So many nannies and families wonder what should be in a “nanny contract”? Creating a comprehensive nanny contract is crucial for establishing clear expectations and fostering a positive working relationship between families and childcare providers. At Seaside Staffing Company, we’ve seen firsthand how thorough contracts lead to more successful long-term placements. This guide covers all the essential elements you should include in your nanny agreement.
Understanding Compensation
The foundation of any nanny contract is clear compensation terms. Begin by specifying the hourly rate, weekly or monthly salary, and payment schedule. Consider whether you’ll offer net pay (take-home amount) or gross pay (before taxes). Many experienced nannies prefer gross pay arrangements where employers handle tax obligations. Your contract should also address overtime rates for hours worked beyond the agreed schedule, typically 1.5 times the standard rate.
Establishing Schedule and Shifts
Detail the expected work schedule with specific start and end times for each day. Include provisions for schedule changes and how much notice is required from either party. Some families opt for guaranteed hours, which ensures your nanny receives payment for a minimum number of hours weekly regardless of whether you need their services for the full time. This practice helps retain quality childcare providers and demonstrates commitment to their financial stability.
Travel Considerations
If your family travels and expects your nanny to join, outline travel expectations, compensation, and accommodations. Travel days often require additional pay, and many nannies receive their regular rate plus a premium of 25-50% for travel days and working hours while away. Specify whether the nanny will have private accommodations and define working versus non-working hours during trips.
Time Off Policies
A comprehensive nanny contract addresses paid time off, including vacation days, sick leave, and holidays. Industry standards typically offer two weeks of paid vacation annually, with at least one week chosen by the nanny. For sick days, consider offering 5-10 paid sick days annually. Clearly state which federal holidays are paid days off and whether alternative arrangements apply if work is required on these days.
Responsibilities and Duties
Outline specific childcare duties and any additional household responsibilities. Be explicit about expectations regarding meal preparation, laundry, transportation, homework assistance, and extracurricular activities. Define what constitutes “light housekeeping” to avoid misunderstandings. Many families create weekly schedules or checklists to supplement this section.
Employer-Paid Expenses
Specify which expenses the family will cover. Common employer-paid expenses include meals during working hours, activity costs with children, and any supplies needed for childcare duties. Your contract should clarify reimbursement procedures and timelines for these expenses.
Overnight Care
If overnight care might be needed, establish a separate overnight rate. This could be a flat fee or an hourly rate based on active caregiving versus sleep time. Define active working hours versus on-call hours during overnight stays and how these hours count toward overall compensation.
Additional Benefits
Competitive nanny contracts often include benefits beyond basic compensation. Consider offering health insurance contributions, retirement benefits such as 401(k) matching, performance bonuses, and annual cost-of-living adjustments. At Seaside Staffing Company, we’ve found that families who offer comprehensive benefits packages attract and retain the highest quality childcare professionals.
Transportation Terms
When nannies use their personal vehicles for work duties, include mileage reimbursement at the current IRS rate. Some families provide a company credit card for child-related expenses or a monthly transportation stipend. If your nanny will drive your vehicles, address insurance coverage and liability concerns.
Housing Considerations
For live-in nannies or those relocating for the position, include housing arrangements. Detail any housing stipend, utilities coverage, and privacy expectations. Specify whether housing is considered part of compensation and how housing arrangements would change upon termination of employment.
Legal Protections
Include employment status classification (typically household employee rather than independent contractor), at-will employment clauses, confidentiality agreements, and non-disclosure provisions. Many high-profile families require NDAs to protect their privacy. Seaside Staffing Company can provide templates for these legal components tailored to your specific situation.
Performance Reviews and Raises
Establish a schedule for performance reviews, typically conducted annually or semi-annually. Link potential raises to these reviews and consider automatic cost-of-living increases. Many families offer annual bonuses equal to one or two weeks of pay during the holiday season or employment anniversary.
Termination Procedures
Outline termination notice periods for both parties, typically two to four weeks. Include severance pay provisions and final paycheck procedures. Address the return of any family property and, for live-in positions, housing transition timelines.
Creating a comprehensive nanny contract takes time but provides clarity and security for both families and childcare providers. At Seaside Staffing Company, we guide families through this process to ensure all parties start their working relationship with confidence and clear expectations. A thorough contract demonstrates professionalism and commitment to your childcare provider, setting the foundation for a successful long-term relationship.
Remember that state and local laws regarding domestic employment vary, so consider consulting with a legal professional familiar with household employment regulations in your area before finalizing your agreement.
