The Association of Nanny Agencies

Code of Standards of Best Practice

These Standards are based on a set of high principles that were formed as a result of consultation with over 50 nanny agencies UK wide. They recognise that parents rightly demand a high standard of service, nannies deserve the respect these Standards provide, and, most importantly aim to ensure that agencies do all that is reasonably possible to ensure that the experience of children cared for in their own home is a safe and positive one.

These Standards are listed in no particular order as they are each of equal importance.

How to become a member of ANA

The Agency will provide you with clear written details/evidence on:

1. Name and address of agency owner.
• Daytime telephone number and any out of hours contact arrangements (not always available).
• Hours of business.
  
  
2. Insurance certificate that covers Professional Indemnity.
   
   
3. Confirmation that the agency is registerd with The Data Protection Agency.
   
   
4. The Agencies Terms and Conditions, including:
• Service costs
• Refunds policy
• Contractual agreements


5. Details or copies of the agency's other policies and procedures. These must include:
• Recruitment, selection and interview procedures for nannies;
• Confidentiality
• Complaints
• Equal opportunities


6. The Agency must sign a statement to agree to abide by the ANA mission statement and codes of best practice.
   
   

Standard 1
Agreement between Client and the Nanny Agency

1. You will receive a written agreement that clearly states the service being provided, terms and conditions including full costing and arrangements for refunds, if appropriate, and arrangements for changing or ending the agreement.
   
   
2. The agreement will be sent by a representative of the nanny agency and will require your signature.

Standard 2
Client requirements details.

1. The agency is committed to responding to your request for childcare quickly and efficiently, taking the time required to best match your needs with the most suitable nannies available. In the event that the agency cannot quickly identify suitable candidates, they will discuss with you the appropriate methods for sourcing such candidates and will inform you if the type of candidate you require is likely to be difficult to find.
   
   
2. To assist the agency you will be required to provide the agency with full details of your needs, including:
   • Date nanny required from.
   • Address where s/he will be working.
   • How long you envisage needing the services of a nanny.
   • Is the position full or part-time.
   • Will nanny have sole charge.
   • How many children and their ages.
   • Any special needs of the child/ren or family.
   • Have you employed a nanny before (the agency may wish to speak to your previous nanny to establish any issues from a nanny's perspective).
   • Will your nanny be required to drive? If so, will you be providing a car (evidence of adequate insurance cover will be required no later than the first day of employment).
   • Details of accommodation if offered.
   • Job description.
   • Details of any other help employed.
   
   
3. The Agency will ensure that only nannies meeting all your requirements will be put forward to your for interview. S/he will be made fully aware of your childcare needs and the terms and conditions of employment on offer.
   
   
4. When a suitable candidate has been appointed, the Agency will support you, if required, in drawing up a suitable contract of employment.
   
   
5. The Agency will take on a duty of care with you and the nanny during the nanny's probationary period to make sure all is well. In most cases this will be via telephone.
   
   
6. The Agency will keep full written records, showing:
   • Your agreed childcare needs (signed agreement).
   • Details of the nannies put forward for interview.
   • Details of the nanny appointed and details of the contract.
   • Date appointment commenced.
   • Copy invoice for services provided and details relating to when and how payment settled.
   
   

Standard 3
Selection of Nannies.

1. The agency will have interviewed all nannies put forward for interview personally and on a face-to-face basis.
   
   
2. The nanny will have entered into a contract with the agency which demands a high level of mutual respect.
   
   
3. The nanny will have agreed to deliver the highest standards of childcare, interact fully with your families childcare needs and to provide your child/ren with a wholly positive childcare experience. S/he will take account of your childcare needs, any cultural differences and show full respect for your religious and moral values.
   
   
4. The Agency has a strict interview policy which includes:
   • Inspection of original childcare certificate(s) of qualification and other relevant certificates.
   • Enhanced CRB Disclosure or equivalent police checks.
   • Checks with at least 2 previous employers or college if appropriate.
   • Written evidence of references.
   • Confirmation of identity minimum 2 (examples of acceptable identification include the following: passport; driving license; birth certificate; utility bill; work permits/visas).
   • To encourage the nanny to take out Nanny Insurance and to hold an up-to-date First Aid Certificate.
   • A written record of interview between nanny and agency will be kept.
   
   
5. The Agency will keep accurate written details relating to all nannies put forward for placement.
   
   

All 'ANA' members MUST adhere to the above 'Code of Standards of Best Practice'. Any found not doing so will have their membership withdrawn and, depending on the nature of breach, will be reported to the Department of Trade & Industry’s Employment Agency Standards (EAS) Inspectorate for possible investigation. The EAS have powers under the Employment Agencies Act 1973 and Conduct of Employment Agencies and Employment Business Regulations 2003, to investigate any complaint it receives, as well as carrying out an inspection of records held by any employment agency. EAS aim to ensure compliance with the legislation and they can, where necessary, prosecute an agency for breaching the specific legal requirements they enforce. Ultimately, EAS can apply for a prohibition order to stop a person from running, or being concerned with the running of, an agency for a maximum period of 10 years.