Author: LSCS-moderator

Being a Nanny – the best job ever

Written on May 27, 2019. Posted in Blog.

Working as a nanny, though it may have started as a random job, may become something much more serious, fulfilling and fun than you initially expected.

Some people think, or even say, that ‘working at home’ is not really a job that can be turned into a career – is that true?

Is a nanny only a second-best substitute for parents when they are not around?

Or is there anything more to their role?

Listening to stories shared by a great deal of nannies who completed various courses at London School of Childcare Studies it turns out that working as a nanny gives as many opportunities to grow, develop and achieve your career goals as any other job that the market has to offer.

The key questions that you need to ask yourself are:

Do you like looking after children?
What is your favourite age group?
Are you a proactive individual keen on using your creativity on daily basis?
Are you comfortable about working in somebody else’s home every day?
Finally, are you confident and assertive when it comes to discussing challenging issues with children’s parents?

There are no easy answers to some of those questions.

In particular when dealing with difficult parents or difficult children. But it is before you accept a nanny job offer (usually during your trial period) when you need to observe and learn all about the ‘chemistry’ with the family to decide if it is the right match for you. As long as you have a true passion and love for children and you are convinced that the parents will support you when dealing with difficult situations (tantrums, fights, fussy eaters, discipline issues and many more), the nanny job will give you a sense of real self-fulfilment and sheer joy.

Why?

Because what you do is not about beating sales records, dealing with endlessly pilling-up paperwork in an office or hanging on the phone with not-too-happy customers.

Being a nanny is about sharing love with children when their parents are not at home, being a part of their world and teaching them about truly meaningful things, learning to appreciate their hugs, kisses and cuddles that make your days really special. And there are also career prospects for ambitious nannies who want to become qualified child carers in the private sector – they can or even should expect a pay rise when having gained sufficient experience and completed relevant qualifications. The nanny job allows you to combine two very important elements that everyone expects from their ideal job – emotional satisfaction AND fair financial reward. And that is what makes it the best job ever!

Difference Between Choking and Gagging

Written on April 26, 2019. Posted in Blog.

One huge concern for any parent or person who is charge of a child is choking. This is particularly true when it comes to eating and taking approaches such as Baby Led Weaning which encourages the use of larger pieces of food over purees.

There is a whole range of benefits to Baby Led Weaning. However, one major cause for concern is the safety of your child. So, how can you tell whether or not your child is choking? or if they are simply gagging on the food that they are trying to eat?

How to recognise choking

When your airway is blocked and you cannot breathe then this is known as choking. Not only can choking cause issues such as heart attacks or brain failure, it can also cause death too. The most common thing that children will choke on is food. However, they can also choke on toys and other items that they can fit into their mouth.

If a child is choking then they are likely to be completely silent. Their face may change colour and their eyes are likely to be wide and have the appearance of being scared. They may move their arms and legs around, but still remain silent throughout.

What do if your child is choking

If you think that your child is choking then they require immediate help. For those who are under the age of one you need to hold them face down with their head lower than their body. You need to give five firm whacks on the middle of their back with the heel of your hand. You then should turn them over and try this near the ribs. This should be repeated three times. It is also a good idea to ask someone else to call 999 whilst you are working on your child so that professional help can arrive.

You should never, ever place your fingers in the mouth of your child as this can push it down further and cause an even greater issue.

How to recognise gagging

It is easy to confuse gagging with choking, especially if you are a new parent. Gagging is totally normal and is a common occurrence when your child first starts to eat solid foods. Whilst it may sound like choking, the thing to remember about gagging is that it is actually designed to stop your child from choking.

Gagging is usually caused when your child has too much food in their mouth and if the food starts to go too far back before it is chewed, then it will activate their gag reflex, which will help them to remove it.

A way to tell the difference between gagging and choking is that your child is likely to be noisy when they are gagging on food, they will make plenty of noise and they are likely to look uncomfortable rather than scared.

If you child is gagging then you need to try to leave them to try and remove the food themselves. The last thing that you should do is try to remove the food as this could cause them to choke. Be there with them and encourage them to chew, they will get there in the end. Once the food is removed you can then comfort them (it isn’t always a pleasant experience for them) and offer them a small drink to help wash everything out.

It is important that you can tell the difference between choking and gagging, as well as keep informed with what you can do to help your child and make sure that they stay safe.

Written by Renata Papcunova, Director.

What is the role of a Non-Medical Maternity Nurse Practitioner

Written on January 7, 2019. Posted in Blog.

• Support and encouragement throughout stay
• Advice and help with maintaining a healthy diet
• Teach all the baby care basics; bathing, dressing, soothing etc.
• Planning a day within a framework of feeds to suit family’s needs
• Allow mum to get plenty of rest throughout the day
• Sleep in with the baby at night and settling after night feeds or giving a night bottle
• Keeping the baby’s layette and equipment in order, dealing with laundry and bottle preparation
• Help find out about local facilities and classes for mum and baby
• Help adjust to new lifestyle
• Offer advice on travel, play, clothes etc. for the first year

General Information

A Maternity Nurse Practitioner generally works on a 24 hours per day basis, for 5 or 6 days a week, sleeping when the baby sleeps, with an additional 4 hours off during the day to catch up with sleep or simply to have some personal time away. This is generally in the early morning hours, when the Maternity Nurse Practitioner would bring the baby to the parents for the first feed. Parents tend to book their Maternity Nurse Practitioner for a period of between 6 weeks and 3 months, doing this about 4 months prior to the due date.
Maternity Nurse Practitioners are self-employed and therefore responsible for their own taxes and national insurance contributions.
Many Maternity Nurse Practitioners find work through agencies, where the agency charges the parents an extra fee. Generally, finding work directly results in slightly higher pay. However, using an agency helps to ensure a regular flow of work without needing to spend time on advertising and promoting their services, in order to secure further positions.

Below are some guidelines for salaries you may expect to pay if you go through an agency.
• Single Baby: £180 – £220 gross per 24 hours
• Twin Babies: £220 – £300 gross per 24 hours
• Hourly Rate – Single Baby: £14.00 – £18.00 gross per hour
• Hourly Rate – Twins: £16.00 – £18.00 gross per hour
Experienced Maternity Nurse Practitioners quite often get work directly through recommendations, returning clients or from their own website/advertising, and their charges might be 20% to 40% higher than through an agency. However that might be due to their experience as well.

Confidentiality

1. Demonstrate trust and sensitivity to the needs and rights of children and their families.
2. Respect for the privacy of any information about a child and their family.
3. Parents need to feel confident you won’t divulge sensitive information. Any information you are privileged to hold will not become a source of gossip.
4. Ensure that any child or family’s personal information is restricted to those who have a need to know

Information you gather –

• Use initials
• Ensure information is stored and locked away
• Parents aware of the type of information you keep
• For photographs – seek written permission from parents before taking photos – clear details on when and where these may be used.
• The health and safety needs of the child override the need for confidentiality.
• You should initially speak to the parents and express these concerns and the reasons for this. The next step would be to inform the parents that you wish to pass these concerns to a Health Professional and you would like their permission.
• If the parents do not give their consent to pass on information – make them aware that any increased concern may be passed to appropriate professionals without permission.
(Safeguarding related)

This Course is available Online:

Buyer beware! Level 3 course does not always make you qualified

Written on December 21, 2018. Posted in Blog.

Recently there’s been increase of online and distance courses, giving students the impression that they hold a proper qualification and they will be able to work as qualified personnel in the nursery or school.

The name of the courses can be very misleading for example; Level 3 Early Years, Diploma, Level 3 in Early Years, Early Years Qualification and so on. Many training providers are not telling the students the fact that the qualification does not provide a licence to practice. However, there are some that do inform the students, while others say that the qualification will assist with future employment prospects. This can be very misleading to those potential students.

Moreover there are now a number of childcare courses available, under recognised Ofqual body such as the NCFE Cache Level 3 Award in Childcare and Education, The Nursery Nurse Diploma and Child Care Level 3 which only provide a basic knowledge or foundation on early years. But also these courses DO NOT provide you with a license to practice.

If you are looking for course with a Licence to practice , LSCS deliver: NCFE CACHE Level 3 Diploma for Early Years Workforce (Early Years Educator)

Making it more confusing , Cache NCFE now also works with training centres who want to obtain certification from them, in order to recognise the standard and quality of their own unregulated and bespoke courses.

Currently, course providers are not required to state whether or not their course is full and relevant and that is where the problem lies. This is causing confusion with students, which many are fresh out of school and may not know to ask this crucial piece of information. And even the providers who clearly state that there course does not provide students a licence to practice, the complicated regulations in the Early Years Foundation Stage (EYFS) that relate to the ratio of qualified staff to children, as well as what a full and relevant qualification really means, is not clearly understood by those looking to move into the industry.

It is essential that the correct qualifications are held by all individuals who are going into early years roles, this means that they must hold a licence to practice – which is something received upon completing the correct qualification/s.

If you are unsure of the information which you have been provided remember to ask beforehand so you don’t end up with the wrong qualification/s.

To check whether a qualification is full and relevant, use the Ofqual Register of Regulated Qualifications:
https://www.gov.uk/government/publications/eyfs-staffchild-ratios-dfe-approved-qualifications

10 Ways to Ruin Your Nanny Interview

Written on August 26, 2018. Posted in Blog.

Ten Ways to Ruin Your Nanny Interview

(and How to Avoid Them!)

You’ve got the qualifications and experience, but you didn’t get the job. Why? Sometimes small missteps during an interview can leave the wrong impression. Here are ten common mistakes that could cost you the position—and how to make sure you shine instead.

1. Being Late

Punctuality is essential. Arriving late signals disorganisation and unreliability—qualities no employer wants in a nanny. Employers are busy, often with demanding schedules, so being tardy may raise doubts before the interview even begins. Plan ahead, account for traffic, and aim to arrive early.

2. No Handshake or Eye Contact

First impressions count. Greet your employers with a warm handshake—it’s a simple courtesy that reflects good manners. Maintaining steady eye contact throughout the interview is just as important, and be sure to give equal attention to both employers if more than one is present. Avoiding eye contact can make you seem disengaged, while addressing only one employer may appear disrespectful.

3. Dodging the Parents

While your primary role will involve working with children, engaging with the parents during the interview is crucial. Asking thoughtful questions and offering well-prepared answers demonstrates strong communication skills. For example, mentioning relevant qualifications like sleep training certifications shows you’ve done your homework and are genuinely interested in the role.

4. Ignoring the Children

Engaging with the children during the interview is just as important as connecting with the parents. You’re there as a potential carer for their children, so showing that you can bond with them helps build trust and demonstrates your suitability for the role.

5. Dressing Inappropriately

Striking the right balance between professional and practical is key. While it’s important to look polished, remember that nannying is an active role. Choose comfortable, season-appropriate clothing that allows you to get hands-on if asked to interact with the children during the interview.

6. Bad-Mouthing Past Employers

If asked about challenges in previous roles, stay professional and objective. Speaking negatively about a former employer’s routines or decisions can make you seem difficult to work with. Instead, focus on how you handled challenges constructively, demonstrating problem-solving skills and adaptability.

7. Mobile Phone Interruption

Few things disrupt an interview like a ringing phone. Make sure your phone is silenced—or better yet, switch it off entirely. This simple step shows respect for your employers’ time and underscores your professionalism.

8. Rambling On

Balance is everything. Listen attentively to your employers’ questions, and respond with clear, thoughtful answers. Avoid one-word replies, but don’t ramble or dominate the conversation either. A confident and conversational tone will help you leave a positive impression.

9. Asking About Salary and Holiday Times

While pay and time off are important, don’t bring these topics up unless the employers do first. Jumping straight to these questions can make it seem like you’re more focused on personal gain than fitting into their family dynamic. If the topic arises, be ready to back up your expected rate with your qualifications and training.

10. Failing to Prepare

Preparation is key to a successful interview. Take time to research the family and understand their expectations. This effort shows genuine interest in the role and respect for their time, while also helping you tailor your responses to align with their needs.

The Takeaway

Securing a nanny position goes beyond just having the right qualifications; it’s about making a positive, lasting impression. By being prepared, professional, and personable, you can demonstrate your reliability and suitability for the role. Avoid these common pitfalls, and you’ll give yourself the best chance to stand out and show potential employers why you’re the right fit for their family.

For help writing a CV, see our nanny CV template

What to do when your employer doesn’t pay

Written on August 23, 2018. Posted in Blog.

As an employee you have the right to be paid in accordance with the terms of your contract. Other than in very specific circumstances, the employer does not have the right to withhold your earnings, to deduct a portion of them or to delay payment.

Delayed or withheld payments are never welcome for anyone but nannies can find themselves in a particularly tricky position. Unless the job for which you are seeking payment is a one-off, your duties are likely to be ongoing. Stopping work may risk either the welfare of the children in your care or a good reference.

First step: telephone or email reminder

If you are in this position, as a first step, it is usually best to give the employer the benefit of the doubt. Late payments are often the result of inefficiency or forgetfulness. A quick email or telephone reminder may yield the desired result and preserve the employer-employee relationship.

However, if your email or telephone call does not yield the outstanding money or if you suspect your employer is having financial difficulties, you need to take further action. It is best to do this as soon as possible. The longer you delay, the less likely you are to be paid in full.

Second step: formal letter

The next step is to write a formal letter. This does not need to be complicated. A draft template is below. You will need to amend the sections in square brackets to reflect your particular situation.

Dear [Name of Employer],

As you know I am employed to [insert job title and brief role description]. I began the role on [date]. We agreed a salary of [amount] to be paid at a rate of [amount] every month / week. Additional payments were agreed for [insert details]. Pay day was agreed as [state date].

I have not received the salary to which I am contractually entitled.

[Detail any payments that have been made e.g. on 28^th January 2017 I received £1,200 but was underpaid by a further £300. On 28^th February 2017 I received no payment. This makes a total underpayment of £1,800.]

I have not been paid my salary for [state time period]. After the first missed payment, I [state how you attempted to resolve the situation e.g. by phoning or emailing. Include dates and names of anyone to whom you spoke].

As the matter has still not been resolved, I am raising a formal grievance. I am sure you can appreciate that the non-payment of my salary has put me in a difficult position because [explain why e.g. inability to pay rent/mortgage, utility bills etc]. As a consequence, I have also incurred financial loss [e.g. bank charges for going overdrawn of £XX].

To resolve this matter, I would like the outstanding amounts to be paid to me, in full, by [specify date].

Please reply to this letter within 14 days of [the date at the top of the letter]. In particular, if you do not agree that I am owed the outstanding sums, please reply to me in writing, setting out your reasons.

I very much hope it will not prove necessary but if you are unable to make the outstanding payments by the stipulated date I reserve the right to bring a claim [for unlawful deduction of wages in the Employment Tribunal / breach of contract through the county court].

Yours sincerely,

[Your name]

Next steps: Employment Tribunal or Money Claim Online

If your letter does not yield the desired results, you will need to consider bringing a claim in the Employment Tribunal or the County Court. It is important to realise that this can be costly and you may well need legal advice. Note that claims in the Employment Tribunal are restricted to pay disputes. County Court claims for under £10,000 will be dealt with through the Small Claims Court. The cheapest and most efficient way of doing this is via Money Claim Online. There is a fee for using the service but fees for claiming online are cheaper than those for issuing a paper form. You can see the current rates here.

Dealing with a bankrupt employer

An employer who goes bankrupt puts you in a slightly different situation. You will become a creditor in a queue of other creditors. Unfortunately, HMRC and any financial institutions to which that client or employer owes money will take precedence. As an employee, your claim will rank higher than if you were a self-employed consultant or freelancer. However, you must still ensure that the bankruptcy administrator has your contact details and an account of your claim. It is also sensible to ask the administrator to provide you with a written acknowledgment of your claim.

What to do when your client doesn’t pay

Written on August 23, 2018. Posted in Blog.

As a self-employed person you have the right to be paid in accordance with the terms of the contract you entered into with your client. If the job has been or is being completed in accordance with that contract, the client does not have the right to withhold your earnings or to delay payment.

First step: telephone or email reminder

If you are in this position, as a first step, it is usually best to give the client the benefit of the doubt. Late payments are often the result of inefficiency or forgetfulness. A quick email or telephone reminder may yield the desired result and preserve the relationship for future business dealings.

However, if your email or telephone call does not yield the outstanding money or if you suspect the client is having financial difficulties, you need to take further action. It is best to do this as soon as possible. The longer you delay, the less likely you are to be paid in full.

Second step: formal letter

Dear [Name of Client],

As you know I am am contracted to [insert job title and brief role description]. I began the role on [date]. We agreed a fee of [amount] to be paid at a rate of [amount] every month / week. Additional payments were agreed for [insert details]. Pay day was agreed as [state date].

I have not received the fee to which I am contractually entitled.

I have not been paid my fee for [state time period]. After the first missed payment, I [state how you attempted to resolve the situation e.g. by phoning or emailing. Include dates and names of anyone to whom you spoke].

To resolve this matter, I would like the outstanding amounts to be paid to me, in full, by [specify date].

I very much hope it will not prove necessary but if you are unable to make the outstanding payments by the stipulated date I reserve the right to bring a claim for breach of contract through the county court.

Yours sincerely,

[Your name]

Next steps: County Court or Money Claim Online

If your letter does not yield the desired results, you will need to consider bringing a breach of contract claim in the County Court. It is important to realise that this can be costly and you may well need legal advice. (Note that claims in the Employment Tribunal are restricted to pay disputes involving employees.)

County Court claims for under £10,000 will be dealt with through the Small Claims Court. The cheapest and most efficient way of doing this is via Money Claim Online. There is a fee for using the service but fees for claiming online are cheaper than those for issuing a paper form. You can see the current rates here.

Dealing with a bankrupt client

A client who goes bankrupt puts you in a slightly different situation. You will become a creditor in a queue of other creditors. Unfortunately, HMRC and any financial institutions to which that client owes money will take precedence. Unfortunately, as a self-employed consultant or freelancer, your claim ranks lower than it would do if you were an employee. Despite this, you must ensure that the bankruptcy administrator has your contact details and an account of your claim. It is also sensible to ask the administrator to provide you with a written acknowledgment of that claim.

The Role of Sleep Practitioner

Written on July 6, 2018. Posted in Blog.

The role of the Sleep Practitioner is very diverse. Professionals in this field work in different ways in relation to the services they provide but for me when I work with clients I view this as similar to offering a Tool Box where clients can draw on different suggestions and begin to understand themselves a long term way forward. I aim to empower my clients so they can adopt changes which they are comfortable with and reflect their parenting style and individual beliefs and values.

Of course other sleep practitioners may have their own styles of working and offer sleep plans already written which parents can purchase. For my clients I work more holistically and we consider all factors which can relate to sleep as well as how to address the specific challenges the parents are facing.

Sleep Practitioners should be good listeners. By listening and understanding what is happening we can guide, empathise, encourage and reassure. If you are going to a Family home then your role may be slightly different. You may be guiding the parents directly as you observe and feedback through the night. This is where the difference lays between a Sleep Consultant and Night Nanny. My expectations in this situation are to work and support alongside the parents rather than to be working with the baby or child whilst the parents sleep.

The role should include a Sleep Plan or guide following a Consultation (either phone or home visit) and then follow on support by email/text communication or a Phone Call.

You will need patience, the ability to be calm when communicating with exhausted parents, to be accurate in your writing up of the family and to be clear what you can achieve in the support period as well as discussing unrealistic goals. Be honest with parents about the approaches you may or may not use as you want this partnership to be as professional and open, Always have an understanding of child’s age and suitable approaches for this along with other specific needs the child or parents have. Most of all be passionate and enjoy what you do.

Written by Julie Heginbottom

London School of Childcare Studies Maternity Trainer and Sleep Assessor

Find out more about our Sleep Practitioner Programme.

Maternity Nurse CV Template

Written on June 18, 2018. Posted in Blog.

Your CV is the very first introduction of who you are as a potential employee and it’s from this that employers will decide on whether to invite you along for an interview. So, it’s important to make sure that your CV is well written and includes all the key information that employers will need. This blog post provides a sample maternity nurse CV template and should be read in conjunction with the blog ‘How to write a good CV’

Sandra Saunders Norwich 07789 111111/sandrasaunders@gmail.com

Personal Statement
I am a qualified Maternity Nurse that has achieved a highly accredited London School of Childcare Studies Maternity Nursing Course – OCN Level 3 & 4 diploma. I have ten years combined experience of working with families with new born babies as a Maternity Nurse and with older babies and children (including twins) as a former Nanny. I am very passionate about my work and am always seeking opportunities to provide added value with the families I work with in terms of the support and guidance that I provide.

Work Experience
To note: as per the guidance provided in the blog ‘How to write a good CV’, this section provides two layout options to choose from (a) listing longer-term roles and (b) providing a summary where you have a high number of similar short-term work experience placements.

Option A – layout option to use when you have several distinct (including longer-term) roles.

Nov 25^th – Dec 25^th 2017 Brown Family Maternity Nurse
General Duties. I looked after a new born baby girl. Duties have included general care (bathing, nappy changing, dressing and sleeping arrangements); guidance on breastfeeding and bottle feeding; guidance on establishing sleep routines; guidance on managing reflux; helping siblings to develop a bond with the baby; and keeping a detailed log to help parents track their baby’s routines, feeding times, sleeping patterns etc.

Aug 2014 – Aug 2017 Cedar Family Nanny
General Duties. I looked after boy and girl twins from six months old until they started pre-school. Duties have included: general care such as the preparation of healthy meals and snacks, bathing and dressing children, and changing nappies; providing development opportunities such as taking children out on trips to broaden their experiences, encouraging children to learn through play, and providing opportunities for the twins to mix with other children through play dates; doing nursery runs and taking children to appointments; tidying up and cleaning rooms used by the children; and record keeping.

July 2014 – July 2015 McLeod Family Nanny
General Duties: xxx

Option B – layout summary option to use when you have multiple similar short-term roles.

Sept 2016 – Feb 2018 Private Maternity Nurse working for various families
General Duties. I have worked with various families with new born babies. Placements have varied from 24 hour placements through to several weeks. As well as working with single babies, I have also worked with twins on a number of occasions. Duties have included: general care (bathing, nappy changing, dressing and sleeping arrangements); guidance on breastfeeding and bottle feeding; guidance on establishing sleep routines for your baby; helping siblings to develop a bond with the baby; and keeping a detailed log to help parents track their baby’s routines, feeding times, sleeping patterns etc. My support has also been tailored depending on the needs of individual families I work with (such as different needs for single babies and twin babies).

Education and qualifications
Jan 2018 – March 2018: OCN Level 3 Sleep training for babies, children and young people, London School of Childcare Studies.
Sept 2017 – Nov 2017: OCN Level 3 & 4 diploma in Maternity Nursing Course, London School of Childcare Studies.
June 2000, Ofsted compliant paediatric first aid certificate, London School of Childcare Studies.
Sept 1997 – July 1999: G.C.S.E’s in Maths (c), English (c), Biology (b) and Sociology (b).

Additional relevant information
I hold a UK Driver’s Licence (Clean Record); have an up-to-date DBS check; and hold relevant insurance.

Interests and Hobbies
Reading, knitting, baking, and sports.

References available upon request

How To Write a Good CV

Written on June 18, 2018. Posted in Blog.

How to Write a Standout CV

Updated Guidance for 2025

Your CV is your first chance to make an impression on a future employer—it’s the gateway to securing an interview and landing your next role. A well-crafted CV can make all the difference, so it’s essential to ensure it’s polished, professional, and tailored to the job you’re applying for.

In this updated guide, we’ll walk you through the key steps to creating a standout CV, with tips to ensure your application catches the eye of potential employers.

1. Formatting Matters

The layout and design of your CV can leave a lasting first impression. A clean, professional look shows attention to detail and helps employers focus on your qualifications.

Use a clear, readable font like Arial, Calibri, or Times New Roman in size 10–12.
Limit your CV to two A4 pages, highlighting only relevant information.
Maintain consistent formatting throughout (e.g., bold all headings and use uniform bullet points).
Check for spelling, punctuation, and grammar errors.
Avoid adding a photo unless explicitly requested.
Tailor your CV to the job, showcasing qualities and experiences that match the role.

2. Contact Details

Make it easy for employers to reach you with accurate, professional contact information:

Full Name: Include your first and last name.
Mobile Number: Ensure it’s one you can answer during the day.
Email Address: Use a professional email format, e.g., jane.smith@email.com.
Location: Specify your town or city rather than your full address for privacy.

3. Personal Statement

Place a short, well-written personal statement at the top of your CV. This brief section (no more than three sentences) should highlight why you’re a strong candidate, encouraging employers to keep reading.

4. Work Experience

List your professional history, starting with your most recent role. For each position, include:

Start and end dates (month and year).
Job title and employer’s name.
A summary of your key duties and achievements. Be specific (e.g., “Supported bottle feeding and managed daily routines for twins aged 6 months”).

If you’ve had numerous short-term roles: Combine them into an overarching summary to avoid repetition.

5. Education and Qualifications

Include your educational background in reverse chronological order, detailing:

Schools, colleges, or universities attended.
Qualifications achieved, including dates and grades (if relevant).

6. Additional Information

Highlight certifications or details that add value to your application, such as:

A valid, up-to-date DBS check.
UK full, clean driving licence.
Nationality and visa status (if applicable).

7. Interests and Hobbies

Give employers a glimpse of your personality by sharing hobbies and interests that reflect your character and dedication, such as volunteering or skill-based activities.

8. References

Simply state: “References available upon request.” Ensure your referees are prepared to provide a strong recommendation when needed.

Looking for Inspiration?

Explore our sample CV templates for Maternity Nurses and Nannies to see how these principles come to life.

Your CV is your chance to shine—make it count!

Looking after babies and children in the sun

Written on May 14, 2018. Posted in Blog.

Here in the UK we are known to get a little excited when the sun decides to make an appearance. After all, it doesn’t feel that it is very often that we see it. This means that we all have a tendency to head outside to soak up every little bit that we can.

As adults, we are pretty adept at looking after ourselves in the sunshine, however, the same doesn’t seem to be able to be said for our little ones. The skin of young children and babies is incredibly sensitive, particularly to sunlight and, not only this but they are more likely to struggle with heatstroke with prolonged exposure to warm weather.

So, what can you do? We have put together some of the best hints, tricks and tips for parents wanting to keep their babies and young children cool and safe during the hot weather.

Keep them cool at night

Getting your little one to sleep at night when it is hot is not the easiest of things in the world. However, the trick here is to ensure that you have dressed them for the room temperature. You may find that a short baby grow or pyjamas that are made of shorts and t-shirt are the best approach to take.

Ventilate your home

If your home is just as hot as outside, then you are going to want to try and help to cool it down as best you can. A simple way to do this is to remember that heat rises, and therefore open the highest windows (or even better a loft hatch) as this will allow all that hot air that has built up to escape.

Give your little one a quick and cool bath

We know just how amazing it feels to hop into a cool shower after a long, hot, sweaty day. The same is true for your little one. Pop them in a cool bath before they head to bed and their body temperature will be brought right down. Just make sure that they don’t stay in there too long else they could get too cold.

Dress them in light clothes

No-one wants to be wearing heavy clothes in the hot weather, let alone your children. Dress them in light, loose clothes and they are going to instantly feel a whole lot better. Go one step further and make sure that you stay away from dark colours which absorb the heat and you will have a much happier, comfier child.

Always get them to wear a hat

It is easier said than done, we know, but it is incredibly important to cover your child’s head any way that you can. Get them to wear a hat during the hottest parts of the day as well as sitting in the shade. The more that you can keep the sun off of their head, the better that they are going to feel.

Opt to stay out of the sun during the hottest parts of the day

Whilst it may not always be possible, if you do want to brave the sunshine, then you need to try and avoid being out in it for extended periods of time between 12pm and 3pm. This is when the sun is at its strongest and when you and your little one has the greatest risk of sunstroke or sunburn.

As you can see, there are ways that you can enjoy the hot weather, without worrying about it causing a problem for your child. Why not try out some of these tips today and see if it makes them a whole lot happier and you a whole lot more relaxed?

Introducing Leeroy Litchmore to the HATA Team

Written on April 26, 2018. Posted in Blog.

This month we’re delighted to welcome Leeroy Litchmore to the HATA training team. Leeroy will be running our ever-popular paediatric First Aid courses, and brings a wealth of experience from his time as both a firefighter and paramedic. We chatted to him about his background, and why he believes that First Aid is such an important skill for those working in childcare settings.

Welcome to HATA, Leeroy! Could you tell us a little about your background as a First Aid trainer.

I have been a trainer now for 14 years, and I have always had a keen interest in life support and how to provide life saving skills to the public. I have been a firefighter for 17 years and a medic in the ambulance service for the last 5, I have attended some of the most career changing events in the last 17 years, the London bombings, the Westminister Bridge attack and lastly the Grenfell Tower fire.

Why do you feel that First Aid training is such a vital skill?

Many reasons! Here are just a few…

1. You can save lives in critical situations with a few simple techniques you will learn at the paediatric first aid course.

2. Basic first aid training will teach you how to deal with situations such as sprains and knocks and broken bones. You will however have to do a paediatric first aid course to deal effectively with infant choking and other emergency situations.

3. The first few seconds after an accident or fall can make a huge difference, a difference between life and death. So, irrespective of where you live and accessibility to emergency facilities, it is a good idea knowing how to deal with child or infant related trauma.

4. Paediatric first aid courses will teach you how to administer the right procedure in case of child choking. Taking immediate and right action could save the life of the infant or child.

5. You never know when emergencies will arise especially if you work with children or have small children of your own. It is therefore imperative to attend a paediatric first aid course and learn how to handle critical situations.

6. Having a professional Nanny who holds a current First Aid Certificate ensures peace of mind for both the families they work for and themselves.

7. Caring for children, whether as a parent or professional brings a great deal of responsibility and knowing what to do should an accident happen is essential.

How can students get the most out of their training with you?

I believe that HAVING FUN while learning is the best way for information to be retained, so my course will be serious but with added laughs, smiles and giggles along the way. The best recognition of this is when a learner walks away from the end of the course with a smile and says ‘this is the best course I have ever attended, and the fact that you made it fun and interesting and answered all our questions made me feel relaxed and confident to undertake first aid if I am required to do so, thanks Leeroy for a fun day’.

Have you had any particularly memorable experiences in your time as a First Aid trainer?

To be honest like most first aid trainers we all have our own little war stories or our ‘I remember this one time’ moments. But I believe the best way to share my fun moments is for you to hear them first hand so come along relax and prepared to be taught how YOU CAN BE THE DIFFERENCE!

Many thanks to Leeroy for answering our questions. If you want to find out more about First Aid training with HATA, click here.

Working hours for live-in nannies. What are your rights?

Written on February 22, 2018. Posted in Blog.

Live-in workers and rest breaks

Although UK law gives employees certain statutory rights, domestic employees, including nannies (whether live-in or live-out) are exempt from some of the provisions relating to working time. In particular, they are excluded from the provision that limits the maximum number of hours worked each week to 48. This means that it is lawful for employers to advertise jobs that require a working week that is in excess of 48 hours. However, working hours must be agreed before the employment contract is signed. The employer cannot subsequently give notice of their intention to extend a nanny’s working hours without understanding that this is a renegotiation of contract that the nanny is not obliged to accept.
Despite this, nannies still retain certain rights relating to working time.

Rest breaks during the working day

Domestic workers are entitled to an uninterrupted 20-minute rest break for every six hours worked. There is no obligation for this rest break to be paid, and it may take the form of a tea or lunch break. In reality, for nannies this right can be impossible to take up due to the need for the ongoing supervision of the children in their care. Consequently, most nannies recognise that they must be flexible when it comes to rest breaks.

Daily rest periods

For every 24-hour period worked, a nanny is entitled to a daily rest period of at least 11 consecutive hours.

Weekly rest periods

For each week worked, a nanny is entitled to one consecutive 24-hour period off work.

Holidays

A full-time nanny is entitled to a minimum of 5.6 weeks’ paid holiday per year. This can include bank holidays.

What if it is not possible to take the prescribed rest periods?

Most nannies accept that it will not always be possible to take the rest breaks and periods to which they are entitled. However, there is provision for a worker who has been required to work during a rest period to take compensatory rest later. This should be the same length of time as the rest period that the worker was not able to take. Further information is available from Acas but sometimes it may be necessary to seek specialist legal advice or to look for a new position.

What happens if a nanny is asked to work longer hours than contracted for?

The employer cannot expect additional hours to be worked without agreeing either additional pay, perhaps at an hourly rate, or equivalent time off in lieu. Moreover, the nanny’s rights to rest periods remain applicable.

So, you would like to become a nanny?

Written on January 30, 2018. Posted in Blog.

Being a nanny can be a very fulfilling job and indeed a vocation. A nanny is an extremely important and influential part of a family’s life and is trusted by the parents with the most precious things they have – their children.

Qualifications and Training

There are no legal qualifications required to become a nanny. However, parents will want to be as sure as possible that you can cope with the job, they will be looking for qualifications and experience.
There are courses such as CACHE or NVQ but although they are very useful, they often concentrate on childcare within a nursery, pre-school or educational setting rather than a private household.
Nanny colleges (Chiltern and Norland) are fantastic, but can be very expensive and last for up to 3 years, so you must be prepared for the cost of fees, uniforms, books and the loss of earnings whilst you are studying. The London School of Childcare Studies (formerly HATAcademy) offers the following practical and great value courses:
- CACHE Level 3 Diploma for the Early Years Workforce
- OCN Level 3 Early Years Practitioner Diploma – NEW Coming out November 2017
One way you can show you are serious about being a nanny is to join the voluntary section of the OFSTED Childcare Register.
Additional courses or workshop attended will also help to show your capability and willing to a new employer and excel your CV ahead of others.
And many more on our website childcarestudies.co.uk

What kind of personality do you need to become a Nanny?

There are certain traits that are expected from a nanny, outside of experience and skills.

If you are thinking about becoming a nanny, ask yourself following questions and take time to contemplate how you would address them:

Am I responsible?
Am I trustworthy?
Am I a good communicator?
Am I fit and healthy?
Am I good listener and do I get on with people well?
Do I have a sense of humour?
Am I interested in what is happening around me, do I enjoy learning?
Am I safety conscious?
Am I empathetic and caring?
Am I confident?

Parents will seek many attributes when employing a nanny next to excellent references and experience. If your answers to the questions above will help you in your career – talk about yourself in your CV.

What next?

There are three things parents who are in search of a suitable Nanny will expect:

Your CV
References
A good Interview

Your CV

Your CV is your first chance to present yourself and parents will be asking themselves questions like:

What is your experience so far?
Have you looked after the children the same age as theirs?
How far did your responsibility extend?
How long did you stay in the job?
Why you have left?
Have you worked in their area?

To improve your CV and experience if you have none:

Contact babysitting agencies, put an ads in local newspapers or newsagents, post an advert in a local school, ask a neighbour, visit the local playgroup, or after school club and offer to help – do it for free or for very little money – your objective is to get experience and references

Salary: None or very little

Aim: Gain references and experience

If you have some references and experience or experience with your own family or volunteering as above:

Okay so you enjoy working with children and you are getting a good response from them and those you have worked for. You are confident that you would like to be a Nanny or Childminder.

At this stage considering you may have some references – keep getting babysitting jobs, voluntary work and enrol yourself on our course, or another suitable course.

If you are able going abroad as an Au Pair is a great opportunity to test your ability to work closely with children or a family and gain and good reference.

Salary: Minimum wage £7.50 net for live out if you are over 25. If you are 21 to 24 is £6.95 and 5.55 if you are 18 to 20. Those figure are from April 2017 till March 2018.

For live in: £120 – £200net ( 25 -35 hours per week)

Aim: Gain references and experience

If you have over 200 hours of experience with good references:

You now understand what working with children involves and can demonstrate this confidently to a future employer both in your CV and in person.

At this point you can really start looking for something more permanent and progress your career. There is always huge demand for live in help, and if you have no commitments I would strongly recommend you go and live with family. You can have an arrangement where you are working and living there and on the weekends you go home.

The type of the position you should be looking for is called Parents Help and is where you are either working alongside the parents or with older children.

If this is not an option, and you only are looking for live out position, it might be slightly harder to find, but it is not impossible. There is a huge demand for after school nannies, where you drop children to school and pick them up after. You do homework with them and prepare their dinner, babysit and so on.

Salary: Junior Parents help – Live out: £7.50 – £8.50, Live in: £ 200 -300 (45- 55hours + babysitting)

Aim: Gain references and experience

After working as a parents help for at least 1 year ( sometimes even 2 years), and having excellent references you will be ready to go out and start to look for a job as a Nanny.

LITTLE TIP: Please note that any ‘good’ Nanny vacancy advertised will receive over 200 replies. So it is extremely crucial that you give yourself the very best start possible!

Nannies and basic employment rights

Written on January 12, 2018. Posted in Blog.

Employment law – the basics

Starting a new job is often a worrying time for anyone but particularly so for those, such as many nannies and domestic workers, who have moved to the UK from elsewhere. Living and working in a private home may seem rather isolating, leaving the worker open to exploitation. It should be reassuring to learn that the UK has a strong employment law framework, which provides considerable protection for employees. This includes nannies employed in a private family home.

The employment contract

An employment contract is an agreement to work for someone in exchange for money. It is quite usual for a worker to presume that because they have not signed an employment contract, no such contract covers them. However, an employment contract can be written or verbal. Both types are valid and legally enforceable. In the context of a nanny, even if there is no written contract, it is still probable that a verbal contract governs the relationship between the parties. This is likely to be the case even if the employer either regards the nanny as self-employed or casual labour, or refuses to address the issue at all.

Indications of employment

An individual is in an employment relationship if the employer tells them what to do and when to do it. The following factors are also strongly indicative of an employment relationship:

• that individual is expected to perform the job themselves, and is not allowed to substitute another person in their place;
• the individual receives an agreed amount of money at regular intervals;
• the employer provides relevant equipment; and
• the individual is not expected to find their own substitute if they are too ill to work.

Written terms and conditions of employment

Whether a contract is oral or written, an employee is entitled to receive a written statement of their terms and conditions of employment within two months of beginning work. This is evidence of existence of an employment contract. As a minimum, the written terms and conditions must state:

• the employer’s and employee’s names;
• the date employment and continuous employment started;
• job title and description;
• employment location;
• pay and its frequency (usually monthly or weekly);
• working hours;
• holiday allowance and entitlement (number of days and any restrictions on when they may be taken); and
• details of any relevant collective agreement (this is unlikely to apply to a nanny).

Employment protections

There are two types of protection: statutory and contractual. All employees benefit from the statutory protections laid down by law. The most important of these provide for:

• the right to a written statement of the terms and conditions of employment;
• the right to paid holiday leave at the normal rate of pay;
• the right to maternity leave;
• the right to a minimum amount of sick pay for anyone too ill to work;
• the right to a redundancy payment provided the individual concerned has been employed for at least one month; and
• protection from unfair dismissal for anyone employed for a minimum of two years.

It is not permissible for an employment contract, whether written or verbal, to offer less protection than is provided for by statute. In such cases, the statutory provisions prevail.

Common contractual problems affecting nannies

The uniquely vulnerable position of many nannies makes them at particular risk of exploitation by employers who either do not understand the law or who choose to ignore it.

Withholding of salary when the family goes away

It is not uncommon for nannies not to receive their salary when the family for which they work go away on holiday. There are two important points to note here.

Overtime issues

Overtime is any time that is worked in excess of the hours agreed in the employment contract (whether oral or written). Although there is no legal requirement to pay an employee for overtime, that employee’s pay must not fall below the national minimum wage. Some employment contracts provide for overtime payments and the appropriate payment must be made where such provision exists.

Nannies and redundancy

Written on December 5, 2017. Posted in Blog.

The essential nature of nannying means that many jobs come to a natural end as children become older. This may result in a redundancy situation. How this is dealt with is often a cause of concern for nannies and their employers alike. There is a common misconception that special redundancy arrangements apply to nannies and other domestic staff but this is not the case.

What is redundancy?

A redundancy is a type of dismissal. It occurs when an individual’s job disappears due to one of a number of possible factors, including when the employer no longer has a need for a certain type of work to be performed. For a nanny, this may occur because their employer no longer needs childcare. Another common scenario that may result in redundancy for a nanny is when the employer’s childcare needs change so substantially that the original job is unrecognisable.

Redundancy notice periods and consultation

UK law protects individuals from being made redundant without appropriate notice and consultation. Consultation means that the employer must explain why the redundancy is necessary and discuss whether there are any alternatives. If the redundancy is unavoidable, the affected person must be given a notice period. The periods are prescribed by law and provide for a minimum of:
• one week’s notice for an employee who has been employed for between one month and two years;
• one week’s notice for each year of employment between two years and twelve years;
• twelve weeks’ notice for an employee who has been employed for twelve years or more.
It is also possible that the contract contains a notice period. This must not be less than the statutory minimum.

Redundancy pay

The employment contract may make provision for contractual redundancy pay. If there is no such provision, UK law prescribes for redundancy pay in certain situations. This is called statutory redundancy pay. Employees with a minimum of two years’ continuous service with the same employer are entitled to:
• 0.5 weeks’ pay for each full year of service completed while they were under 22 years old;
• 1 week’s pay for each full year of service completed while they were aged 22 or older but under 41;
• 1.5 week’s pay for each full year of service completed while they were aged 41 or over.
Employees can claim statutory redundancy pay for a maximum of 20 years’ service. Weekly pay is capped at a nationally-prescribed level. In 2017-2018, the level is £489. Employees who are eligible for statutory redundancy pay cannot receive a lower contractual amount as an alternative.

Common redundancy problems affecting nannies

Many nanny jobs have a natural end point, which is often when the youngest child of a family starts nursery, pre-school or infant school. Sometimes parents try to incorporate new elements into the nanny’s job, such as housekeeping tasks, but many nannies are unhappy with this. However, unless the nanny’s employment contract states that he or she must undertake such tasks if required, this is likely to be a redundancy situation because the original job has changed to such an extent that it no longer exists.

Where there is an ongoing childcare requirement

If the employer still requires childcare, albeit in a different form, they must offer the position to their existing nanny. However, he or she is entitled to decline it, without affecting his or her redundancy rights, if the new role is not comparable in terms of pay, hours, working conditions and requisite skills and experience.

Geographical changes

Some contracts contain a mobility clause, which obliges the employee to move with the job. A nanny whose contract contains such a clause is not redundant if his or her employers move in within the constraints of the mobility clause. However, without appropriate contractual provision, it is a potential redundancy situation if a live-in nanny is required to become a live-out nanny, or vice versa.

Replacing a redundant nanny

Replacing a redundant nanny with an individual on the same terms and conditions of employment as the first is likely to amount to unfair dismissal of the first individual. This can result in a tribunal ordering the employer to pay compensation to the unfairly dismissed person.

Maternity, paternity, adoption or shared parental leave

Although nannies on maternity, paternity, adoption or shared parental leave cannot be made redundant because of the fact they are on leave (or are intending to take leave), they can be made redundant for other reasons. Some nannies may suspect that their employer makes them redundant because it seems easier to continue using the alternative childcare that was put in place to cover the period of leave. This can be difficult for a nanny to prove but it helps if the replacement is performing the same duties on the same terms and conditions.

How to Resign from your Nannying Position

Written on December 5, 2017. Posted in Blog.

When you work in any job, one of the most important things is that you enjoy the work that you do. This is particularly true if you have chosen a career as a nanny. However, sometimes, the position that you have taken up, or the family that you are working with proves to not be a good fit for you.

Some nanny’s will continue to work with them as best they can, whilst others know that sometimes it is better to cut their losses and move onto to somewhere new. This means that they need to resign from their current position.

The only thing with this is that resigning is never easy. Particularly when you are a nanny. As you spend your time working within your employers home, and often becoming a part of their family, it can be too easy for your resignation to become personal or at least feel that it is becoming personal, even if it is not.

You also have the problem that you won’t have a HR department to help you to make your resignation, as well as protect your rights and you will often need for your current employers to give you a reference for another role in the future. This means that when it comes to resigning from your nanny position, you need to approach the situation carefully.

How to resign

One of the main things that you need to keep in mind when you are resigning is that it should always be kept professional. The worst thing that you can do is to fill your resignation with personal feelings that could cause offence for the future.

Often, you would be expected to give a reason why you have decided to resign from the position, however, if you feel uncomfortable about doing this, then you may find it better to tell a small white lie. Perhaps that you are choosing to move closer to home or moving to a new area. This will save any hurt being caused to the family you have been working with.

You may find, particularly if they feel that you are the right fit for them, that they make an offer in order to try and get you to stay working with them. This could be a bonus or a salary increase. If you give a solid reason why you are leaving then this should minimise the risk of this happening and save you the embarrassment of the real reason that you have decided to resign.

A sample letter

If you are really struggling to find the right words or approach to resigning from your role, then you may want to try out a sample letter that you can hand over to your current employer.

Dear ***,

The purpose of this letter is to announce my resignation, effective four weeks from this date. I can assure you that this was not an easy decision to make. The past ** years working with you have been incredibly rewarding, and I am grateful for everything that I have learnt from you as well as the time I have spent as part of the family.

I would like to take the opportunity to let you know that I have enjoyed working for you, and also thank you for the professional and personal development that has all been thanks to you over the last six years.

I wish you all the best, I do hope that our paths will cross again in the future.

Sincerely,

****

No-one should stay in a role that they are not happy in. So, if you feel that the time has come to move on, then be brave, take a deep breath and find something that is a better fit for you!

Nanny CV Template

Written on November 21, 2017. Posted in Blog.

Your CV is the very first introduction of who you are as a potential employee and it’s from this that employers will decide on whether to invite you along for an interview. So, it’s important to make sure that your CV is well written and includes all the key information that employers will need. This blog post provides a sample nanny CV template and should be read in conjunction with the blog ‘How to write a good CV’

Nanny McPhee North West London 07869 596870/nancymcphee@gmail.com

Personal Statement
I am a qualified Ofsted registered Nanny who has completed highly accredited childcare training courses provided by the London School of Childcare Studies. I have ten years combined experience of working with families with babies and children aged between 0-8, including twins. I am very passionate about my work, and am always seeking opportunities to provide added value, so that I can play an active role in supporting babies and children’s development and meeting the different needs of families.

Option A – layout option to use when you have several distinct (including longer-term) roles.

March 2015 – Aug 2018 Brown Family Nanny
General Duties. I looked after a boy and girl set of twins from six months until they started pre-school. Duties have included: general care such as the preparation of healthy meals and snacks, bathing and dressing children, and changing nappies; providing development opportunities such as taking children out on trips to broaden their experiences, encouraging children to learn through play, and providing opportunities for the twins to mix with other children through play dates; doing nursery and school runs and taking children to appointments; tidying up and cleaning rooms used by the children; and record keeping.

Jan 2014 – Feb 2015 Cedar Family Live-in Nanny
General Duties. I looked after two siblings from the ages one and three. Duties included: xxx; xxx; and xxx.

August 2011 – Dec 2013 McLeod Family Live-in Nanny
General Duties. I looked after xxx

Option B – layout summary option to use when you have multiple similar short-term roles.

Sept 2016 – Feb 2018 Night Nanny working for various families
General Duties. I have worked with various families as a Night Nanny with babies and children ranging from six months to five years old. The length of roles have ranged from one night through to several weeks, depending on the needs of individual families. Duties have included: overnight care for babies and children; night feeding by either bringing the baby to the parents for feeding, or feeding the baby with a bottle; changing nannies, clothing and bed-linen; helping babies and children to get dressed in the morning; and keeping a detailed log to help parents keep track of their baby’s routines, feeding times and sleeping patterns.

Education and qualifications
March 2018 Common Core Skills and Knowledge Course – Ofsted voluntary registration, London School of Childcare Studies.
Jan 2017 – Oct 2017 – CACHE Level 3 Diploma for Early Years Workforce, London School of Childcare Studies.
June 2007, Ofsted compliant paediatric first aid certificate, London School of Childcare Studies.
Sept 1997 – July 1999: G.C.S.E’s in Maths (c), English (c), Biology (b) and Sociology (b).

Additional relevant information
I am Ofsted registered; hold a UK Driver’s Licence (Clean Record); have an up-to-date DBS check; and hold relevant insurance.

Interests and Hobbies
Reading, knitting, baking, and sports.

References available on request

Hermit Nanny

Written on October 26, 2017. Posted in Blog.

‘ Are you a hermit Nanny?’

Being a Nanny is a fantastic and rewarding career choice. People decide to embark on this type of work because not only do they love taking care of children, but they also love the idea of being able to take those children on adventures.
Picnics, trips to the park, the zoo, playdates. There are plenty of opportunities for children to explore the world around them with their Nanny.
However, for some Nanny’s this really isn’t something that is possible. They may find that they have taken up work in a family that is not suitable to what they are looking for. It may be that they feel uncomfortable about allowing someone else to take their children out, or they may just out and out not trust you to be able to monitor their children whilst they are away from the home.

As a Nanny this can be incredibly demoralising. After all, your main hope is always that the person that employs you trusts you. But there can be some other reasons why it may not be ideal to become a hermit Nanny.

Being a hermit can be lonely

Working as a Nanny can lead to a touch of loneliness. Whilst you will have the children to talk to, that is about your limit, which means that you can feel all alone and that you have no-one around you. A great way to combat this is by heading out and about. Not only will it allow you to escape from the house, and those feelings of being pent up, but it will also give you the opportunity to speak to people and be social.

Is it good for the children?

Another reason why being a hermit Nanny might not be the ideal approach is because it isn’t entirely great news for the children. Just like adults, kids don’t like being stuck in at home. They need to let off steam and escape from the four walls of being indoors.

If you don’t get the chance to head out and about with them then you may find that their behaviour isn’t the best, which can make the job that little bit harder for you!

Make sure that you check the terms before you agree to the work

If the idea of being stuck at home with the children is not one that you like. Then you really need to avoid any situations whereby you could become a hermit Nanny. Make sure that you check with your prospective employers before you agree to take up the job. The last thing that you want is to find that you are working with kids that you love, but in an environment that isn’t one that you want to be.
Working as a Nanny is great, particularly if you love kids. However, it can be a lonely job at times. Rather than find yourself getting disappointed in your career choice, and considering making a move, try to change your habits to make it work better for you!

Some Useful Links for You to Get Started

Written on August 30, 2017. Posted in Blog. No Comments on Some Useful Links for You to Get Started

Maternity Placements – Thinking Outside The Norm

Written on June 27, 2017. Posted in Blog.

Ok, you have got your diploma, congratulations. But what next?

Starting to work as a maternity nurse practitioner can be pretty daunting. You have a number of options available to you including doing the standard 24/5 or 24/6 maternity positions.

BUT.. Have you considered your other options?

Setting up a prenatal or antenatal workshop:

Or set of workshops in your area. You can contact local GP surgeries and ask if there are any other maternity workshops in your area. You will be surprised how little there is out there. Some surgeries might even have a room for you to rent. Have a look at https://www.nct.org.uk/ or http://bumpandbabyclub.com for inspiration and pricing. Remember, you are not a large organisation so you can compete on price and provide a more personal approach.

Breastfeeding coffee morning:

Not sure if coffee and breastfeeding goes together. But you get the picture. One hour of breastfeeding session, charging £10 per visit ( obviously you can charge more, but if you are just starting and trying to test the water, £ 10 is just fine) including coffee ( you can generally arrange with the owner the set up). You could aim for 5-8 mums, this makes a nice, easy to manage group. If you work out your income from this you will see it’s not bad for an hours’ worth of work and of course getting your name out there.

Remember to take your business cards as mum’s like to talk/network so you want to encourage them to pass your details onto other mums.

One off visits:

This is becoming very popular, as there is so little support for new mums.

What you can charge really depends on your level of experience and qualification, but very experienced qualified maternity nurse practitioner would be expecting around £150 per 2-hour visit. This would be for maternity nurse practitioners of at least 10 years’ experience.

For a less experienced maternity nurse practitioners you could start at £60 per 2 hour visit.

Antenatal Support Packages:

You could aim to book blocks of visits, let’s say 10 visits in the first 6 weeks, you could offer a discount at £65 or £60 per block. It is important that you ensure that your client books and pays upfront.

If you find that the idea of parting with that amount of money is too daunting for your mum’s then perhaps you can offer a 30 min free skype conversation. But be prepared, that not everyone will book.

This is ok as long as you factor this in when working out who to give these free sessions to. Do not worry however, this is a very common form of marketing, this is based on the theory you need to give before you actually get paid. This is the price we are paying for being able to promote for free on social media.

Skype calls support:

This is probably my favourite! You can be anywhere in the world, doing whatever you are doing and earning money for your expertise. You need to be little bit organised and manage your time effectively. If you arrange a Skype call ensure that you are waiting by your computer, phone 10 minutes before the call.

One of the top notch ‘celebrity’ maternity nurse practitioners is charging £80 per hour or £45 per ½ hour for a phone call and 24 hour or weekly email support : http://www.rachelsbabies.com/consultancy/

These are just few ideas of what you can do outside of the standard maternity nurse practitioner placements. I hope this has been of help to you and if you are a student of HATA and want to discuss this further I am happy to speak to you about these ideas and any others you may have.

This Course is available Online:

Why You Should Never Accept Cash In Hand

Written on April 26, 2017. Posted in Blog.

Taking care of someone else’s child requires great responsibility, commitment, dedication and hard work. Every parent wants their nanny to be honest, trustworthy and reliable, but every nanny also deserves to have an employer with the same qualities.

Many parents quite understandably want to avoid the demands of running a payroll, so many will still suggest that their nanny accept ‘cash in hand’ payments to make their life easier. This means then that the nanny will be responsible for declaring their own earnings. However, HMRC (Her Majesty’s Revenue and Customs) actually frown upon cash in hand payments for regular employment. HMRC clearly categorises this type of work as employment, not self-employment.

Every employer is required by law to deduct tax and NI from their nanny’s pay. If your employer or potential employer is not paying your taxes and NI then they are avoiding their required statutory obligations and this is illegal. HMRC will impose a fine on your employers and will also chase you up with a demand for your outstanding income tax and National Insurance contributions as a result. Failure to pay your NIC will mean you could lose out on your entitlement to state benefits such as sick pay and maternity leave.

Most employers in the UK now pay their employees by bank transfer. While they can still choose to pay you in cash, they should still be responsible for paying your income tax and National Insurance Contributions.

You should always receive a Payslip on your regular payday and this will show your pay, as well as your income tax and NIC deductions. It also should show a PAYE reference number of your employer and whether you are paid by cheque, cash or directly to your bank account. Payslip can be given on paper or in electronic format.

Pension for Nannies

Written on March 7, 2017. Posted in Blog.

How does it work?

A percentage of your pay is put into the pension scheme automatically every payday.

A deduction is taken from your pay, your employer makes a contribution and HMRC also contribute by giving tax relief.

The employer and HMRC contributions cost you nothing.

How much would I pay?

You would pay an amount based on your earnings and contribution levels. The summary tables below show how much would be paid in total *

*Table is based on 2016/2017 tax year tax free earnings, qualifying pensions earnings and statutory minimum pension contributions.

FAQs

What if I am working two-part time jobs?

If you are an eligible job holder, you will be enrolled into both employer’s pensions schemes. You will then pay contributions based on your pay at each employer.

It is possible to combine pension pots when you come to retirement. It is recommended you speak to a financial advisor when doing so.

When can I get my pension and how much will I get?

This will all depend on your retirement age and how much you have paid into your pension before retirement. Pensions are invested in stocks and shares and therefore grow with interest, a bit like a savings account.

As you get nearer to retirement age, more of your pension is moved into cash so there is less fluctuation in is value when you want to take it.

The actual amount you could get will depend on many things. Some of these are under your control, like how long you save and the contributions you make. Some of them aren’t, like the contributions your employer makes and how much your retirement pot grows through investment.

You can use the link below to estimate your pension value on retirement:

NEST Pensions

Can I change my mind and get my money back?

You can change your mind and opt out of the pensions scheme. You cannot opt out until after you’ve been automatically enrolled.

The opt-out period is one month from when active membership is created, or you receive their letter with the enrolment information, whichever is latest.

You will be automatically re-enrolled every 3 years so you must write to your employer every 3 years if you want to continue to opt out.

The employer will issue a full refund within a month of receiving a valid notice of any contributions made to your auto enrolment pension.

If you decide to leave the scheme outside the opt out period, you will instead be ‘ceasing active membership’. Whether you get a refund of contributions will depend on the pension scheme rules.

What if I leave the country? *

Option 1 – leave your pensions in the UK pension plan.

Your pension will continue to be held by your pension provider until you claim it. You can request early payment of these pensions from age 55 at which point you may be able to take up to 25% of the value as a lump sum and use the remained to provide a pension for your lifetime. This is based on the UK laws applying to pensions and retirement.

Option 2 – transfer your UK pensions to an approved arrangement in your new country of residence.

It may be possible to transfer your UK pensions to a pension arrangement overseas if the pension plan is a Qualifying Recognised Overseas Pension Scheme (QROPS). In order to qualify as a QROPS and in order to transfer to a QROPS certain conditions must be met.
*information provided via https://www.pensionsadvisoryservice.org.uk/about-pensions/when-things-change/moving-abroad

Starting to work for the employer	When your pension should start
Between April 2012 and March 2013	01-May-17
Between April 2013 and March 2014	01-Jul-17
Between April 2014 and March 2015	01-Aug-17
Between April 2015 and December 2015	01-Oct-17
Between January 2016 and September 2016	01-Nov-17
Between October 2016 and June 2017	01-Jan-18
Between July 2017 and September 2017	01-Feb-18

Work Place Pension and Auto Enrolment

Written on December 31, 2016. Posted in Blog.

Work Place Pension and Auto Enrolment

Auto enrolment – What is it? and how does it affect you?

Auto enrolment is a government initiative to get more people saving as part of their pension scheme at work.

As from 2018 this ill good news to all employees as all employers will have to set up a pension scheme for all eligible employees. Employees will also benefit from additional contributions from their employer, additionally they will enjoy tax relief on their own contributions.

Although enrolment is a legal obligation (If you are already enrolled you should have been informed by your employer with details of how much both of you will contribute, when you were added and how to leave. If you want to, you can opt out of participating in the scheme, but only after you have been enrolled. This raises the all-important question – should you remain in such a scheme? Or opt out?

It’s important you understand the details so that you can make an informed decision about your pension/savings for the future.

With that, start with understanding eligibility. If you are between 22 and state pension age (you can check that here, https://www.gov.uk/state-pension-age) earn over £10,000 per year, and work in the UK, your employer must auto enrol you. If you don’t meet that criteria, you still have the right to request that your employer enrols you in a work place pension scheme.

Next look at contributions. As part of this initiative, both employee and employer must make minimum contributions, and these are rising in three steps each year from 2016. The exact minimum contributions take into account how much you earn, but roughly speaking the minimums look like so:

	Employer minimum	Employee minimum*	Total minimum
To 5-Apr-18	1%	1%	2%
6-4-18 to 5-Apr-19	2%	3%	5%
From 6-Apr-19 onwards	3%	5%	8%

* Should your employer pay more than the minimum, then this may mean your minimum is actually lower, so long as the total minimum is met.

The other benefit will be tax relief on your contributions. This means is that the government will give back some of the tax you would normally pay as part of your contribution.

Simply put, by joining the scheme, you will benefit with more money paid into your pension scheme, compared to your own personal savings plan.

It remains your choice however as a current best option ensure you are enrolled. Simply speak to your employer and make the most of your pension opportunity.

Author: LSCS-moderator

How to recognise choking

What do if your child is choking

How to recognise gagging

This Course is available Online:

Ten Ways to Ruin Your Nanny Interview (and How to Avoid Them!)

1. Being Late

2. No Handshake or Eye Contact

3. Dodging the Parents

4. Ignoring the Children

5. Dressing Inappropriately

6. Bad-Mouthing Past Employers

7. Mobile Phone Interruption

8. Rambling On

9. Asking About Salary and Holiday Times

10. Failing to Prepare

The Takeaway

First step: telephone or email reminder

Second step: formal letter

Next steps: Employment Tribunal or Money Claim Online

Dealing with a bankrupt employer

First step: telephone or email reminder

Second step: formal letter

Next steps: County Court or Money Claim Online

Dealing with a bankrupt client

Option A – layout option to use when you have several distinct (including longer-term) roles.

How to Write a Standout CV

1. Formatting Matters

2. Contact Details

3. Personal Statement

4. Work Experience

5. Education and Qualifications

6. Additional Information

7. Interests and Hobbies

8. References

Looking for Inspiration?

Many thanks to Leeroy for answering our questions. If you want to find out more about First Aid training with HATA, click here.

Live-in workers and rest breaks

Rest breaks during the working day

Daily rest periods

Weekly rest periods

Holidays

What if it is not possible to take the prescribed rest periods?

What happens if a nanny is asked to work longer hours than contracted for?

Employment law – the basics

The employment contract

Indications of employment

Written terms and conditions of employment

Employment protections

Common contractual problems affecting nannies

Withholding of salary when the family goes away

Overtime issues

What is redundancy?

Redundancy notice periods and consultation

Redundancy pay

Common redundancy problems affecting nannies

Where there is an ongoing childcare requirement

Geographical changes

Replacing a redundant nanny

Maternity, paternity, adoption or shared parental leave

Option A – layout option to use when you have several distinct (including longer-term) roles.

Option B – layout summary option to use when you have multiple similar short-term roles.

‘ Are you a hermit Nanny?’

Being a hermit can be lonely

Is it good for the children?

Make sure that you check the terms before you agree to the work

OFSTED:

DBS (formerly CRB):

Morton Michel – Nanny Insurance:

Nanny Tax:

Nanny Agencies:

Maternity Nurse Agencies:

Ok, you have got your diploma, congratulations. But what next?

BUT.. Have you considered your other options?

Setting up a prenatal or antenatal workshop:

Breastfeeding coffee morning:

One off visits:

Antenatal Support Packages:

Skype calls support:

This Course is available Online:

Ten Ways to Ruin Your Nanny Interview

(and How to Avoid Them!)