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in association with NEST
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Holiday Entitlements

Current statutory minimum holiday entitlements implemented on 1st April 2009 are 28 working days for a five day week or pro–rata for less days worked in the week. The 28 working days includes the option for nannies to nominate 8 bank holidays in the 28 working days paid holiday including a pro rata basis.

This bank holiday rule was introduced as the UK is a multi cultural society and when a nanny works for an employer where the two celebrate different cultural holidays the nanny is protected from working if they so choose on their bank holidays by the statutory minimum entitlement pertaining to paid holiday being taken on bank holidays. For example a nanny may nominate to take Christmas day & Boxing day and the New year’s day as paid bank holidays even though the employer may not necessarily celebrate these holidays.

It does not mean that if a nanny works only Tuesday, Wednesday & Thursday that they cannot nominate bank holidays as bank holidays are not restricted to Mondays & Fridays as many cultural holidays fall on different days of the year although they are normally on the same date each year.

Nannywage Ltd ensure you are HMRC compliant by entering the correct pro-rata statutory minimum holiday entitlement in the employment contracts to all subscribers to our service.

Days of the week workedWork DaysBank holidaysTotal holiday entitlement pro rata for the year
1 4 1.6 5.6
2 8 3.2 11.2
3 12 4.8 16.8
4 16 6.4 22.4
5 20 8.0 28.0

Statutory Sickness Payment

Where a HMRC small employer PAYE scheme is being operated Statutory Sickness Payment is received by the nanny on the 4th consecutive working day of sick leave from the government.

During the first three days of sick leave the employer decides if they wish to pay the nanny her salary for none, one, two or three days prior to SSP starting.

Likewise once SSP starts the employer decides if they wish to “top up” the salary of the nanny to any level they wish over and above the current SSP rate.

Normally the employer and nanny also agree in the employment contract a total amount of sick days per year that the employer will pay the sick nanny her salary prior to SSP starting on the 4th consecutive working day and a generous average is 6 days in total during one year of employment.

The employer is under no obligation to make salary payments or salary "top ups" during sick leave and may opt to include in the employment contract that. "The employer will not pay the nanny from the first day of sickness and the nanny will receive SSP only".

Nannywage Ltd handle all of this on your behalf. All you need to do as a subscriber to our service is complete a SSP form on the FIRST day of sickness. We then calculate SSP on your behalf and include SSP payments in the revised wageslip. You then pay the net as shown on the wageslip in the normal way.

Click here to complete the SSP form.

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