Holiday Entitlement for Part-Time, Term-Time Only Nannies

Provided by AthleteMannies and Nannies

At AthleteMannies and Nannies, we are committed to ensuring all our nannies—whether full-time or part-time—understand their legal rights and entitlements. For part-time, term-time only nannies, holiday entitlement is still a legal requirement in the UK and must be calculated fairly, based on the hours and weeks worked.

Below is a clear guide to understanding how holiday works for you if you're employed on a part-time, term-time onlybasis.

📌 Statutory Holiday Entitlement

In the UK, all workers are entitled to 5.6 weeks of paid holiday per year, pro-rated for part-time staff.

However, for term-time only nannies, this can be a little more complex.

Key points:

  • You accrue holiday pay based on the number of days you work per week, even if you don’t work all year round.

  • The entitlement is usually calculated in weeks or as a percentage of hours worked.

  • For term-time only roles, the simplest way to calculate holiday pay is as 12.07% of hours worked (this accounts for 5.6 weeks out of a 46.4-week working year, assuming you only work during school terms).

Example:

  • A nanny working 3 days per week during term time would earn holiday pay equal to 12.07% of the hours worked over the year.

  • This holiday is typically paid in addition to wages, either as paid time off during holidays or as a clearly itemised holiday pay amount in your payslips.

📅 Holiday Scheduling: Family vs Nanny

While part-time term-time roles often mean you don’t work during school holidays, you are still entitled to paid holidaybased on your contract.

Many families follow this model:

  • 50% of the holiday period (or holiday pay use) is decided by the family, often tied to their own needs.

  • 50% is at the nanny's discretion, with appropriate notice.

However, because term-time roles often coincide with school schedules, nannies may naturally be off during school breaks. In those cases, holiday pay is still owed, even if no work is required.

✅ Best Practices & Recommendations

To avoid confusion, we recommend the following:

  • Your employment contract should include:

    • How holiday pay is calculated (e.g. as a percentage of hours worked).

    • Whether holidays are paid time off or rolled into your salary (with itemised payslips).

    • Who chooses holiday dates, and how much notice is required.

  • Ensure holiday pay is clearly documented in your payroll, especially if working irregular hours or term time only.

  • If you're not sure how your holiday is calculated or paid, don't hesitate to ask—AthleteMannies and Nannies is here to help you stay informed and protected.