How do you make a nanny redundant?

[AgentJ]

Just that really - we will no longer be requiring the services of a nanny so we need to make our current employer redundant. How do we go about this - do we just write explaining the above and giving the appropriate notice?

Blimey, if your this bad tempered and aggressive in RL she'll probably be relieved.

Yes aggressive and defensive are very similar.

Except they're not.

It's your attitude, OP - we're not feeling the love.

I think the OP is being unfairly attacked here. This is a valid question (notice or redundancy? I don't know the answer off the top of my head and I am a lawyer although this is not my area). It sounds like she has been open with the nanny and now there is a genuine change in circs beyond what was expected. Dealing with employment issues with someone who works in your home and cares for your child is hard.

employers who do not follow 'best practice' in a redundancy situation can find themselves in an automatic unfair dismissal situation. unlikely in your case but the pregnancy does cloud things even if you are adamant thats not yhe reason. a tribunal would query why a perm contract was given for a start and this throws shade on the pregnancy not being the reason. tribjnals dont look favorably on employers who do not follow best practice. upshot is if i were you i would 1000000% follow the redundancy process just to cover my arse and avoid a discrimination payout.

phone acas, ask for the process from them, document the date/time/name of the advisor just as arsecovering. if she was aware that the role would end thrn it wont be that confrontational.

ill be accused of scaremongering but ive seen et's award losses for much less than this. shes pregnant, you have to do this right to cover yourself, esp as you gave her a perm contract.

lenght of service doesnt matter in redundancy it only factors in to redundancy pay, which she wont be entitled to

ooooh just seen that she was made aware that the hours may change, not that its a definite the role would go

you really should follow the redundancy process just to cover your arse. its not as bad as youre thinking honestly

Unfair dismissal not applicable if employment is less than 2 years.

As long as you don't employ another nanny, the risk is very very low.

it is if its related to pregnancy, and if best practice/acas guidance isnt followed to make the reason clear and fair, the employee might take exception to this, especially as OP didnt know she was pregnant until after the trial period, gave a perm contract (presumably), and made reference to the hours potentially just changing.

in this case op says its not pg related and i do believe her i just think op you didnt realise the responsibilities you would have. phone acas, not web browsing, get their advice on the process, they even have template letters to help. its not a long process, will be relatively painless and is fairly straightforward in your case. dont take a risky shortcut, do it right and fair and move on :)

or should i say they could take exception and if they decide to take it further, and if best practice/acas isnt followed, an ET would frown upon it

or something, its late!