When Sarah first met the childminder who looked after her two-year-old, she arrived with a notebook, a list of questions and absolutely no idea where to begin. The childminder seemed lovely. Her home was bright, the toys were clean and Sarah's daughter immediately settled beside a box of wooden animals. Then Sarah asked for the provider's registration details and discovered that she had not checked them at all.
That small moment changed the conversation. Instead of relying on a good first impression, Sarah could verify who she was dealing with and ask more useful questions about safety, routines and experience. Childcare often begins with a feeling, but it should not end there.
In England, most people caring for children under eight must be registered either with Ofsted or with a childminder agency. The rules were updated on 6 February 2026, so old advice found in parenting groups or passed on by friends may no longer give you the full picture. A provider who calls themselves “certified” may be using that word casually, which is why you should ask exactly what registration they hold and under which organisation.
The first distinction to make is between a childminder and a nanny. A childminder generally provides care from their own home, while a nanny usually works in your home and looks after your children as part of your household routine. The arrangement can feel very different. A childminder may offer a ready-made setting with other children, outdoor activities and established hours. A nanny may fit more easily around school runs, naps, siblings and the particular rhythm of your family.
Neither option automatically wins. A childminder's home might be perfect for one child and overwhelming for another. A nanny may offer remarkable flexibility but require more planning from you as the employer. Think about the shape of your week before you start contacting people. Do you need early starts, school pick-ups, overnight care or help during school holidays? Are you comfortable with childcare taking place in someone else's home, or would your child be happier in familiar surroundings?
Once you know what you need, search by postcode rather than simply choosing the first attractive profile. Ofsted's childcare search tools let you look for registered providers by postcode and local authority, and a map can show where childminders are available. You can also search the register by a provider's name, postcode or unique reference number, known as a URN. The database currently lists more than 102,000 registered providers, so narrowing the search area is sensible unless you enjoy making a very large spreadsheet.
Do not be surprised if a search does not display every detail. For nannies and some childminders, the public record may not show a full name or address. Ask the person for their URN and use that number to check the correct record. A provider who is genuine should understand why you are asking. You are not being difficult; you are confirming that the person standing in your kitchen or welcoming your child into their home is the person they say they are.
Read the registration information carefully. Check that it matches the type of care being offered, the location and the children's ages. Registration alone will not tell you whether the provider is patient at breakfast time, communicates well when plans change or knows how to comfort a tired three-year-old. It does, however, give you an essential starting point and may reveal information you would otherwise miss.
The DBS check deserves its own question. Professional childcare in England requires an enhanced DBS check that includes a check of the barred lists. Processing usually takes about six weeks, so a provider who has only just applied may not yet have the completed certificate. Ask what stage the check has reached and what other safeguarding procedures are in place while you wait. You should also ask whether anyone else regularly lives in or works at the childminder's home, because other adults may be relevant to the safeguarding arrangements.
A DBS check is not a character reference and it is not a substitute for meeting someone properly. It is one part of a wider check. Ask for references from recent families, ideally from arrangements similar to yours. With permission, contact those families yourself rather than accepting a brief written sentence. Ask how long the arrangement lasted, how the provider handled illness or difficult behaviour, whether communication was dependable and why the arrangement ended. The answer to that last question can be surprisingly useful. Families move, children start school and jobs change, but vague answers may deserve a closer look.
During an interview, let the conversation wander a little. You want answers, but you also want to see how the person thinks. Ask what a normal day would look like, how they manage naps, what they do when children refuse food and how they respond to biting, hitting or a sudden tantrum in public. You might ask what they would do if your child developed a fever, had an accident or became distressed after you left. Listen for calm, practical explanations rather than impressive-sounding promises.
If you are meeting a childminder, look around the setting without turning the visit into an inspection drama. Are the children supervised? Is there a clear place for coats, nappies and personal belongings? Does the space feel safe without being unnaturally spotless? A home used by children will probably contain crumbs, half-finished games and a mysterious plastic cup under the sofa. What matters is whether the environment is cared for, secure and suitable for the children who spend time there.
Ask about outings, transport, pets, screen use, meals and visitors. These details can become daily sources of friction if you leave them until after the contract is signed. If your child has allergies, medication, additional needs or a particular sleep routine, explain those requirements early and ask the provider to describe how they would manage them. You are not looking for a rehearsed answer. You are looking for evidence that they have listened.
With a nanny, spend time discussing the job as a working relationship. Clarify hours, duties, pay, holidays, sick days, notice periods and whether you expect help with children's laundry, meals or tidying. A nanny is not automatically a cleaner, cook, driver or household assistant simply because the job takes place in your home. Write down what you have agreed. A friendly conversation over coffee can create goodwill, but it is a poor filing system.
Ask whether the nanny is registered and request the relevant URN if they are. A registered nanny may care for children from one or two families at the same time, so find out exactly how the arrangement is structured and where the care will take place. If another family is involved, discuss schedules, responsibilities and what happens when one child is ill. You need a clear picture of the arrangement, not a loose promise that the details will work themselves out.
You should also talk about money before either side becomes emotionally attached to the arrangement. Ask for the full hourly or daily rate and check whether meals, activities, travel, late collection or extra hours cost more. For a nanny, discuss employment responsibilities and payroll arrangements rather than assuming the provider will deal with everything independently. If the cost is close to your maximum budget, leave room for occasional changes; childcare schedules have a talent for producing surprises on the one morning you have an important meeting.
A trial period can be helpful, provided it is agreed and paid properly. Watch how your child responds after the first few sessions, but do not expect instant certainty. Some children greet a new carer like a long-lost cousin; others need several mornings before they stop staring suspiciously from behind a cushion. Pay attention to patterns: does the provider share useful updates, follow agreed routines and tell you promptly when something has gone wrong?
Trust your instincts, but make them work alongside evidence. A warm smile, a beautiful playroom or a confident interview can all be reassuring, yet none proves that the arrangement is safe and dependable. Registration, a verified URN, the enhanced DBS process, references and a written agreement give that first impression something solid to stand on.