Jersey: Is Your Home A Place Of Employment? Advice For Jersey Homeowners

Last Updated: 26 August 2019
Article by Will Austin-Vautier and Helen Ruelle
Most Read Contributor in Jersey, September 2019

It is believed that Queen Elizabeth II employs more than 1,000 people in her household. Of Buckingham Palace's 775 rooms, 188 are staff bedrooms. That the Queen and Prince Philip take their baths at exact water temperatures - painstakingly set by their servants - is probably more fact than fiction.

Clearly the size, complexity and luxury of the Royal household is a far cry from the day to day life of all but a tiny minority of homeowners, but there could be more commonalities than you think if, like many people in Jersey, you employ people to help run your household.

Whether it is dealing with the weeds bursting through the patio grouting, getting the youngest into his third wardrobe change of the day, or attacking the pile of ironing that lies scrambled in the tumble-dryer basket, it can often feel like there are too few hours in the working week to keep the household running. Many are familiar with the pang of guilt on a Sunday evening that we didn't make tracks earlier to prepare Monday's fodder and our best outfit for Tuesday's business in London.

So would we swap these (admittedly privileged) problems in return for paid support? The stock response is usually, "of course, if it makes financial sense". For those that do retain the services of employees in their households though – be they nannies, housekeepers, gardeners, personal assistants or chefs, even – it pays to consider in advance the important non-financial implications.

Entry into an employment relationship in Jersey is indicative of carrying on an undertaking, for which a business licence (issued by the Government of Jersey's Population Office) is required. There is an exemption for domestic services, such as for cleaners and those who look after children. However, advice should be sought in advance if in any doubt as to whether the proposed employee falls within the definition under the relevant regulations. Even if a business licence is not needed, the candidate's residential status still needs to be verified and, upon employment, a copy of their registration card should be kept on file. Registration as an employer with the Government of Jersey's Customer and Legal Services department should also be completed.

Employment relationships should not be undertaken lightly. While many obligations attach to the employee, the employer must also be vigilant in terms of compliance with the contract. Is the pay compliant with the minimum wage? Have appropriate payroll measures been put in place to ensure that the employee is paid on time, accurately and that a sufficiently detailed payslip has been provided? Employment relationships also need to be managed. Just like in the commercial world, poor performing household employees need to know when and how they are not passing muster. When things go wrong, the issues need to be discussed. Necessary improvements should be identified and the employee should be given a reasonable period of time to change. A written record should be kept. Likewise, it will be rare that "letting sleeping dogs lie" will be the correct call when it comes to misbehaviour. Misconduct should be addressed promptly and proportionately. If fact-finding is required before reaching an informed decision, then this must happen. Sanctions should be decided and communicated. Other procedural steps may be required and advice should be sought if an employer is in any doubt about how best to address such issues within the household.

Laws in relation to the protection of personal data have developed in Jersey over time. Significant changes came into force in the Channel Islands in 2018 in response to new rules introduced across the European Union. In summary, personal data is any information from which a living person can be identified. This would include an address, date of birth, salary, or notes containing information about conduct, performance or wellbeing. Employers are caught by data laws because they are what is called "data controllers" in relation to the personal information that they collect and use about their employees. A household employer is no different. One needs to be transparent about what information is collected about household staff, which should be communicated in writing at the outset of the relationship. Some types of information capture, such as CCTV cameras and other forms of monitoring, require special consideration and advice should be sought.

The decision to enter into an employment relationship is not simply a pecuniary one, and, despite the context, requires more than a domestic approach to the various considerations. John D Rockefeller claimed, "every right implies a responsibility; every opportunity, an obligation; every possession, a duty". This adage certainly rings true for the rights of the employer, their pursuit (in this case) of an organised household, and the personal information that they hold about their staff along the way.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

In association with
Related Topics
Related Articles
Up-coming Events Search
Font Size:
Mondaq on Twitter
Mondaq Free Registration
Gain access to Mondaq global archive of over 375,000 articles covering 200 countries with a personalised News Alert and automatic login on this device.
Mondaq News Alert (some suggested topics and region)
Select Topics
Registration (please scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of

To Use you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.


The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.


Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions