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Nannywage Ltd Automatic Enrolment Pensions
in association with NEST

Contract of Employment Questionnaire

Please complete the following questions, for a written contract of employment to your particular requirements and return to us with your subscription and / or payroll form. Although by law the employer must provide the nanny with a contract of employment within two months of the start of employment. Nannywage Ltd send Contracts of Employment with the first wageslip of the nanny employment.

3. Probationary period (Normally 6 weeks)

(see statement section)

5. Standard Duties - Statement is entered here, please refer to Statement information at the bottom of this page.

6. Job description - To include any of the following conditions in the contract please tick the box

Please Note.
Nannywage Ltd offer contracts of employment for £20 (inc VAT) as part of our payroll service. Ensure that the terms & conditions you enter are the exact terms & conditions you require in the contract. Future changes during the year are made at the discretion of Nannywage Ltd by addendum.

General Conditions

A) Allow employee one or more visitors to the job location, subject to prior consent.

B) Include in job description, No alcohol to be consumed during working hours.

C) Is there an employer pension scheme with this employment?

7. Telephone / Computer / Domestic appliances.

Will you allow reasonable use of these facilities

8. Smoking - Will you be operating a no smoking policy

9. Job Location - As per the employer address

10. Accommodation

Is accommodation provided with this employment.

If YES please give details
(For example, within the family home or at a separate property that you will provide.)

Family Home

Separate Property

Please Note: If accommodation is provided as a condition of employment, and at a future date your employee is unable to fulfil their duties due to pregnancy and receives SMP, they are entitled to maternity leave with full employment benefits, such as company car, pensions etc. This could, we understand, also include accommodation leaving you in the position of having an employee on long term employment absence and still living at your property.
It is the opinion of Nannywage Ltd that, although only a possibility, this is a situation that could occur. Please consider carefully before including accommodation in employment.

If you intend to have live in employees at your main residence or provide accommodation by renting on behalf of the employee or they are to live in a separate property that you own, please check with your insurance company that you have the correct employee/property/employer cover.

11. Working overseas
Will your employee be required to work abroad

12. Meals
These are at your discretion. Normally, the employee is provided with meals during working hours.

13. Review
The employer and employee will review the position after 1 month to ascertain that both parties are satisfied with the duties and terms of employment

14. Salary

Your rate of pay is in pounds:


Please ensure that if also completing a payroll form the payment format that you have agreed with your employee of Gross or Net matches on both forms

If the Salary you are entering is different from current instructions please complete a salary change form at

Please ensure that if also completing a payroll form the payment frequency that you have agreed with your employee of Monthly or weekly matches on both forms

Please ensure salary details are the same as you entered on the Payroll form.

15. Hours of work

It is essential that you the employer state a complete working week schedule of start and finish times for your employee.

Is Employee:


Required to work nights

Required to work weekends

Please give us details only for the Days to be Worked.
Total Number of Hours, Time of Start and Finish

16. Holidays

Will you offer your employee the statutory entitlement of 28 working days paid holiday pro rata per year?

The statutory entitlement includes 8 bank holidays in England & Wales 9 in Scotland and 10 in Northern Ireland Pro rata

Will the holiday entitlement year begin with the first day of the employment start?

Will you allow unused holiday entitlement to be carried forward to the next year?
If YES, Do you want the usual restriction of 1 week maximum?

General Holiday conditions.
Will be included unless you tick the appropriate sentence below to be deleted from conditions.

17. Sickness
(Standard statement entered here see below)

Will you offer the normal self-certification of 7 days

Please select the letter of which sick pay option you wish to include

A. You will pay the agreed salary per day for the first three days of sickness


Employers could recover SSP paid where the total exceeded 13% of Class 1 National Insurance Contributions, known as the Percentage Threshold Scheme (PTS). From 6 April 2014 PTS has been abolished, this means SSP paid by the employer to the employee, which is a statutory requirement will be an unrecoverable cost for all employers. As the employer you may wish to take this into account when awarding paid salary days for the first three days when an employee is sick and the total to be paid per year.

18. Confidentiality
(Standard statement entered here see below)

19. Termination.
Standard statement (see below) covering notice and time totals

First 6 weeks employment - 1 week notice

After 6 weeks employment - 4 week notice

20. As a subscriber to our contract service you have two options:


Probationary Period. The first X weeks of your employment will be a probationary period during which time your performance and conduct will be monitored and appraised. At the end of that period, your employment will be reviewed and may be terminated if you are found for any reason whatsoever, to be incapable of carrying out or otherwise unsuitable, for your job.

Duties / Job description. Within your general duties and the requirements of this contract the detailed conduct of each day will be a matter for your professional judgement. You will be expected to take into account any preferences and advice concerning the care of your charge.

Sickness. If you cannot work because of illness, you must inform your employer as early as possible on the first day and each subsequent day when you are unable to work. Self-certification is allowed for X days after which a doctor’s certificate must be provided. You may be paid (Option 1or2,) Thereafter, you may be entitled to statutory sick pay in accordance with statutory provisions.

Confidentiality. The terms of this contract are confidential and the employee agrees not to disclose to any third party any information whatsoever arising from, or connected in any way to, the employment of the employer. Including information gleaned by the employee, regarding the employer and the employer’s family or business, during the course of employment.

Termination. This employment is not for a fixed term and there is no anticipated duration for your employment but it may be terminated by notice. In the first X weeks of employment X weeks notice is required on either side. After X weeks continuous service either the employer or the employee may terminate this contract by giving X weeks notice. If you leave without giving the proper notice or leave during your notice period, without the employer’s agreement, the employer shall be entitled as a result of your agreement to the terms of this contract to deduct a day’s pay for each day not worked during the notice period and any sum so dedicated will be in full and final settlement of any claim by the employer for breach of contract. This deduction may be made from any final payment of salary, which may be due to you. If an employee is to be disciplined or dismissed, the literature on the standard procedure implementation is available upon request.

Please note: The employment contract service is only available in association with Nannywage Ltd payroll service, accompanied by a completed payroll form and corresponding subscription at the advertised price. Once contracts have been sent to you, should the employee subsequently not start in your employment, when you find a new employee the new contract is part of the 12 month subscription and free of charge. However, if you decide not to use Nannywage Ltd payroll services for any reason and request a subscription refund. Double the employment contract advertised price will be deducted from any refund. Once you receive the contracts, if you change the wording or make your own amendments Nannywage Ltd have no liability or responsibility whatsoever for the contract content.

Please click on box next to I'm not a Robot. Complete picture task and click Verify. Once the box changes to a tick you can submit form safe in the knowledge that your details are secure: