https://www.wonderbloom.co.uk/jobs - Please view all jobs here

Why Staff Stay at Wonderbloom

We don’t believe in burnout, unrealistic expectations, or ticking boxes.

Wonderbloom was built to feel different — for children, for parents, and just as importantly, for the people who work here.

This is a setting where you are supported, respected, and given the time and space to actually do your job well.

What You Can Expect
A workload that is actually manageable
We run with enhanced staff ratios above statutory requirements. That means fewer children per adult, more meaningful interactions, and less stress day to day.

No take-home work
Planning, observations, and paperwork are completed within your working hours. Your time outside of work is your own.

A calm, quality-first environment
We cap our numbers and prioritise consistency, routine, and high standards over filling spaces. This creates a calmer atmosphere for both children and staff.

Real support, not just words
You’ll be part of a team where support is visible — from management, from your colleagues, and through the systems we have in place.

Your Benefits
6 weeks annual leave, plus additional holiday for each year of service
Closures Xmas And August (1 week each)
Your birthday off, paid
Company paid sick days
Private GP, physiotherapy, and mental health support
Discounted childcare (subject to availability)
2 fully paid team events each year
National Living Wage employer
30 or 60 minutes uninterrupted daily break (Shifts over 6 hours) 
Paid training and clear career progression opportunities

The Environment You’ll Work In
We don’t expect staff to make children fit a mould.

We adapt to the children in front of us — and we do the same for our team.

You’ll work in a setting that values:

Respectful communication with children
Strong relationships with families
A genuine focus on inclusion and SEND
A team culture where people look out for each other

Who This Is For
Wonderbloom is for people who:

Care deeply about the quality of care they provide
Want to feel proud of where they work
Are looking for a long-term role, not just a job
Value being part of a supportive, close-knit team

Who This Is Not For
If you are looking for:

The easiest option
A setting where you can do the bare minimum
A high-volume, fast-paced environment
This won’t be the right fit.

If you want to work somewhere that feels different — in the best way — we’d love to hear from you.

A Note on Childcare Disqualification Requirements

In addition to undertaking checks to ensure that members of staff are suitable to work with children, nurseirs are also specifically required to establish that members of staff are not disqualified from working with children who have not yet reached the age of 8 in order to comply with the Childcare Act 2006 and the Childcare (Disqualification) and Childcare (Early Years Provision Free of Charge) (Extended Entitlement) (Amendment) Regulations 2018. All staff responsible for the provision or management of such childcare (including teaching) are therefore required to declare that they are not disqualified from undertaking such work upon appointment.

A disqualified person is not permitted to provide or manage care for children under age 8 unless they apply for, and are granted, a waiver from Ofsted.  In summary, a person may be disqualified from working in a school setting through:

·       Inclusion on the Children’s Barred List;

·       Being cautioned for, or convicted of, certain violent and sexual criminal offences against children and adults;

·       Grounds relating to the care of children (including where an order is made in respect of a child under the person’s care);

·       Having registration refused or cancelled in relation to childcare or children’s homes or being disqualified from private fostering.

Disqualification also applies to equivalent offences committed overseas. The Regulations do not automatically apply to all posts in settings where there is no provision for children under 8. You will therefore be informed if the Regulations are relevant to the post you are applying for.

Should you need to, you can find out more about disqualification in the Department for Education’s guidance:

https://www.gov.uk/government/publications/disqualification-under-the-childcare-act-2006

SAFER RECRUITMENT
Policy Statement

At Wonderbloom we are committed to ensuring the highest standard of safety and welfare for our children, team and families. It is of the upmost importance that all safeguarding policies and procedures are adhered to and everybody is kept safe.
We believe that all of our children, families and team deserve a safe, happy and healthy environment and we expect all employees and volunteers to share this commitment.
This safeguarding policy outlines the importance of safeguarding when recruiting new team and volunteers.

It is designed to deter unsuitable candidates from applying for roles with vulnerable
groups and help to eliminate or identify people who could pose a threat to safeguarding and welfare.

Our policy sets out that we will:
• Post all job adverts in safe and relevant places to encourage suitable candidates
• The advert will contain the company’s safeguarding statement to promote its commitment to safeguarding
• All applicants will be required to complete the companies application form for the relevant role.
• All shortlisted candidates will receive an application pack, including job description and personal specification, the safer recruitment policy statement and self disclosure form.
• 2 written references will be required, one from the candidates previous employers, these must be in writing on the companies reference form. Where possible references will be taken before interviews commence.
• During interview applicants will be asked to prove their identity, qualifications and right to work by providing originals of passports, driving licence, birth certificate and all relevant qualification certificates.
• Candidates will be asked for their DBS update number and this will be checked online through the DBS website.
• The successful candidate will be informed that their job offer is conditional, dependant on the return of 2 satisfactory written references. The candidate cannot commence employment until both references have been received and cleared.
• All new team members will undergo an induction process to ensure they have robust knowledge of all policies and procedures for the setting.
• Mandatory relevant training will be provided where required for first aid, food hygiene,
safeguarding and manual handling.
• New employees will be assigned a mentor to introduce them to the way the setting operates and to support where needed. Their work ethic and performance will be monitored with regular 1:1’s and supervisions.
• All staff will be required to update a suitability document yearly and are responsible for notifying the manager of any changes or incidents that could affect their suitability to work with children.