Register as a childminder

Posted on 6th February 2023 by Streets Employment Law


Image to represent Register as a childminder

There are fines for not registering as a childminder if you were required to do so.

GOV.UK guidance on the matter states that you must register as a childminder if all of the following apply:

  • the children are under the age of 8;
  • you look after them for more than 2 hours a day;
  • you look after them in your own home; and
  • you get paid to look after them - including payment in kind.

A registration can be made with Ofsted or through a childminder agency.

In order to register, the childminder will need:

  • an enhanced check with barred lists for home-based workers from the Disclosure and Barring Service (DBS);
  • first aid training for the age group they will look after;
  • childcare training;
  • a health declaration booklet;
  • contact details for 2 references; and
  • a certificate of good character from an embassy - if they lived abroad in the past 5 years.

A person does not need to register (although can choose to do so in certain situations) if they are working as a:

  • a nanny
  • a tutor
  • a babysitter and if they look after the children between 6pm and 2am
  • a family friend and they look after the children less than 3 hours a day.

There are different rules for someone who provides day-care outside someone’s home - for example, a nursery or creche.


No Advice

The content produced and presented by Streets is for general guidance and informational purposes only. It should not be construed as legal, tax, investment, financial or other advice. Furthermore, it should not be considered a recommendation or an offer to sell, or a solicitation of any offer to buy any securities or other form of financial asset. The information provided by Streets is of a general nature and is not specific for any individual or entity. Appropriate and tailored advice or independent research should be obtained before making any such decisions. Streets does not accept any liability for any loss or damage which is incurred from you acting or not acting as a result of obtaining Streets' visual or audible content.

Information

The content used by Streets has been obtained from or is based on sources that we believe to be accurate and reliable. Although reasonable care has been taken in gathering the necessary information, we cannot guarantee the accuracy or completeness of any information we publish and we accept no liability for any errors or omissions in material. You should always seek specific advice prior to making any investment, legal or tax decisions.


Expert insight and news straight
to your inbox

Related Articles


Employment Restrictions After Termination: Be Cautious

Kau Media Group (KMG) Ltd. sought to enforce two post-termination employment restriction (PTRs) contained in a contract of employment to restrict Mr. Hart, a former employee, from working for his proposed new employer, MiSmile Media Ltd. (MML). Mr.


Be wary of the legitimacy of post-termination employment restrictions – they may not be reasonable or enforceable

Kau Media Group (KMG) Ltd. sought to enforce two post-termination employment restriction (PTRs) contained in a contract of employment to restrict Mr. Hart, a former employee, from working for his proposed new employer, MiSmile Media Ltd. (MML). Mr.


Beware of rushing to judgement before terminating employment.

A Tribunal has ruled that a deputy security manager was unfairly dismissed, despite performing “no prescribed tasks” while ‘working from home’, many hundreds of miles from his place of work. Mr. Kitaruth travelled from London to Cornwall

You might also be interested in...