How A Part-Time Nanny Can Help You Work A Four-Day Week - Nannies on Board

There are many reasons that people could consider getting a part time nanny to look after their children while they pursue busy professional careers. This could offer more flexibility as they balance child-rearing duties with their work.

Under the current law, there is potentially a bit more flexibility than there used to be as staff have the right to request to work a four-day week, albeit that means adding extra hours on those days to make up for the free day. However, employers can currently refuse this.

That looks set to change as the new government has plans to make it mandatory for employers to offer more flexibility, including the four-day option. The only exception to this will be cases where it is “not reasonably feasible”.

A spokesperson for the Department of Business and Trade said many companies already offer good ways of maintaining work-life balance, but the government wants this to go further and will consult widely on its plans.

He said: “We are working in close partnership with business and civil society to find the balance between improving workers’ rights while supporting the brilliant businesses that pay people’s wages.”

Speaking to Sky News, employment lawyer Charlie Thompson said what exactly the new law will involve is “not quite clear”, but said it is currently “quite easy” for employers to refuse four-day working requests and new legislation might make this harder to do.

A benefit of four-day weeks is that parents could take different days off from each other, meaning they would only need a nanny on three days out of five.

The average working hours for full-time employees are slightly lower than in pre-pandemic days, currently amounting to 36.6 hours per week. Before 2020 it had usually been between 37 and 38 hours per week since the turn of the Millennium.

TERMS & CONDITIONS

Please read this document carefully as it sets out the Terms and Conditions between Nannies on bard (the Agency) and the employer (the Client/you) relating to the introduction of a Candidate (person) to the Client by Nannies on board which is a legally binding contract.

“Agency” means Nannies on board (is Carmen Castillo trading as Nannies on board at Greenwich, London SE78UG).

“Agency Fee” means the relevant fee payable to the Agency for the Services provided by Nannies on board.

“Cancellation Fee” means the fee payable by the Client to the Agency on cancellation of a Candidate further to the Candidate’s successful placement with the Client and within 14 working days of the Candidate’s start date.

“Agreement” means the contract between the Consultant and the Client for the provision of the Services incorporating these Terms and Conditions.

“Candidate” means any nanny, maternity nurse, mother’s help, housekeeper, or other childcare professional introduced to the Client by the consultant.

“Client” means any person or family, or third party appointed by such people to represent them, who engage the Agency either through written or verbal instruction and request that the Agency introduce the Client to a nanny, maternity nurse or mother‘s help, to provide childcare services; and “You” and “Your” shall be construed accordingly.

“Commencement Date” means the date on which the Candidate’s Engagement with the Client commences.

“Contract of Employment” means an employment agreement executed between the Client and the Applicant specifying the terms and conditions of employment under which the Applicant agrees to perform childcare and/or educational related duties for the Client in exchange of an agreed salary;

“Data Protection Legislation” means (i) the Data Protection Act 2018 or any successor legislation; and (ii) the General Data Protection Regulation ((E 2016/679), and (iii) any other directly applicable law or regulation that makes provision about the processing of personal data.

“Services” means the Introduction of a Candidate by the consultant to the Client in the accordance with these Terms and Conditions.

“Shared Personal Data” means any Personal Data provided by one Party to the other Party for the Agreed Purpose;

“Temporary Engagement” means an Engagement where the Candidate is employed directly by the Client for any period up to 13 consecutive weeks (full-time or part-time);

“Terms and Conditions” means the provisions of these terms and conditions as set out in this document for the supply of Services by the consultant to the Client and any subsequent terms and conditions agreed in writing by the consultancy.

“Registration fee” means the initial registration fee paid before paying the full Placement fee.

“The 2010 Regulations” means the Agency Workers Regulations 2010.

“The 2013 Regulations” means the Consumer Contracts (Information, Cancellation and Additional Charges).

1. Agreement

1.1 This agreement is between the Agency and the Client for the introduction of permanent or temporary staff. These Terms and Conditions shall be deemed to have been accepted once the Client has completed the Client registration form or the passing by the Client any information about a Candidate or the engagement of a Candidate.

1.2 The Agency acts as an Introduction Agency (as defined in section 13(2) of the employment agencies Act 1973) when introducing Candidates to the Client for direct engagement by the Client. Nannies on board agency is not an employer of childcarers but acts as a childcare placement Agent to its Clients.

1.3 These Terms & Conditions of Business shall be governed by the laws of England & Wales.

1.4 We may make changes to these Terms and Conditions without prior notification. The updated version of these Terms and Conditions will be indicated by an updated “Revised” date and the updated version will be effective as soon as it is made accessible to the client and the client is notified of the date that new Terms and Conditions shall apply. As the Client, you are responsible for reviewing these Terms and Conditions to stay informed of updates.

1.5 These terms contain the entire agreement between the parties and unless otherwise agreed in writing by the Agency, these terms take precedence and shall prevail over any other Terms of Business or conditions put forward by the Client.

2. OBLIGATIONS OF THE CLIENT

2.1 In order for the Agency to select suitable Candidates for interview, the Client is required to provide the Agency with the identity of the employer, an accurate detailed job specification and any other information that it is important for the placement of a candidate. This must include but is not limited to: hours on duty; days on duty; the ages of the children that the Candidate is to be appointed to care for; any special needs that these children may have; the location of where the Candidate shall work, start dates, proposed salary and any other information that may be important to the Agency that may influence the Agencies selection of Candidates deemed appropriate.

2.2 The Agency will refer to the Candidates expected weekly wages in GROSS terms but it will be the Clients responsibility to determine the final cost of employing any proposed candidate and to ensure that any payments which are required on behalf of the employee, to HMRC are paid accordingly.

2.3 All Candidates are to be employed by the Client directly in line with current employment legislation including but without limitation; paying the Candidate’s Tax and National Insurance contributions (unless the Candidate provides written evidence that they are self-employed); and that the Client is providing a suitable working environment which does not compromise the health and safety of the Candidate.

2.4 The Client shall notify (either verbally or written) the Agency immediately upon any offer of engagement to a Candidate that has been accepted. The Client must provide details of the commencement date, duration, or likely duration, duties, pay, hours and place of work, holidays and notice period. The Agency will assume that all details of the Engagement have been agreed between the Client and the Candidate unless the Client informs nannies on board in writing to the contrary prior to the commencement of the Engagement.

2.5 The Client shall be responsible for the final decision to select a candidate that they deem suitable for the position and obtaining satisfactory references; work permits, relevant medical history of Candidates, OFSTED qualifications, criminal record checks (DBS) copies of relevant qualification certificates including paediatric first aid certification, and any other registration or certification through any other professional body.

2.6 Clients requiring the Candidate to drive whilst performing their duties, must ensure that the Candidate holds a current full driver's license and cover related costs associated with any insurances. If the Candidate will be driving the Client’s car, the Client must ensure that the vehicle is roadworthy at all times.

2.7 Clients requiring the Candidate to travel outside of the U.K whilst performing their duties, must cover any related costs and ensure that the Candidate is properly insured (medically and otherwise.)

2.8 Clients are also encouraged to conduct second-round interviews with Candidates or Temporary Workers, following the Agency’s initial interview with a Candidate, as well as verifying information provided to the Agency provided by referees.

3. OBLIGATIONS OF THE AGENCY

3.1 The Agency shall only introduce Candidates to the Client that they have interviewed and trained. The interview of Candidates involves, but is not limited to, understanding Candidates previous employment experiences; their preferences and requirements from future employers and their suitability to work with their preferred age group. The Agency will have also obtained a minimum of two references from referees who confirm the Candidate’s suitability to work with children. Whilst every care is taken to pre-screen and select Candidates deemed suitable for the position of working with children, the screening and decision on the suitability of the Candidate is the sole responsibility of the Client.

3.2 The Agency encourages Candidates to ensure their DBS Certificate is renewed every 12 months or that the Candidate has subscribed to the DBS Update Service. If a Candidate who does not have an up-to-date DBS Certificate and/or are in the process of obtaining one, then the Agency will inform the Client. However, it is the Client's responsibility to ensure that DBS Checks are carried out on the Candidate and that the Candidate’s DBS Certificate is renewed and checked by the Client on a regular basis throughout the Candidate’s Engagement

3.3 After the offer of employment has been accepted and concluded the Agency will not be held responsible for any loss, damage, delay, unforeseen issues or for any other circumstances that may arise beyond its control. The Agency will not be responsible for any dispute, however so arising, nor will it be responsible for any non-compliance of the Client or Candidate.

3.4 Written consent from a Candidate or Temporary Worker is required in order for the Agency to be able to share sensitive personal data with third parties under the General Data Protection Regulations, which is why we are sometimes unable to share this data. The Agency cannot share personal data without such consent being granted.

3.5 The Agency can provide details for a Payroll company who can offer the Client and the Candidate a specimen Contract of Employment but makes no representations whatsoever in relation to that document and cannot provide any legal advice to either party as to its content or the terms of employment between the Client and the Candidate or in fact any terms and conditions therein.

4. FEES

4.1 The Client agrees to not directly or indirectly work around, avoid, circumvent or otherwise bypass the Agency with the intent or effect of depriving the Agency of the Agency Fees.

4.2 As soon as the Client enters into any Engagement in accordance with 4.4, the full amount of the Fee is payable to the Agency (whether demanded or not). This applies even if the Client has not notified the Agency of the Engagement. It is the Client’s full responsibility to inform the Agency with immediate effect once an offer of employment has been accepted by a Candidate.

4.3 Payment is due by the Client within 7 days of the date of any invoice. If the invoice has not been paid within 7 days of the date of the invoice then the replacement and refund provisions detailed at 5 – 5.11 will not apply.

4.4 In the event of late payment (outstanding more than 7 days after the invoice date) The Client shall pay interest on the amount outstanding at 10% of the invoice value.

4.5 Payment shall be made in by direct transfer to the Agency’s bank account.

4.6 Where the Candidate salary is not known or is not disclosed, the Agency may calculate the salary and the Fee will be based on the Agency estimate of the salary.

4.7 The Introduction Fee is payable if the Client engages the Candidate within a period of 12 months from the date of:

(a) Interview;
(b) The Client’s withdrawal of an offer of engagement; or
(c) The Candidate’s rejection of an offer of engagement (whichever is the later) and the Client undertakes to inform the Agency within 7 days and pay the relevant Agency Fee.

4.8 The Agency Fee charged relates to one Engagement only. If a Candidate’s agreed temporary Engagement is extended within 12 months of the initial introduction the Agency’s full fee will be payable.

4.9 The Agency charge's a minimum finder's fee of £650 per permanent position.

4.10 *All Temporary shifts between 0-12 weeks will be charged at £30 per shift or £150 per 5-day week as commission. The family will then be responsible to pay the agreed gross hourly wage to Candidate directly.

* All Temporary and Maternity placement fees are subject to a minimum fee of £400.

4.11 Agency charge the 10% of the gross annual salary for permanent positions. And 400€ for aupair placements i8n the rest of the European countries (overseas).

5. REFUNDS AND REPLACEMENTS

5.1 The agency must provide a new candidate free of charge within a 12-month period:

(a) only one replacement will be provided, once.
(b) the candidate must leave her position for major reasons (e.g. medical reasons, family reasons…).
(c) there is no get engagement with the family.

5.2 The Consultant cannot guarantee that the Candidate will complete his or her proposed length of Engagement./p>

5.3 The Fees are non-refundable.

5.4 The Client will no longer be eligible for a replacement after the first Candidate has been replaced.

6. CANCELLATION FEE

6.1 The Client may cancel this contract within 10 calendar days of entering into it. Accordingly, the Agency is under no obligation to start work until after the expiry of that 10-day period.

6.2 If, after an offer of Engagement has been made to the Candidate and accepted (either verbally or in writing) and the Client decides for any reason to withdraw from the agreement, the Client shall be liable as follows:

(a) If the start date is 14 days or less from date of cancellation the full fee is payable to the Agency plus one week salary to the Candidate
(b) If the start date is 15 days or more from date of cancellation 50% of the full fee is payable to the Agency.

7. LIABILITY

7.1 The Client acknowledges that these Terms and Conditions do not create the relationship of employer/employee between the Agency and the Client or the Agency and the Candidate.

7.2 In providing the Services, the Agency is committed to maintaining a high level of service and efficiency. However, the Service is dependent upon the accuracy of information provided by the Client which is beyond the control of the Agency. Therefore, any decision as to the suitability of a Candidate and the decision to Engage a Candidate is at the sole discretion of the Client. The Agency does not accept responsibility and cannot be held liable for any loss; expense, damage, delay, costs or compensation (whether direct, indirect or consequential.) No Liability shall be attached to the agency either in contract or in tort as a result of the act or omission of a Candidate however so arising even if such act or omission is fraudulent or negligent.

8. DATA PROCESSING, CONSENT AND CONFIDENTIALITY

8.1 By entering into this Agreement, the Client is providing explicit consent to the Agency to share their full name, telephone and/or mobile number, the home address, relevant details pertaining to their children and domestic arrangements to any prospective Candidates which the Client confirms to the Agency they wish to meet or interview. The Client also provides its explicit consent to emails being sent from the Agency to the Client’s email address.

8.2 All information provided by either party to the other, including but not limited to any Personal Data relating to the Candidate or the Client, will be treated as strictly confidential and subject to the Data Protection Act 2018. The information will be used fairly and lawfully and will not be disclosed by either party to any third parties, unless required by law or regulation, without prior written consent of the other or of the Candidate. The information will be provided for the sole purpose of assisting the Client to make a selection of suitable Candidate and the for the Candidate to acquire appropriate information about the placement and must not be used for any other purpose.

8.3 The Agency will always seek a Candidate’s consent to submit their personal details to the Client for the sole purpose of facilitating the obligations of each party under these Terms and Conditions of business. The consent will allow the Client to retain the personal data for the duration of the valid introduction period. At the end of that period, the Client must destroy the personal data or arrange for further consent to be obtained from the Candidate.

8.4 The Client shall notify the Agency within 72 hours if a Data Subject or Regulator raises any enquiry, concern or complaint about how the Client or the Agency has handled the Shared Personal Data. The Client shall provide full co-operation and assistance to the Agency in relation to any enquiry, concern or complaint raised.

Last Updated: 06/08/2024