All holiday leave entitlements are laid out in staff contracts of employment. Holiday entitlement will be pro-rated proportionally in line with individual working patterns.
All holiday requests must be approved by the Nursery Manager or Deputy Manager before the staff member makes any arrangements such as booking flights or tickets. A Holiday Request form must completed and forwarded to the Nursery Manager at least two weeks before the holiday starts.
Holiday may be booked at the discretion of the Nursery Manager based upon the staffing needs of the nursery. As a general policy, no more than one member of staff from the same room should be absent on the same day. However, all absence requests are subject to the discretion of the Nursery Management Team, who may approve exceptions where it is determined that staffing levels and the quality of care will not be adversely affected.
Holiday is booked on a first come-first served basis and at the discretion of the manager.
Any popular days (e.g. Christmas Eve or school holidays) will be allocated by the Nursery Management team. The decision of the Nursery Management team is final.
All holiday entitlement must be taken in full by 31st December. Holiday cannot be carried forward to the next year.
Hopscotch does not allow staff members to take unpaid leave in excess of their contractually agreed holiday entitlement, except in exceptional circumstances. Any request for unpaid leave must be put in writing to the Nursery Manager who will then discuss this with the company HR Manager.
All Occupational Sick Pay (OSP) entitlements are laid out in staff contracts of employment. OSP only applies once probation has been passed successfully.
Statutory Sick Pay is paid to employees who are unable to work because of sickness. SSP is paid by Hopscotch for up to a maximum of 28 weeks. SSP is not paid for specific illness or treatment but to all employees, who are incapable for work and who satisfy the conditions for payment.
You must give your employer a fit note if you’re off work for more than 7 days in a row (including non-working days).
Sickness absence of one month or more is generally considered to be long-term absence. Staff members may be absent on long term sick leave for a variety of reasons (e.g., injury, operation, convalescence from illness, diagnosis of a long-term disability, terminal illness etc.) and any action taken will vary according to the circumstances of the particular case. Staff members on long-term leave have a responsibility to update their manager or senior manager regularly on their likely date of return to work.
The aim is to enable the staff member to return to work as soon as possible. They may also need to find out if any reasonable adjustments will need to be made to help the staff member back to work, for example, changing hours or shifts. It may be necessary to contact the staff member’s doctor to obtain a medical report to help with the process. A staff member’s consent must be obtained before the doctor is contacted. Employees have a right under the ‘Access to Medical Reports Act 1988’ to see their own medical report before it is given to the employer and to query items in it. In some cases an Occupational Health Assessment might be required. This will be undertaken by a suitable independent professional.
If the absence continues, then the staff member will be invited to a formal meeting to discuss their return to work and find out if any support is needed.
Formal Stage meetings will result in one of the following outcomes:
- That the employee’s long term or serious illness is not expected to have a detrimental effect on their ability to carry out their contracted job responsibilities and that no further action is required under the Formal Stage of this policy at this time
- That the employee’s long term or serious illness can, for the foreseeable future, be effectively supported by the company with or without reasonable adjustments to the existing working environment or job and the matter will remain under the review of this policy to ensure that the employee continues to be effectively supported and that the job responsibilities continue to be effectively delivered
- That the employee’s long term or serious illness cannot be effectively supported by the company with all recommended adjustments reasonably considered and that either redeployment to an open vacancy in the company that better suits the employee takes place or, if there is not a suitable open vacancy within the company dismissal on the grounds of health capability takes place.
The outcome of all Formal Stage meetings will be confirmed in writing to the employee.
Where continuation of the employee’s existing work duties is not deemed to be possible within a reasonable time period, Hopscotch will always seek opportunities to redeploy the employee into an alternative open vacancy that the employee may be able to undertake based on the restrictions of their ill health prior to any decision to dismiss.
Should a Formal Stage meeting result in a change to an employee’s employment conditions, such as a dismissal on the grounds of health capability, the employee will be given the right to appeal that decision. The right to appeal will be communicated in writing to the employee and be available for a period of 5 working days from the date the meeting decision is communicated, in writing, to the employee.
The employee has a right to be accompanied at all Formal Stage meetings. In accordance with ACAS guidelines, the employee may be accompanied by a trade union official or a work colleague and the normal rules that apply to accompaniment under ACAS guidelines shall be applied.
Where a long-term illness is recognised as a disability in accordance with UK legislation the company will make all medically recommended adjustments that are reasonably possible to accommodate in order to support the return of the employee to the full remit of their work. Examples of reasonable adjustments that may be supported include:
- A Phased Return to Work
- Adjustments to working environment or work practice
- Redeployment to suitable role
If a decision to dismiss on the grounds of ill health capability is taken, then the employee will receive their notice period at their full pay rate as well as pay for any holiday accrued but untaken during their employment – holiday continues to accrue during long term illness at the rate agreed in the employee’s contract.
Where a staff member experiences absence as a result of a disability it will be recorded separately and treated in line with the Equalities Act 2010. A disabled employee’s absence may be related to their disability rather than illness. In such cases where the absence is not related to ill health the employee will be given disability leave to manage their disability.
If a staff member becomes disabled or their disability worsens, Hopscotch has a duty to consider making reasonable adjustments if they become unable to carry out their job. This will include considering whether or not it is reasonable to make adjustments to their working conditions or the workplace. It will also include considering whether it is reasonable to transfer the disabled person to another vacant post.
Hopscotch will allow a person who has become disabled more time off during work than would be allowed to non-disabled employees to enable them to have rehabilitation training. A similar adjustment would be appropriate if a disability worsens or if a disabled person needs occasional treatment.
When employees are absent due to sickness they must do the following:
- On the first day of sickness absence, telephone their nursery management team as soon as is reasonably practical but always before their shift begins. The nursery management team will relay this information to Hopscotch Head Office if deemed necessary i.e. in the case of a serious illness or accident or other serious reason.
- Staff must give the reason for their absence and if possible indicate the likely date of their return to work. Texts, emails or Social Media messages are not acceptable methods of absence reporting.
- Staff must call in person - family members or friends may not call on your behalf unless in an emergency.
- Staff must keep their manager informed of their wellness, usually by telephoning them at 4.00pm, to indicate if they will be returning the next day.
Failure to do this may lead to disciplinary action.
Absence due to illness on three separate occasions over a three-month period will be deemed unacceptable and will trigger an investigation into the causes. The outcome of the investigation may lead to disciplinary action.
Staff who have had diarrhoea and / or vomiting should not return to work until they have had no symptoms for 48 hours and if necessary cleared to do so by competent authorities.
All staff have responsibilities to minimise sickness and infection spread across the nursery. The following procedures are in place:
- Wash with soap & water for ≥20 seconds: before/after food, after toileting or nappy changes, after outdoor play or animal contact, after coughing/sneezing
- Use hand sanitiser in the rooms
- Daily: disinfect high‑touch surfaces (tables, handles, taps, toys, tablets); change cloths/wipes often
- Deep clean: scheduled thorough cleans; launder soft items at recommended temperatures
- Open windows/doors where possible to ensure fresh air flow
- Cover coughs/sneezes with tissue or elbow; bin tissue immediately; clean hands afterward
- Wear gloves, aprons, masks for nappies or bodily fluids
- Dispose of PPE in covered bins; wash hands after removal
- Keep up to date with recommended jabs (e.g. seasonal flu)
- Monitor for symptoms; stay home if unwell
- Inform management immediately of symptoms or suspected outbreaks (maintain confidentiality)
- Follow posted visual aids and join briefings on germ management practices
When an employee returns to work from an unplanned absence, they will attend a Return to Work interview with an appropriate senior member of staff. This is to be organised on the first day back to work. The interview provides an opportunity for the employee to discuss the reason for their absence in a supportive and confidential environment, ensuring any underlying health, personal or workplace issues can be identified early.
Through open conversation, the senior member of staff can explore whether the employee requires any adjustments, additional support, or signposting to resources such as occupational health, counselling services, or workload management. It also allows the manager to update the employee on any key developments that occurred during their absence, helping them reintegrate smoothly into their role.
Ultimately, Return to Work interviews are not just an administrative step; they are an important part of fostering a supportive workplace culture and ensuring every employee feels valued, heard and able to perform their role effectively after any unplanned absence.
Consistent lateness is not acceptable and might trigger the necessity for an investigation, which may lead to disciplinary action.
A dependent is classed as someone for whom the staff member is the primary carer.
An employee's dependants can include:
- their husband, wife, civil partner or partner
- their child
- their parent
- a person who lives in their household (not tenants or lodgers)
- a person who relies on them, such as an elderly neighbour
All staff members are entitled to a reasonable amount of time off without pay to deal with an emergency involving a dependent, for example. if a dependent falls ill or is injured, or if schools are closed or other care arrangements break down. They may also choose to use a paid occupational sick day or use holiday entitlement for this reason.
This provision is for genuine emergencies only and is not intended to be used in circumstances where an employee knows in advance that the problem is going to arise, i.e. planned medical appointments for dependents or for school closures or holidays. In these circumstances employees should make alternative arrangements such as requesting annual leave.
If a member of staff requests time off for any circumstances which are not covered by any of the above, then this is at the discretion of the Nursery Manager, who must ensure that the needs of the nursery and the staff ratios are of paramount consideration. There is no automatic entitlement to paid time off during working hours to attend medical and dental appointments, and these should generally be made in the employee’s own time.
However, it is recognised that staff may, on occasion, need to make appointments during the working day. It would be expected in this case that the staff member would make their appointments at the beginning or end of the day to minimise any disruption to the nursery.
If the staff member is absent from the nursery, the following conditions apply:
- Absence of 1 hour or less - a choice to make up the time or recorded as unpaid leave
- Absence of more than 1 hour - recorded as unpaid leave.
- The staff member may choose to use any outstanding holiday entitlement instead of the above.
There is no statutory entitlement for time off for interviews, except in the case of redundancy.
All staff are entitled to up to 5 days paid leave per annum prorated to working pattern, due to the death of close family member (mother, father, child, wife/husband/partner, sister or brother only)
Employees who are parents of neonates requiring hospital care are entitled to and from day one of employment, in line with the . Eligible employees can take up to of leave, which can be taken continuously or intermittently, within the first year after the baby's birth.
To qualify, employees must meet the following criteria:
- Be the biological parent, adopter, or legal guardian of the neonate.
- The neonate must require hospital care for a continuous period of at least 7 days.
is provided at a statutory rate, with eligibility based on meeting the minimum earnings requirement. Employees must notify their line manager or HR department as soon as possible and provide relevant documentation from the hospital to confirm the need for leave.
Upon return, employees are entitled to return to their role or an equivalent position. The policy supports the wellbeing of employees with access to mental health resources and flexible working arrangements upon return.
This policy will be reviewed regularly to ensure compliance with current legislation.
This section is for pregnant employees and new mothers. It details their rights, which fall into three main categories:
- Paid time off for antenatal care
- Maternity leave
- Maternity benefits
You are entitled to be paid your normal rate of pay for any appointments during working hours related to antenatal care. In order to receive payment an appointment card must be produced confirming the appointment and you will be expected to return to work after keeping your appointment wherever possible.
When a certificate confirming pregnancy is issued (MATB1), this must be handed in as soon as possible.
You are entitled to 26 weeks’ ordinary maternity leave and have the right to return to work in your previous job. These rights apply regardless of length of service, or the number of hours worked.
If you work full time, you have the right to return to your full-time position but you do not have the right to return part time. However, your employer will discuss any request for part time work and on request consider offering part time work. Requests should be made in writing to your employer, giving as much notice as possible.
You can start your ordinary maternity leave at any time from the 11th week before the expected week of childbirth (EWC) and there is a two-week compulsory maternity leave period following the birth.
Throughout the ordinary maternity leave period, all your terms and conditions of employment are maintained with the sole exception of pay.
Additional maternity leave starts at the end of the ordinary maternity leave period and ends 26 weeks later. As with ordinary maternity leave, all your terms and conditions of employment are maintained throughout this period with the sole exception of pay.
If you become pregnant, we would encourage you to notify your Nursery Manager as soon as possible. We then ask that you notify Hopscotch Head Office in writing.
You must notify Hopscotch Head Office in writing by the 15th week before the EWC of the following:
- That you are pregnant
- The EWC (Expected Week of Childbirth)
- The date on which you intend to start your maternity leave.
This enables Hopscotch to complete a pregnancy risk assessment and decide whether any reasonable adjustments need to be carried out. This also helps plan future staffing situations.
You must also provide a certificate (normally a MATB1 form) stating the EWC. This is usually at the next antenatal appointment after 21 weeks pregnancy. We will then write to you within 28 days to confirm your date of return to work. You can change the date on which you intend to start your maternity leave by giving your employer at least 28 days written notice.
Although you do not need any qualifying service or to work a minimum number of hours to be entitled to maternity leave or the right to return to work, in order to qualify for Statutory Maternity Pay (SMP) from your employer, you need to have the following:
- At least 26 weeks continuous service at the end of the 15th week before the EWC (this is known as the “qualifying week” for maternity pay purposes)
- Average earnings above the National Insurance lower earnings limit during the eight weeks before the qualifying week.
If you meet these conditions, you are entitled to a maximum of 39 weeks SMP which is calculated as:
- Six weeks at 90% of average weekly earnings
- 33 weeks at the lesser of the lower rate of SMP or 90% of average weekly earnings.
If you do not qualify for SMP you may be entitled to Maternity Allowance (MA). A SMP1 form will be issued for you to claim any maternity benefit that you may be entitled to from HMRC.
You may be entitled to receive Statutory Maternity Pay (SMP) from Hopscotch if you have worked from the beginning of your pregnancy into the 15th week before the week when you expect to have your baby (the 26th week of pregnancy).
Hopscotch will inform you of maternity pay and leave entitlement in writing.
If you have worked with us for at least 2 years, you will be eligible for our enhanced maternity package. This involves:
- Full pay for the first 12 weeks
- Followed by statutory Maternity Pay (SMP) rate for 27 weeks
If you are absent from work because of a pregnancy related illness or reason at any time during the four weeks before your EWC, the ordinary maternity leave period begins on the first day of absence. If the pregnancy related absence began before the fourth week, then the ordinary maternity leave period begins at the start of the fourth week.
If you are absent from work and the illness is not pregnancy related, the maternity leave period will begin on the date you have previously notified.
If you are absent from work in the weeks leading up to your maternity leave it may affect the higher rate of SMP (90% of normal pay) because it is based on your average earnings in the eight weeks prior to the qualifying week.
If you take the full entitlement to maternity leave your return date will be the date previously notified to you by your employer. If you wish to return early you must give your employer eight weeks’ written notice of your early return date. Your early return may be delayed if this procedure is not followed.
If you intend to return to work at the end of your maternity leave but fail to do so, your employer’s normal rules regarding absence will apply.
Keeping in Touch (KiT) Days
Employees may, by agreement with Hopscotch, attend for up to 10 days paid work during their maternity leave without affecting their maternity pay. These “Keeping in Touch” (KiT) days may be used to attend training or meetings but are not compulsory.
Eligible employees at Hopscotch can take either . Leave can be taken as:
- one continuous block of 1 or 2 weeks, or
- two separate one-week blocks.
The entitlement is the same even if your partner has a multiple birth, such as twins.
A week of Paternity Leave is the same number of days that you normally work in a week. For example, if you normally work two days a week, one week of Paternity Leave will be two days.
Paternity Leave:
- cannot start before the birth of the child
- must be taken
You must give Hopscotch of your intention to take Paternity Leave.
You do not need to provide an exact start date. You can give a general indication, such as:
- the date of the birth, or
- one week after the birth.
Permanent employees can apply for Paternity Leave as soon as they are eligible.
You are entitled to take to accompany a pregnant person to if you are:
- the baby’s father
- the pregnant person’s spouse, civil partner or partner, including same-sex partners
- in a long-term relationship with the pregnant person
- the intended parent in a surrogacy arrangement
You can take up to . Hopscotch may allow additional time at its discretion.
If you are eligible, you will receive , which is paid at:
- the statutory weekly rate, or
- 90 percent of your average weekly earningswhichever is lower.
Paternity Pay is paid in the same way as your normal wages and is subject to tax and National Insurance deductions.
Payment is usually made during your period of leave. Hopscotch will confirm the start and end dates of your Paternity Pay when your claim is approved.
To qualify for , you must:
- be an employee of Hopscotch
- give the correct notice
- have been continuously employed by Hopscotch for at least up to any day in the
The qualifying week is the .
To qualify for , you must:
- be employed by Hopscotch up to the date of birth
- earn at least
- give the correct notice
- have been continuously employed by Hopscotch for at least up to any day in the qualifying week
The qualifying week is the 15th week before the baby is due. Different rules apply for adoption.
You must be taking time off to care for the child and be one of the following:
- the child’s father
- the partner, spouse or civil partner of the child’s mother or adopter, including same-sex partners
- the child’s adopter
- the intended parent in a surrogacy arrangement
You may still qualify for Paternity Leave and Paternity Pay if your baby is:
- stillborn from 24 weeks of pregnancy, or
- born alive at any point during the pregnancy
If you do not qualify for Paternity Pay, Hopscotch will notify you within and explain why, using form .
You must apply for Paternity Leave and Pay .
This is done by completing the online form previously known as form SC3. Once completed, the form must be downloaded or printed and sent to Head Office.
You will need to confirm:
- the baby’s due date
- when you want your leave to start
- whether you are taking 1 or 2 weeks of leave
You do not need to provide proof of the pregnancy or birth.
How it works
You and your partner may be able to get Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if you’re:
- having a baby
- using a surrogate to have a baby
- adopting a child
- fostering a child who you’re planning to adopt
You can share up to 50 weeks of leave and up to 37 weeks of pay between you.
You need to share the pay and leave in the first year after your child is born or placed with your family.
You can use SPL to take leave in blocks separated by periods of work, or take it all in one go. You can also choose to be off work together or to stagger the leave and pay.
When you take time off to adopt a child or have a child through a surrogacy arrangement you might be eligible for:
- Statutory Adoption Leave
- Statutory Adoption Pay
There are rules on when and how to claim your paid leave and if you want to change your dates.
Statutory Adoption Leave is 52 weeks. It’s made up of:
- 26 weeks of Ordinary Adoption Leave
- 26 weeks of Additional Adoption Leave
Only 1 person in a couple can take adoption leave. The other partner could get paternity leave instead. If you get adoption leave, you can also get paid time off work to attend 5 adoption appointments after you’ve been matched with a child.
Adoption leave can start:
- up to 14 days before the date the child starts living with you (UK adoptions)
- when the child arrives in the UK or within 28 days of this date (overseas adoptions)
- the day the child’s born or the day after (if you’ve used a surrogate to have a child)
Statutory Adoption Pay
Statutory Adoption Pay is paid for up to 39 weeks. The weekly amount is:
- 90% of your average weekly earnings for the first 6 weeks
- Statutory Adoption Pay or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks
It’s paid in the same way as your wages (for example monthly or weekly). Tax and National Insurance will be deducted.
If an employee has a death of a child under the age of 18 or suffers a stillbirth from 24 weeks of pregnancy, all employees will be entitled to two weeks paid leave.
Statutory Parental Bereavement Leave can be taken in the 56 weeks following their child's death.
If more than one child dies, the employee is entitled to 2 weeks' Statutory Parental Bereavement Leave for each child.
Anyone classed as a worker is not entitled to Statutory Parental Bereavement Leave. But they might be entitled to 2 weeks' Statutory Parental Bereavement Pay for time they take off.
Support will be given, including making reasonable adjustments on the return to work and further ongoing support will be provided.
'Flexible working' is a phrase that describes any working pattern adapted to suit an employee’s needs. Common types of flexible working are:
- part-time: working less than the normal hours, perhaps by working fewer days per week
- flexi-time: choosing when to work (there's usually a core period during which you have to work)
- job sharing: sharing a job designed for one person with someone else
- Working from home
- Compressed hours - Working full-time hours but over fewer days
- Staggered hours - The employee has different start, finish and break times from other workers.
The law provides employees with the statutory right to request a flexible working pattern from day one of employment.
Under the law Hopscotch must seriously consider any application you make. Although you have the right to ask for flexible working – you do not the right to have it. If you have the statutory right to apply, then there is a process you must follow.
You should bear in mind that under the statutory procedure the process of making a request and your employer considering it can take up to 2 months. So if you are thinking about changing your work pattern, you should contact Hopscotch as early as possible. You should also be aware that if Hopscotch agrees to your request, then this may result in a permanent change to your contract of employment.
Your request for Flexible Working should be made in writing to the HR & Payroll Manager. A decision will be made and you will be notified within 2 months. You may be invited to a meeting to discuss your request if more information is needed.
If Hopscotch is considering declining your request, you will be invited to a consultation meeting.
At Hopscotch, we value the well-being and work-life balance of our employees. As part of our commitment to supporting our team, we are pleased to offer a 50% discount on childcare fees to all permanent employees. This benefit is designed to ease the financial burden of childcare and help you focus on your professional and personal growth.
This discount is available to all permanent employees of Hopscotch.
Once your child is registered at one of our nurseries, the discount will be automatically applied.
The 50% discount will be reflected in your Famly invoices, ensuring a seamless and hassle-free experience. Please note that this discount applies to standard childcare fees only and does not apply to the enrichment fee, which will be charged in full.
We hope this benefit makes a positive impact on your family’s daily life. If you have any questions or need assistance with the registration process, please don’t hesitate to reach out to our Head Office Team.
Hopscotch nurseries are open all year round, apart from at weekends, bank holidays and the period between Christmas and New Year.
If a staff member cannot report for work, for example because of adverse weather conditions or a transport strike, even where this is no fault of their own, there is no statutory entitlement to be paid.
We aim to always be open and even in challenging circumstances staff should always do their utmost to attend work. Failure to do so without good reason could result in an investigation by the Nursery Management team, which might be escalated if required.
Staff should follow the following guidelines for each potential adverse event:
Snow or other severe weather:
If snowfall occurs, or another severe weather condition such as dense fog, which might impact on road safety or public transport then the Nursery Management team will consult with the Head of Operations and the Managing Director as to whether the nursery can open safely. This decision will take into account the safety of the children, their parents and the staff team. Until something has been communicated to staff by Nursery Management then staff should always assume the nursery is open. In the event of a planned closure during the nursery day, we will contact all parents to arrange for collection of their child at the earliest available opportunity.
In the event of staff shortages due to snow or other severe weather, we will contact all available off-duty staff and/or bank staff and group the children as required until cover staff are able to arrive. If we are unable to maintain statutory ratio requirements after all avenues are explored, we will contact Ofsted to inform them of this issue, recording all details in our incident file. If we feel the safety, health or welfare of the children is compromised then a decision to close the nursery may be taken if no other alternatives can be implemented.
Heat Wave / High Temperatures:
The Nursery Manager will make day-to-day decisions about the length of time spent outside depending on the strength of the sun. On hot days, staff are still expected to wear the correct uniform and be presentable. Staff should ensure they stay well hydrated throughout the working day.
Flood:
In the case of a flood, we will follow our critical incident procedures to enable all children and staff to be safe and continuity of care to be planned for. We will consult with our Health and Safety advisor and other organisations to help inform decision making.
In summary, we will always endeavour to keep the nurseries open. If a staff member cannot report for work because of adverse weather conditions, even where this is no fault of their own, there is no statutory entitlement to be paid. In these circumstances, the staff member must choose to have this time as unpaid leave or use their holiday entitlement.
This policy only applies to Hopscotch office and administrative staff who can still carry out their work duties remotely. It is not possible for general nursery staff and nursery management staff to undertake their roles and responsibilities remotely as childcare requires staff to be in the nursery in person.
Unless otherwise agreed, Hopscotch office staff are expected to be office based for their working hours. However, in certain unpredictable situations or when certain projects require staff might be permitted to temporarily work remotely, either from home or another suitable location. The Hopscotch HR Manager should be consulted in this scenario and they will advise of a way forward.
All other Hopscotch staff are expected to undertake their duties from their assigned nursery. Because of the nature of the work of childcare, working from home is not a feasible option and cannot be considered.
Hopscotch recognises that parents may wish to engage nursery employees for private babysitting arrangements outside of nursery operational hours. However, we must clearly establish boundaries and responsibilities to protect all parties involved—children, parents, and Hopscotch staff. This policy outlines our position regarding such arrangements to ensure clarity, safety, and accountability.
- Any babysitting arrangement made between nursery employees and parents/carers is a private agreement between the two parties.
- Hopscotch Children's Nurseries has no involvement or responsibility in any babysitting arrangements and will not accept any liability arising from such arrangements.
- Staff engaged in private babysitting are not acting as employees or representatives of Hopscotch.
Employees must adhere strictly to confidentiality obligations at all times and not disclose any private or sensitive information obtained through their employment at Hopscotch.
Employees remain bound by Hopscotch’s safeguarding and child protection policies. Any safeguarding concerns or allegations arising during private babysitting must be reported immediately to Hopscotch’s Designated Safeguarding Lead (DSL).
Babysitting arrangements must never interfere with employees’ professional duties or working hours at Hopscotch. Employees are expected to maintain professional conduct and fitness to work at all times.
Parents understand and accept that private babysitting arrangements with Hopscotch employees are entirely separate from nursery services.
Parents acknowledge that Hopscotch cannot be held accountable or liable for any incidents, issues, disputes, or safeguarding concerns arising from private babysitting agreements.
Parents must not request babysitting services to begin or end within the nursery setting unless the employee is formally listed as an authorised individual to collect or drop off the child, in compliance with Hopscotch’s collection procedures.
- Employees engaged in private babysitting arrangements retain their professional responsibility to act on any safeguarding or child protection concerns immediately.
- Hopscotch retains the right to investigate safeguarding concerns or allegations against employees, irrespective of whether they arise within or outside the nursery setting, in accordance with nursery safeguarding procedures.
This policy aims to protect the interests and wellbeing of children, clarify responsibilities, and safeguard all involved parties.