Nanny FAQ’s

A good Nanny/Governess has a genuine passion and strong desire to nurture and develop children, has good values and always aspires to provide the highest level of care to children whilst delivering a stimulating and fun environment for them to develop and grow. You should be able to build good relationships with both children and parents, demonstrate the ability to be responsible, patient, able to cope under pressure, be a good listener & an excellent communicator.

At each stage of a child’s life their needs change, at Kensington Nannies we aim to be able to provide childcare solutions that meet their needs from birth to teens. Just like there are different types of childcare, there are different types of candidates each with their own special skill to offer, so we do not set hard and fast criteria that are required in order to register as each family is unique & specify their own criteria. However, as an Agency whose sole focus is childcare solutions it is expected that a professional Nanny/Governess/ Maternity Nurse  has a degree or diploma that covers child development/care of children, previous experience supporting children and exemplary references that bear testament to be a suitable individual to work with children.

A Nanny is a professional in-home childcare provider that is responsible for everything relating to the children. Each Nanny position has slightly different duties & responsibilities, depending on the ages of the children, family requirements and other factors but traditional responsibilities that a nanny will be expected to complete daily can include: (Read more)

• Some Nanny jobs may require a Nanny to work 2, 3, 4, 5 or 6 days a week sometimes providing 24-hour cover.
• Live-out Nannies usually work 10 – 12-hour days, Monday to Friday. Those hours can be negotiated and agreed between both parties depending on the requirements of the family.
• Live-in Nannies tend to work slightly longer hours, generally up to 12 hours per day, Monday – Friday, including two nights babysitting (between Monday – Thursday)

Salaries vary greatly depending on a candidate’s qualifications, experience and the duties and requirements involved in each role. This is a guide only based on vacancies filled 2021-2022

London Live-out Averages £48000 – £80 000+ annual gross (based on a 10 -12 hour day Monday-Friday)

London Live-in Averages £38500 – £65000+ annual gross week (based on a Monday-Friday position 12 hrs per day and 2 nights babysitting inclusive of the net wage Monday-Thursday)

Temp 24-hour cover or Holiday Sole-Charge Nanny £250 -£350 gross plus per day

Weekend Nannies Sole-Charge Live-in £250 gross per day

Live-out weekend £20-30 gross per hour

Part Time /Temp by the Hour £20 + gross per hour

Maternity Nurses/Nannies £300- £400 + daily gross (single baby)

Outside of the U.K Salaries for Nannies placed abroad vary considerably £700-£1500+ net per week dependant on the requirements of the position & calibre of Nanny.

It is the employer’s responsibility & legal obligation to pay all relevant tax and lawful deductions (link to legal responsibilities)

You can visit the Nanny Tax Salary & Pensions calculator (Nanny Salary & Workplace Pension Calculator (nannytax.co.uk)  online, alternatively call Kensington Nannies and any consultant will be able to assist.

What is deemed suitable accommodation for a live-in nanny situation, can vary from Nanny to employer and even from Nanny to Nanny. Detailing exactly what is provided for the Nannies’ private use ensures everyone enters into the live-in arrangement with a clear understanding of expectations.

• Parents must consider if they have the space and resources to provide comfortable accommodation for their live-in Nanny ensuring that all maintain privacy.
• All live-in candidates will require at a minimum, a private bedroom however the accommodation for most live-in Nannies include at minimum a private bedroom and bath.
• Some live-in Nannies will live in a guest house on the employer’s property or a self-contained apartment within the family home. It’s not unusual for a family who need the flexibility that a “live in” candidate provides to rent a flat close to the family home for their “live-in” Nanny/ Governess.
• All utilities & meals in line with the family menu plan are part of the arrangement

• At a minimum, all the live-in Nanny’s meals should be included in boarding provision both on & off duty.
• Most families simply ask the Nanny if there are any special items they want to be included on their grocery list, or more often, the Nanny does the family’s grocery shopping and adds any items they may want whilst shopping. Sometimes, (generally in the instance where a Nanny is caring for an infant) parents will provide the nanny with a weekly food allowance and the Nanny takes care of their own shopping independent of the family.
• The Nannies food expectations should be realistic, it is the employer’s duty to provide nutritional foods but not extravagant foods. A good mix of seasonal fruit & veg, protein, & carbohydrates should be provided so that the Nanny can make a nutritional meal, in addition to coffee, tea & water.
• Typically, whilst on duty live-in Nannies share their mealtimes with the children. They eat when & what the children eat or when the children are napping during the day.

• At a minimum a full-time Nanny (5 day working week) is entitled to 28 paid days holiday per year. This is made up of four weeks standard leave and eight bank holidays, which are paid, giving an annual entitlement of 5.6 weeks
• For part-time Nannies, holiday entitlement is calculated in proportion to their hours. A part time Nanny’s annual leave entitlement is also based on 5.6 weeks, but their ‘week’ doesn’t translate into the same number of days. Instead, it gets scaled down (or ‘pro-rated’, as the contract might say).
• For example, if a Nanny works 4 days per week, their holiday entitlement is 5.6 weeks x 4 days, which is 22.4 days of annual leave.

https://www.gov.uk/holiday-entitlement-rights

Generally, the employer will select 2 weeks during which the employee is required to take holiday, and the employee may then choose the remaining 2 weeks, with consent from the employer.

• A DBS check enables employers and parents to check the criminal records of current and potential future employees to ascertain whether they are suitable to work with vulnerable children or adults.
• It is not compulsory for Nannies to have a DBS, but it is a standard requirement for the profession.

https://www.gov.uk/government/organisations/disclosure-and-barring-service/about

All candidates who choose to register with Kensington Nannies need to meet all requirements below, prior us being able to assist with work finding services:

Paperwork:

An up to date C.V displaying all previous work & childcare history

Photo ID: A valid Passport &/ or driving license

An up-to-date DBS certificates (or Police check for those who are not U.K residents)

An up-to-date First Aid certificate

Degrees & certificates confirming qualifications

Proof of eligibility to work within the UK where applicable (Or the correct Passport/ Visa to work within the country of your choice)

Proof of address

References:

By law it is a prerequisite that we confirm a minimum of two (child care related) references from previous employer`s. We prefer to check as far back in work history as possible.

Interview:

During this interview a consultant will verify all documentation and gain a comprehensive understanding of previous childcare experience, current skill-set and discuss future job aspirations.

We must check your suitability to work with children, Kensington Nannies is required by law to have independently obtained & verified a minimum of 2 positive references from a minimum of 2 referees before submitting a profile to prospective employers. (The majority of employers expect the Agency, where possible, to check all employment to ascertain a candidate’s suitability so the more referee’s you can supply the stronger the chances are of you obtaining your desired position.)

Yes

Within the residential childcare sector there are various qualified individuals who work to create a stimulating and caring environment for children to grow and develop & meet their milestones. Two specific roles you will hear the most of are a Nanny and a Governess.

There are significant differences between these two roles. A Nanny’s priority will always be the wellbeing, care and happiness of the child/children, whereas a Governess may also cover some of these areas their skills & duties are specialised towards educational achievement and learning, with a focus on teaching academic subjects in addition to general knowledge, etiquette and independence. Below in more detail are the differences between a Nanny and a Governess.

A qualified Nanny is a professional in-home childcare provider who is responsible for everything relating to the children, their all-round wellbeing, routines & day to day activities, including promoting age appropriate social, emotional, physical & educational development. Each Nanny position has slightly different responsibilities, tailored to the ages of the children & family requirements.

A Governess is specialised in their field as an educator; some children who work with a Governess are home-schooled whilst others attend school. Traditionally, those that are employed to home school a child will only perform the role & duties of a teacher, doing formal lessons for 6 hours a day. A Governess will tailor their style and curriculum based on a child’s learning and academic requirements and will be able to provide them with the required academic attention based on their needs, pace and readiness. Hiring a Governess gives a family a great deal of flexibility for when travelling, making it possible to move between residencies without disrupting learning, meaning that children can be taught regardless of their location. This flexibility means that lessons and activities can be arranged around prevailing commitments and plans. When home-schooling is not required the Governess will structure each day around a typical school day, liaise with the Childs school, and support the Childs learning academically or otherwise outside of the classroom, enhancing the Childs awareness of the world around them, supporting the children’s special interests & inspiring new ones, encouraging socially acceptable behaviour, etiquette and manners.

Minimum Criteria to be a registered Kensington Governess/ Governor

• Formally qualified and hold a degree, i.e. Early Childhood Degree, Secondary Education Degree or Bachelor of Education or relatable tertiary degree.
• Experience as Governess/ Governor is desirable
• Have a minimum of 2 references from previous employers with contactable details
• Hold or be willing to undertake an Enhanced DBS (Disclosure and Barring Service) certificate

Yes, the call for Governess’ and Governors are mainly from our clients who are outside of the UK although from time to time we do get clients seeking a specialist educator in the UK market

Some such households who require 24 hour call, 7-days each week opt to employ Rota Nannies/Governess’s.

• In theory Rota positions are where a family employ 2 or more Nannies who work on a rotation schedule of week(s) on duty followed by week(s) off duty thus ensuring that they always have childcare in place.
• Generally, the weeks that the Rota Nanny/Governess is not on duty rotation are days off/holiday however the rotation schedule may change, and it is expected that the Nanny/Governess is obliging to swap days off/schedule to accommodate the employers wishes.
• When not on duty Rota Nanny/ Governess’s are expected to vacate any accommodation provided by the principle and may be expected to fund their own travel arrangements to their point of origin.
• High calibre Rota Nannies/Governess also leave a detailed diary /report regarding the children’s progress, arrangements and timetable for their counterpart thereby enabling a smooth transition which is reciprocated when they return to duty.

Yes.

Every family is unique, and all have their own preferences and requirements, all parents want the very best care possible for their children regardless of their wealth or life in the public eye.

Those who are UHNW or VIP / Celebrity clients typically have a myriad of staff who are dedicated to make sure that the family’s life runs seamlessly, from family & executive PA’s, security & chauffeurs, chefs & housekeepers etc. To work successfully in these types of households it is imperative that a Nanny/Governess works well within the team employed.

Those who have worked as a Nanny/Governess in similar high-profile households are looked upon favourably having already proved suitability to undertake a demanding yet rewarding role

Additional qualities required include:

• Adaptability
• A Flexible approach
• The ability to be able to read a situation & act accordingly
• Eloquent with impeccable manners
• Discreet, Loyal & Trustworthy
• Service minded

The lifestyles are such that arrangements change at a moment notice, one day entertaining the children on the ski slopes of Switzerland, followed by home-schooling on a trip to the UAE or occupying the children on a Yacht in the Mediterranean. Versatility, resilience, stamina, spontaneity & sea legs are a must!

The role calls for organised individuals who are one step ahead, giving of their time & have multi-faceted skills at supporting a child emotionally, socially, academically and physically in unfamiliar surroundings, dealing with jet lag and isolation. In exchange these roles are expected to come with above average remuneration, acknowledging that the Nanny/Governess’s needs will frequently come secondary to that of the children & the families schedule.

Rota Nanny / Governess Jobs

Some such households who require 24 hour call 7-days each week opt to employ Rota Nannies/Governess’s.

• In theory Rota positions are where a family employ 2 or more nannies who work on a rotation schedule of week(s) on duty followed by week(s) off duty thus ensuring that they always have childcare in place.
• Generally, the weeks that the Rota Nanny/Governess is not on duty rotation are days off/holiday however the rotation schedule may change, and it is expected that the Nanny/Governess is obliging to swap days off/schedule to accommodate the employers wishes.
• When not on duty Rota Nanny/ Governess’s are expected to vacate any accommodation provided by the principle and may be expected to fund their own travel arrangements to their point of origin.
• High calibre Rota Nannies/Governess also leave a detailed diary /report regarding the children’s progress, arrangements and timetable for their counterpart thereby enabling a smooth transition which is reciprocated when they return to duty.

No! Whilst you do not pay us a fee we truly do want the best for our candidates and aim to support you in sourcing your dream role & establishing a long-lasting relationship with you throughout your career

As an agency, we always advise a recruitment time of a minimum of four weeks. (depending on the notice period) We work very hard as an agency to perfectly match your skill set, previous work experience and aspirations with those of a potential employer, ensuring that your requirements are met.

Depending on qualifications and experience, job location, requirements & duties involved, take home pay can range from the equivalent of £3000-£6500 and rising per month.

During the search salary expectations are always quoted net of tax & in GBP.  On top of any GBP figure quoted, it is expected that the employer adds on to this figure any taxes, social security etc. that are lawfully applicable in the country where services are being provided.

When entering into a contract the NET GBP renumeration agreed between employer and employee will be converted into the gross figure in the currency of the country where the Nanny/ Governess is providing services and is fixed at this exchange rate used on the day of conversion for the duration of the contract.

For vacancies outside of the UK, the Employer is responsible for obtaining a work permit on the potential employee’s behalf. For most of the positions that are based in the EU it is expected that the potential employee is eligible to work in the country in which they are to be employed. (British passport holders no longer have the automatic right to work in the EU. & it is very difficult to obtain a work permit for a non-EU passport holder)

At the employer’s expense: Return Flights to & from the candidates point of origin, a 2-bag check in allowance, related travel expenses, travel & medical insurance.

Whilst the contract is between the employer and the employee, Kensington Nannies can assist in formulating standard clauses.

Most expect a minimum of four weeks paid holiday

Due to the nature of the positions based outside of the UK flexibility is key. Each family have their own requirements & those who commonly require a nanny to work 6 days a week pay more that those who give weekends free.

Kensington Nannies place Nanny/Governess’s worldwide subject to an employer being able to provide a work permit, a fair & legal job requirement, a competitive salary & a safe environment.