Qualified Early Years Nursery Education Worker

About The Role

Are you considering joining or returning to the Early Years Workforce? You could be eligible for a £1000 recruitment bonus.

Are you passionate about early childhood education? We’re excited to invite a Qualified Nursery Education Worker to be part of our \’Outstanding\’ team at New River Green Children’s Centre. You\’ll play a crucial role in providing high-quality childcare and education to support all children in reaching their full potential.

In this dynamic environment, you’ll implement best practices in early years education, particularly focusing on the prime areas of learning and development. Working closely with our lead practitioner and senior staff, you’ll create a nurturing, play-based environment that fosters emotional stability, independence, and creativity.

New River Green Children’s Centre provides inclusive childcare for children from birth up to 5 years of age. We have a large outdoor area which enables us to provide stimulating outdoor learning opportunities through our \’Forest Explorers Programme\’ and we thrive on providing a child centred approach to learning.

New River Green Children’s Centre is committed to safeguarding and promoting the welfare of children and young people, and expects all staff and volunteers to share this commitment; all posts are subject to a satisfactory DBS checks.

We welcome visits to our Children\’s Centre. To arrange a visit please or if you would like an informal discussion about the role, please contact Ann Curran, Head of Nursery at ann.curran@islington.gov.uk or Ana Sevilla, Executive Head, at ana.sevilla@islington.gov.uk on 020 7527 4813.

Closing date: Monday 1st December 2025

Proposed Interview dates: Tuesday 9th December 2025

Early Years Incentive

The role that you are applying for is currently eligible for the Early Years Financial Incentives Pilot. This means that you will receive a £1000 (after tax and NI deductions) once you have completed 12 weeks of service at your new employer. Terms & Conditions apply, please contact for more details and to check your eligibility.

• applying for their first role at an early years provider required by section 40(2) of the Childcare Act 2006 to implement the early years foundation stage – other than a childminder or a reception class, or
• returning after a break of at least six months, and
• have secured a role which involves directly working with children for at least 70% of the time, and
• are employed by a provider named in a delivery plan agreed between the LA and DfE as part of the pilot.

Returners

Returners are defined as those who left the profession at least 6 months before they applied to rejoin. Anyone who left the profession less than 6 months before they applied to rejoin will not be eligible for an incentive.

Apprenticeships

An apprentice who gains a position in the same EY setting as they carried out their apprenticeship would be eligible to receive an incentive when they move from being an apprentice to an employee. In order to receive an incentive, apprentices must have passed their apprenticeship and be taken on in a permanent role.

Temporary and part time workers

Those on temporary contracts are not eligible to receive an incentive. They are only available for those recruited on a permanent basis. The incentive is not paid on a pro rata basis. This means that part-time workers are eligible for 100% of the payment, regardless of the numbers of hours they work. More information about pay and bonuses for part time workers can be found at this link Part time workers\’ rights.

Working for the team, service and our organisation

Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the boroughand as one of the largest employers we know that to look after the place and the planet, wehave to look after our people. Together we can change the future.

We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.

To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out \’CARE\’, which is what we think public service is all about.

Our offer to you

We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:

• Up to 31 days leave per year, increasing to 36 days after five years of local government service
• A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
• Learning and development opportunities to maximise your potential
• Competitive pay and a commitment to paying all staff the London Living Wage at minimum
• Excellent local government pension scheme
• Cycle to Work scheme and discounted gym memberships
• Local discounts from restaurants, shops, health and beauty therapists, and more!

Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

The post is subject to an enhanced DBS check with children barred list, qualifications check and 5 years referencing.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.