Sometimes the timing and/or the costs involved in employing a full-time nanny will mean that a nanny share is the best option for you. However employing a nanny as part of a nanny share has its own issues. Parental Choice is here to guide you.
A share is a partnership in which all are equal. Just because you are now sharing a nanny doesn’t mean that you have any less say in things. Your nanny should look after and treat ALL children within his/her care both equally and fairly, regardless of who employed her first and regardless of whom he or she works the most hours for. Communication is the best policy all round.
Please note that it is not a wise idea for the sake of your children for a nanny to look after more than 3 children under the age 3 years or 4 children over the age of 3 years.
Vital to any employment is the strength of the employment contract. This is especially true when it comes to a nanny share arrangement. Please contact our legal team at email@example.com or see our page on nanny employment contract for further information.
The main point to consider when entering into a nanny share is that both parties in the share must pay the current minimum wage per joint hour the nanny is looking after both families’ children. For example if the nanny is working 30 hours for both families than it would be the minimum wage per family for 30 hours. Both parties are considered to be separate employers by HMRC and must comply with payroll and tax obligations. Beyond the legal requirements, it is a wise idea to register as two separate employers in order to save up to £1,500.00 in employer’s national insurance contributions.
To ensure equal distribution of tax and national insurance between each family within the nanny share, you may wish to consider splitting your nanny’s tax code. Please remember that your nanny’s tax code belongs to them and it will be up to them to call HMRC to instruct them to split their tax code accordingly between each family. It will be up to HMRC whether to agree to that split.
As with all employees, it is best to agree a gross salary, to avoid payment by the employer of any unpaid tax liabilities, student loans etc. If the tax code is not split between each family and both parties are paying a gross salary, then overall the nanny will receive the same net amount as if the tax code were not split but one party will pay more tax than the other. This is because one family will be deemed his / her main employer and therefore have the benefit of his / her personal tax allowance, whilst the other family will be paying tax at basic rate on the whole of their amount.
The average cost of employing a nanny as part of a nanny share, including tax and national insurance contributions, is around £350-£420 net a week per family. Use our salary calculator to work out your net and gross calculations. Or get in touch with the team for a detailed calculation.
Bear in mind any hidden household costs as well, such as who will be responsible for paying for the nanny and children’s food and daily expenses. A joint reasonable kitty is a sensible option to be decided on a regular basis.
Working tax credits and childcare vouchers can both be used to pay for the cost of hiring an Ofsted registered nanny, even a shared nanny. Families with a joint income of less than £66,000 per year can currently receive up to 90% towards the cost of hiring an Ofsted registered nanny via tax credits.
Parents considering a nanny share should also consider whose home the children should be based in for the share. However ideal another family may seem, if they are on the other side of town you’ll have to consider carefully whether the share is practical. You will have to bear in mind the time it takes to travel to the other family’s home as well as doing your own commute into work.
Nannies are entitled, if they work 52 weeks a year, to 5.6 weeks of holiday including bank holidays in total across the two families. How this time is divided up between the two families is a matter of negotiation. Usually one week is taken for each family and the remaining two weeks are up to the nanny to decide. If your nanny is part-time, then their statutory entitlement will have to be pro-rata’d.
Work out with the other family before you employ a joint nanny what his/her duties are going to be. Some families like to include babysitting and some light housework duties in the cost of the nanny, so if you’re looking for the basic rather than the premium service, make that clear straight away to the other family as well as to your nanny. Also bear in mind that each child will have its own schedule: playgroups, swimming, music and play dates all take their time. Your nanny share will work more smoothly if the children all take part, as far as possible in the same activities. This avoids the children being dragged from pillar to post all day.
Do ask about attitudes to parenting before you go ahead with a share. If you’re big on discipline and manners yourself, then what you want from your nanny will not marry with the ideals of a very permissive family. Small differences can always be worked through but fundamentally different perspectives won’t work and could end in tears!
In the event your child is sick, then you will need to make separate childcare arrangements because it is not fair to infect the other children in your nanny’s care. As much advance warning as possible is always appreciated. Similarly make it clear if your child has any medical issues or allergies. A nanny will have to bear this in mind on a daily basis when dealing with all the children.
Equally if you are sick and the nanny share takes place in your home, then give your nanny and the other family as much advanced warning as possible so that alternative arrangements can be made.
Also bear in mind and discuss with the other family what emergency arrangements need to be put in place in case the nanny is sick. It always works to be organised in advance with these issues.
The above is a summary of the main points to consider when thinking about a nanny share. If you wish to discuss any of the above or require any further guidance, then please contact PC Payroll & Legal.