Employment Contract
The Written Particulars of Employment are:
Legally, employees must be issued with what are called written
Particulars of Employment within two months of commencement of
employment. The written Particulars of Employment are:
- Names of employer and employee
- The date when employment began
- Remuneration and intervals when paid
- Hours of work (if flexible – maximum hours to be
worked in any one
week)
- Overtime requirement and method of payment
(additional pay / time
off in lieu)
- Holiday entitlement
- Sickness entitlement
- Pension arrangements, if any
- Length of notice on both sides to terminate the
contract
- Title of the job
- Place of work
- Details of discipline and grievance procedures
Nannies are strongly advised to ask for this information before
taking up the position. The information should be part of a
contract of employment which should include all terms and
conditions. If you are confused by or unsure about any part of
the contract – ask. It is much easier to alter a contract in
its draft stages than afterwards, when it may be difficult or
awkward to raise the issue.
Do make sure that both parties sign the contract and that your copy
remains close to hand should you need to refer to it.
Ensure that provision is made in the contract for the airing of
views. This makes life easier should you need to bring up any
matters of concern relating to your employment.
Be clear about your duties. There is no such thing as a nanny
job description and as no two nanny jobs are the same, this would be
impossible to produce. However, be clear in your mind of your
employer’s expectations and any do’s and don’ts such as child
discipline issues.
