My Nanny has not been advised to self-isolate and does not feel unwell but is asking to not attend work

***The information given on these pages is the legal stance based on the government advice, please be mindful that this advice can change. This is the absolute minimum required by law. It is the Employer's decision whether they need their employee to work and what they pay to their nanny, you are allowed to pay above the minimum if you wish to. Making decisions about whether to pay more than the minimum can be a very difficult one, you will need to consider many things, such as, your future relationship with your employee and the affordability for you and your employee in these troubling times. It is wonderful to see that many employers have been able to retain their employees on full pay during this pandemic, but we appreciate that some will not be able to. Please be assured that this is your decision to make.***

You should discuss the situation with your Nanny, advising that the first step is for them to get medical advice. An employer should ask an employee who is concerned that they may have contracted COVID-19, but who has not sought medical advice, to contact

An employee's fear that they have contracted an illness is not sufficient reason for failing to attend work, but you need to take a sensitive approach given that this is a global health crisis and staff are naturally worried.

The employer should bear in mind that the employee could have a legitimate reason to be fearful: they could have an underlying health issue that puts them at higher risk of severe symptoms from COVID-19 (for example respiratory problems or a poor immune system). An employee could be pregnant or have a mental health problem that exacerbates their anxiety (for example obsessive compulsive disorder).

If an employee goes into self-isolation and does not seek medical advice, the employer does not have to pay them. As a last resort, the employer could take disciplinary action against them for unauthorised absence.