As your nanny’s employer, their holiday and sick pay aren’t optional extras — they’re legal entitlements, the same as for any other employee in the UK.

Statutory holiday entitlement

Under the Working Time Regulations, employees are entitled to a statutory minimum of 5.6 weeks’ paid holiday per year, pro-rated for part-time hours. This can include UK bank holidays, but doesn’t have to — it’s worth agreeing explicitly in the contract whether bank holidays are included in that 5.6 weeks or given on top.

Working out pro-rata entitlement

For part-time nannies, holiday is calculated proportionally to hours worked rather than days in the office — a nanny working three days a week is still entitled to the full 5.6 weeks, just calculated against their working pattern.

Statutory Sick Pay

If your nanny is off sick and meets the eligibility criteria (broadly, earning above the Lower Earnings Limit), they’re entitled to Statutory Sick Pay for qualifying sick days, paid by you as the employer and reclaimed in part in some circumstances. Rates and thresholds are reviewed periodically, so check the current figures on gov.uk when it’s relevant.

Most disputes over holiday and sick pay come from it never being written down clearly in the first place — not from bad intentions on either side.

Put it in writing

All of this should be set out plainly in your nanny’s written contract, along with how holiday is booked and how much notice is expected — it protects you both.