The Nannyplus Blog

Basic redundancy rights

July 17th, 2014

Basic redundancy eligibility rules.

How much redundancy pay you get depends on your wage, how long you have been employed by the family and your age. When your employer gives you your redundancy payment they must also give you a statement showing how it was calculated.
You’ll normally be entitled to statutory redundancy pay if you’re an employee you’ve been working for your current employer continuously for 2 years or more.
You’ll get:
• half a week’s pay for each full year you were under 22
• 1 week’s pay for each full year you were 22 or older, but under 41
• 1 and half week’s pay for each full year you were 41 or older

Exceptions
You’re not entitled to statutory redundancy pay if:
• Your employer offers to keep you on
• Your employer offers you suitable alternative work suitable alternative work i.e.
(how similar the work is to your current job, the terms of the job being offered, your skills; abilities and circumstances in relation to the job; the pay (including benefits), status, hours and location) which you refuse without good reason
• Being dismissed for misconduct doesn’t count as redundancy, so you wouldn’t get redundancy pay if this happened

Statutory redundancy pay
Redundancy pay is calculated at a current maximum of £470 gross per week, therefore if your earnings are less than £470 per week, for example £350 gross per week; the calculation is based on £350 x the eligible number of weeks. it is non taxable below £30, 000!

Notice periods
You must be given a notice period before your employment ends.
The statutory redundancy notice periods are:
• at least 1 week’s notice if employed between 1 month and 2 years
• 1 week’s notice for each year if employed between 2 and 12 years
• 12 weeks’ notice if employed for 12 years or more
Check your contract. Your employer may give you more than the statutory minimum, but you can’t be given less.

Notice pay
As well as statutory redundancy pay, your employer should either:
• pay you through your notice period
• pay you in lieu of notice depending on your circumstances

Payment in lieu of notice
Payment in lieu of notice is money paid to you by your employer as an alternative to being given your full notice.
This means that your contract can be ended without any notice.
You must get all of the basic pay you would have received during the notice period. You may get extras such as pension contributions or private health care insurance if they’re in your contract.

Trial periods
You have the right to a 4 week trial period for any alternative employment you’re offered.
The 4 week period could be extended if you need training. Any extension must be agreed in writing before the trial period starts.
Tell your employer during the trial period if you decide the new job isn’t suitable. This won’t affect your employment rights, including your right to statutory redundancy pay.
You’ll lose your right to claim statutory redundancy pay if you don’t give notice within the 4 week trial period.

Time off for job hunting
If you’ve been continuously employed for 2 years by the date your notice ends, you’re allowed a reasonable amount of time off to:
• look for another job
• arrange training to help you find another job
How long you can take will depend on your circumstances.
No matter how much time you take off each week to look for another job, your employer only has to pay you up to 40% of that week’s pay for it.
Example
You work 5 days a week and you take 4 days off in total during the whole notice period – your employer only has to pay you for the first 2 days.


Association of Nanny agencies update

July 2nd, 2014

Association of Nanny Agency update http://www.anauk.org

The Association of Nanny Agencies (ANA) http://www.anauk.org believes that attempting to match parents with nannies at the click of a button is compromising children’s safety.
Over the last few years there has been a sharp rise in the number of online nanny directories springing up on the internet, offering parents and nannies free and easy access to childcare databases.
ANA believes that although this may seem like a cheap and convenient way for busy parents to find childcare, often matches are made with proximity of postcode between the parent and childcare provider as a main criteria. There are no face-to-face meetings and often very few checks are done to verify the childcare providers’ experience, qualifications, references or suitability for the families in question.
Choosing a nanny for your child is one of the most important decisions you’ll ever make. It can’t be done safely at the click of a button.
All ANA Agencies are committed to driving up safeguarding standards by establishing a professional code of conduct and best practice for all nanny agencies.
If parents are looking for a nanny or nanny agency, they can rest assured that an ANA-approved agency meets the highest standards of professional excellence. ANA membership is proof that the agency is reputable, and that their work practices have been checked and monitored.
Work practices include a commitment to thoroughly vetting every nanny on its books through face-to-face meetings, and rigorous reference and paperwork checks including DBS checks.
ANA members also comply with legal, insurance and data protection responsibilities.
The growing ANA network and our association with relevant bodies enables all members to remain up-to-date on industry specific regulations and legislation, which means that in turn, we are best suited to help our Clients and Nannies safely and legally.
Click http://www.anauk.org


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