.

C. Holidays

C.1 During each holiday year the Nanny's holiday entitlement is (number) weeks/days.

C.2 The Nanny will not be allowed to carry holiday forward from one year to the next or receive payment in lieu of any untaken holiday entitlement. The Nanny will ensure that she takes her holiday entitlement within the holiday year.

C.3 The Nanny will give the Employer at least (number) weeks notice for holiday leave. If the holiday period requested is inconvenient for the Employer, the Employer will agree an alternative period, which is convenient to both the Nanny and Employer.

C.4 The Nanny may be required to take any unused holiday during such a time where the Nanny is working out any notice following either party giving notice to terminate this contract.

C.5 On the termination of her employment, the Nanny will be paid any holiday entitlement accrued but not taken. If the Nanny has taken more days' holiday than her accrued entitlement, the Employer will make the appropriate deduction from the Nanny's final salary payment.

D. Sickness &Sick Pay

D.1 The Nanny will notify the Employer on the first day of absence if the Nanny is unable to attend work due to sickness or injury.

D.2 The Nanny shall be entitled to receive (you should decided what sick pay you are willing to provide your Nanny.)

E. Confidentiality

E.1 The Nanny will not either during her employment with the Employer or at any time thereafter (unless required by law) without the written approval of the Employer disclose any information which is clearly confidential to the Employer due to its character or the circumstances or manner of its disclosure.

F. Termination

F.1 If either party wishes to terminate this contract, the notice to be given in writing will be as follows:

(a) Not less than three week's notice.
(b) During the first four week's of the commencement of employment, not less than one week's notice.

F.2 The Nanny's employment under this contract may be terminated by the Employer at any time immediately and without any notice or payment if the Nanny:

(a) is guilty of gross misconduct or serious and persistent breaches of the terms of this contract, or
(b) is convicted of any criminal offence involving dishonesty, violence, causing death or personal injury, or damaging property.

F.3 Misconduct which may be deemed gross misconduct includes but is not limited to theft, drunkenness, illegal drug taking, child abuse and violent or threatening behaviour (verbal or physical).

G. Disciplinary Procedure

G.1 Reasons which might result in the need for measures under the Disciplinary Procedure include the following:

(a) The Nanny being a disruptive influence in the household
(b) The Nanny unsatisfactorily completing the duties outlined in this contract
(c) The Nanny engaging in conduct either inside or outside normal working hours harmful to the interests or reputation of the Employer or the Employers children.
(e) The Nanny being unreliable or exhibiting persistent lateness
(f) The Nanny looses their driving licence
(g) The Nanny breaches confidentiality

G.2 In the event of the Employer needing to take disciplinary action the procedure will, aside from cases involving gross misconduct, be:

First - Verbal Warning
Second - Written Warning
Third - Dismissal

H. Grievance Procedure

If the Nanny has any reasonable grievance relating to her employment the matter should be raised with the Employer either in person or in writing. The Employer and the Nanny agree to take all such reasonable steps as are necessary to resolve such grievances.

I. General

I.1 This contract shall be construed in accordance with and governed by the laws of England and Wales/Scotland/Northern Ireland and the parties submit to the exclusive jurisdiction of the Courts of England and Wales/Scotland/Northern Ireland.

Signed by the Nanny

Signed by the Employer