HR for nurseries and early years settings, with Ofsted in mind.
For owners and managers of independent nurseries, pre-schools and early years settings with up to 50 staff. Plain-English HR from one named adviser: safer recruitment, staff files, ratios and rotas, supervision and the everyday people questions, built around the EYFS.
- Twenty minutes, by phone or video, whatever's easiest for you
- We talk through what's actually going on, no form to fill in first
- No hard sell. If I'm not the right fit, I'll say so
Something urgent, like a safeguarding concern or an EYFS ratio problem? Call me on 07387 082994.
What nursery managers usually call me about
You're already doing the important part: giving children a great start. These are the people questions that tend to land on your desk alongside it.
Right now
- A great candidate is waiting on their DBS check, and the EYFS says they can't start until it's back
- Sickness on a busy day is putting pressure on your ratios
- A practitioner promoted to room leader isn't sure how to raise a concern with a colleague
- Supervision happens, but the notes are thin
- A reference that doesn't quite match the application form
Getting ahead of
- A recruitment process that gathers everything the EYFS asks for before day one
- One record of checks, qualifications and paediatric first aid dates, ready if Ofsted asks
- Contracts and rotas that match the hours your team really works
- Room leaders who feel confident running supervision and probation reviews
What the EYFS asks for in your staff records
The safeguarding and welfare requirements in the EYFS statutory framework for group and school-based providers set out what you need for each member of staff. These are from the version in force from 1 September 2026.
| Record | What the EYFS asks for | How I help |
|---|---|---|
| Suitability and qualifications | People looking after children must be suitable, with the relevant qualifications and training. You must take steps to verify qualifications (3.13). | A one-page checklist for the front of every file. |
| Criminal record and barred list checks | An enhanced criminal records check and barred list check for everyone aged 16 and over, including volunteers, who works directly with children. Nobody starts until it's received (3.15, 3.17). | A tracker showing who was checked, when, the reference number and who obtained it. |
| Disclosure | Tell staff and prospective staff they must disclose anything that may affect their suitability, before or during employment (3.17). | Wording for your application form, contract and handbook. |
| References | At least one written reference before anyone is recruited, not an open "to whom it may concern" reference, and the reason for leaving their last post (3.20). | Reference requests and interview prompts that cover each point. |
| Records | A record of qualifications, identity checks, vetting and references, including the criminal records check number, date and who obtained it (3.18). | A single staff record that's quick to show an inspector. |
| Disqualification | You must not employ a disqualified person in connection with your early years provision (3.22). | A declaration step built into recruitment, with what to do if something changes. |
| Supervision | Appropriate arrangements for supervising staff who have contact with children and families (3.35). | A one-page supervision record and a realistic schedule. |
| Paediatric first aid | At least one person with a current paediatric first aid certificate on site whenever children are present, renewed every three years (3.37). | Renewal dates on the same tracker, so nothing lapses. |
Source: EYFS statutory framework for group and school-based providers, effective 1 September 2026 (GOV.UK). Paragraph numbers are shown in brackets. Childminders have a separate framework.
How I can help your setting
Start small or have me in your corner every month. Every option starts with a free 20-minute call.
| Option | Who it suits | Price |
|---|---|---|
| Ofsted Inspection Prep | Settings with an inspection coming up, a new manager, or files nobody has checked in a while. I visit, go through your staff files and records, and leave you a priority report and toolkit. | From £495, one-off |
| HR Advice Session | One situation on your mind, such as a disciplinary, an absence case or a tricky reference. | £125, 60 minutes |
| Rooted | Settings that want an HR professional to check things with: contracts, policies, absence and probation. | From £245 a month |
| Flourishing | Growing settings that want a monthly check-in, a quarterly people review and support with employee relations cases. | From £445 a month |
Retainer prices rise with team size. No VAT is added. Compare every option.
Already have an HR provider? Keep them.
Many settings have a helpline they ring when something goes wrong. I do a different job: I sit with your actual files and your manager, and help you put things right before anyone asks. You're welcome to share my report with them.
You'll deal with me, Arrun Greaves, every time. I'm CIPD Level 7 and I run The Pocket HR myself. More about me.
"Arrun has been amazing, insightful and patient. He has helped me build out my HR policies for my Family Support Agency. He assisted in making sure we are fully legally compliant and making sure our policies are suitable for such a sensitive industry. Would highly recommend him!"
Questions nursery owners ask
What HR support does a small nursery need?
Usually three things: safer recruitment that gathers what the EYFS asks for, contracts and policies that match how your rotas and ratios really work, and someone to check things with when a people issue comes up. Many settings start with an advice session or inspection prep, then move to a monthly retainer.
Can a new member of staff start before their DBS check comes back?
Under the September 2026 EYFS framework for group and school-based providers, you must not let someone begin working or volunteering until you've received their enhanced criminal records and barred list check (paragraph 3.17).
How many references does a nursery need?
The EYFS asks for at least one written reference before you recruit anyone, including students and volunteers, and lists what to check, such as not accepting open references (paragraph 3.20). You can choose to take more than one.
What staff records does Ofsted look at?
The EYFS asks you to record staff qualifications, identity checks, vetting and references, including each criminal records check number, the date and who obtained it (paragraph 3.18). The table above sets out the rest.
How much does HR support for a nursery cost?
An advice session is £125, inspection prep starts at £495, and monthly retainers start at £245 depending on team size. No VAT is added, and the fee is agreed before I start.
Do you work with nurseries outside London?
Yes, anywhere in the UK, on site or by video call. Travel outside London is agreed with you before I book anything.
Talk it through first.
Twenty minutes, no charge. Tell me about your setting and what's on your mind, and I'll tell you honestly what would help most.
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