Most contracts have a probationary period, a time with a reduced notice period that allows both parties to decide whether the arrangement works for them. The length can be anywhere from 1 to 6 months, and the notice due on either side is usually just a week.
Think carefully about how long the probationary period needs to be. A probationary period that is too short doesn’t allow a thorough evaluation of how things are going, and if there are still bumps after a month (which is fairly normal) the pressure to make a decision may mean cutting short a relationship that could have worked well, and recruiting a new nanny. On the flip side a long probationary period can be unattractive although it gives more flexibility to let a nanny go if things aren’t working out. In general, though, it’s better to have a shorter probationary period that can be extended following a performance review. A nanny can also ask for the probationary period to be extended, although this is very rare.
While it’s always important for nannies and employers to communicate with each other, the probationary period is a time for regular, fairly structured feedback, and most nannies expect to told how things are going so they can adjust if needed in the early days. Positive feedback is just as important as constructive criticism, but issues which aren’t dealt with at the beginning can turn out to be deal-breakers further down the line.
If at the end of the probationary period nanny or family decide it’s not working out that isn’t necessarily a negative reflection on either side. It just means that in this case it wasn’t a good fit for reasons that weren’t clear at interview. Unless notice was given for disciplinary reasons it’s best to agree a reference and move on.