Redundancy for nanny without a contract.

[knakered]

Our nanny started work for us on April 12 last year - I gave her a draft contract to comment on and it had never come back. I now need to make her redundant what are my duties as an employer (financial and process)

completley agree nanny should have been sacked btw

and oh yes if i had a nanny like that so would i sack her...

Butit looks like that didnt happen and just pointing out that as an employee the nanny does have rights too

The nanny waved goodbye to her rights when she started being a bitch to the children.

How likely is she to sue you for breach of contract, knakered? Had you signed the contract? (not sure if that makes a difference)

Do you need her to work her notice?

I'm notreally clear on what the timings are. Was the shouting at the 18 month old something that happened in the past, or is this a recurring ehavour for the nanny. Sadly, I suspect it's the later.

So, Knackered, can I come on your ski holiday if I take over for afternoon naps?

Hi nannyL - yes I did draft her a contract last year and asked her to review, comment, sign return etc...it has never come back -- I am more than happy for the terms and conditions of this contract to apply for my sake as mcuh as hers...I do not want to be unfair in fact I think that my inassertiveness and over accomodating has led us to this place. The nany contract is the template from nannyjob.com...a few days after i had given it to her she said that she had shown it to an employment lawyer mate of hers who said it was "crap and not in the nannys favour"...and she would rewrite it ...I just let it go and it has not come back ...so I assume thta we are working under the terms of the standard one I issued last year??

The fact she hasn't signed the contract is irrelevant. She has come to work, accepted the pay and therefore has been working under the terms of the contract.

You've had excellent advice from flowerybeanbag who really does know what she is talking about. I suggest you contact ACAS for advice and go about dismissing her fairly and appropriately for reasons relating to redundancy IF this is truly a redundancy situation.