Nanny wants to take extra leave in term time but already used allowance for year

Iv had a no holiday in term time contract.
Very happy with this as have my own child (teenager;doesn't come with me) so prefer holiday in school hols too.
Most contracts iv had stimulate leave is not carried forward. So taken it the year before would be odd too.
I wouldn't worry OP. Think you are being too thoughtful :)
You are the employer just say no.

Wow, I'd be pretty peeved if our nanny did this (and I don't think she would dream of doing so). I think she's taking the piss tbh. And I don't agree that "no harm in asking" - as you say, it just puts the guilt onto you.

So many reasons that you are perfectly entitled to say no:

• she's used up her holiday allowance
• using next year's is not a right
• nor is unpaid leave
• contract says no leave at term time
• you've already accommodated her once as a one off.

Your no holiday in term time stipulation is a bit unusual (but hardly unheard of), but other than that, what she's asking for (ie extra unpaid leave/using next year's allowance) wouldn't be entertained by most nanny employers so if she resigns over this I think she's got an unrealistic idea of what nannying entails. In fact it wouldn't be allowed by most employers of any sort!

Best of luck. Hopefully she knows she's being cheeky and will take it on the chin.

You say you pay v well for the hours. What do you pay?

How flexible /overtime does she do ie how often do you /dh go away at same time/work late?

Why can't you recruit till feb?

But regardless of the above if she keeps wanting time off during term time you need to sit down and say if she can't stick to terms of contract then the job will come to an end

Oops - didn't see next page. Thanks fish.

I didn't think you got extra holiday for working more hours? Have you got a link to the legislation?

OP, I'm not sure of the current situation, but I think contracts for most 'professional' jobs waive the working time directive so your situation may not be in line with general legislation,

my apologies fish you are completely correct.

atticus that's not quite right.

Everyone has a statutory right to 5.6 weeks of paid holiday. BUT there is a cap on the statutory minimum of 28 days. So, someone who works 2.5 days a week has a minimum entitlement of 14 days, but people who work 5 days or 6 days a week both only have a minimum entitlement of 28 days (though some kind employers do give more)

"If she is generally reliable and good at her job I'd just let her have the time. After all she could be off sick a lot and that would be a much bigger problem."

Is this a devil's advocate position?!

I thoroughly disagree. It's not just "let her have the time off", it impacts OP's own work and she doesn't have the leave to cover non-emergencies. This isn't an optional play group on a Saturday morning!

And sickness is unpredictable - the nanny may need a day or two off sick before Xmas and then the OP is in an even more difficult situation.

yes, email. you shouldn't have to juggle diaries. that's what she's there to prevent!

i would also reiterate in the email that you absolutely cannot give her leave in term time.

If she is generally reliable and good at her job I'd just let her have the time. After all she could be off sick a lot and that would be a much bigger problem.

nettled? "entitled"

She is an employee. She is entitled to 28 days' paid leave per year. You as the employer are nettled to set everything else. So if you want for example to tell her that she gets 28 days leave but must take those days on the 8 bank holidays, the two weeks you are away during the summer and the rest at Christmas then you are perfectly within your rights to do so. Say "no, sorry, leave during term time isn't permissible."

thinks it is like an office job.

This wouldn't be allowed in an office job either.

Another point is that she could be genuinely ill between now and Christmas and then you would have to rely on the good will of your employer/other mums/relatives/nannies. They aren't going to too willing to pitch in then if you have already asked them for help so your nanny could have extra holiday.

If you could happily do without a nanny for a day, you wouldn't need a nanny and she wouldn't have a job.

Is the odd day she wants in half term ? Just wondering if she could have misinterpreted "term time" as not begin required to work half terms or not got the term dates clear. Clarify your definition of term time as per your original agreement, that she has no leave entitlement left and that due to your/dh work commitments it is not possible to be flexible on this occasion . There is always the possibility she'll call in sick and go anyway but that is when you can give a warning.

If arrangements may be negotiable in future ie. with specific notice or if you can arrange cover maybe you can agree to discuss varying terms at another time with a notice period which might enable you to do so.

Oh sorry, my mistake! was thinking about the terms of the contract but I see what you mean. What a pita, OP, perhaps Yonic is right and an email would serve as the short sharp shock she seems to need!

I think it's ok to email or phone. I actually think an email might be better, you can use it to remind her of your discussions at interview and why this doesn't work for you, if you want to.

I don't think you can give a verbal warning about a request, rooty!