LEGAL NOTICE: This is a sample work agreement for personal use only.

Nanny agencies and/or other nanny

industry professionals are not permitted to use any part of this contract, or past versions of this contract, with
their clients, nannies, and/or in relation to their business. This sample work agreement contains various sample
clauses that are recommended to be added to any agreement you may enter with a nanny or family. In
consideration of receiving and using this free sample contract, you acknowledge that Nanny Counsel, LLC is
not a lawyer, and this sample contract shall not be construed as legal advice. The contents of this sample
contract are for informational purposes only based on Nanny Counsel, LLC’s experience within the industry.
This sample contract and the information in it is presented to be used solely as an example and a general
guide. This sample agreement may not be compliant with any particular laws or jurisdictions. Nanny and family
needs will differ. Nanny Counsel, LLC makes no representations or warranties as to the enforceability or
legality of these sample contract clauses in any particular jurisdiction. Nanny Counsel, LLC strongly encourages
both nannies and families to retain local legal counsel for negotiation of their employment agreement. By using
this guide, you agree to indemnify, release, hold harmless, and promise not to sue Nanny Counsel, LLC or any
of its any of its officers, directors, officials, managers, employees, from and against any and all loss, damage,
personal injury, wrongful death, liability, judgment, liens, suits, actions, costs, including but not limited to
attorney fees, expenses, causes of action, and claims of any kind or nature that may arise in whole or in part as
a result of using and relying on one or all of these sample contract clauses, whether arising in contract, equity,
tort, or otherwise.

INSTRUCTIONS: When filling out this contract, you should adjust the items in gold to fit your family’s and
nanny’s needs. All text in black reflects industry standards but can be adjusted as needed. Items in red cannot
be removed because they reflect the law as it pertains to household employees. The items in red not only
protect the nanny but protect the employer from future implications. Items in pink are notes to help better
explain the section and should be deleted entirely from final agreement. Items in green are links to articles that
better explain the laws/industry standards. In final agreement, all text should be converted to black and these
instructions/above legal notice should be deleted. Please keep in mind that this is a very comprehensive,
educational contract in order to protect both the family and the nanny. This contract promotes clear
communication and longevity in the family-nanny relationship. Some sections might seem too detailed, but
they are written this way to avoid any confusion later on. Some sections may not apply to your family or may
need modification — remember, this is a template that is meant to be customized. Oftentimes families and
nannies can get taken advantage of, and the goal of this contract is to prevent that from happening.

FAMILY/NANNY WORK AGREEMENT

Parent Name and Parent Name (“Family”) and Nanny Name (“Nanny”) have entered into an
employer/employee relationship with the obligations and responsibilities as follows:

Nanny Duties: Nanny will care for Child’s Name at Family’s Address. Please see specific duties referenced in
Addendum A. (Note: Some nanny positions require a broader title such as Nanny/Family Assistant or
Nanny/Personal Assistant. If you need your nanny to double as a Family Assistant/Personal Assistant/Household
Manager, their hourly rate should reflect that and be increased between $2-$5+ per hour.)

Terms: Nanny will begin on January 1, 2021. Employment is at will. This recitation of the employment
relationship does not create a contract for employment, nor does it change employee’s status as an at-will
employee. As a matter of courtesy and in order to provide a secure work environment for both the Family and
Nanny, both parties agree to the provisions listed in the “Termination” section. This agreement is valid until either
Family or Nanny terminates employment and the terms listed in the “Termination” section are fulfilled or until a
new agreement is negotiated and signed.

Work Hours: Nanny will work Monday through Friday from 8:00am to 5:00pm. These scheduled hours are
guaranteed and will be paid even if Family has Nanny work less than 45 hours in a week. Any scheduled hours
that Nanny is unwilling or unavailable to work, will not fall under guaranteed hours and will be deducted from
Nanny’s PTO or deducted from their weekly pay on a per-hour basis. Family may not bank unused hours from one
pay period and use them in a different pay period, as Nanny is entitled to be paid for each hour worked. A pay
period is defined as 7 consecutive days. The schedule is subject to change and Nanny agrees to be flexible and
P A R E N T I N I T I A L S ________________ 1 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
accommodating. However, while Nanny will make every effort to be accommodating, they will not be required to
be available for hours not stated in this agreement (except when traveling with Family). Nonetheless, every effort
will be made to arrive at a mutually acceptable schedule each week. Nanny will submit a timesheet for each pay
period and both parties will sign off on it. (Note: While not legally required, offering guaranteed hours is the
industry standard for nannies. Guaranteed hours means your nanny will have consistent income each week and
ensures they will keep their scheduled hours open for your family. The total guaranteed hours should exactly equal
the total number of hours the nanny is required to block off and typically work each week. Working for your
family is your nanny’s livelihood. Your nanny relies on this income to pay their bills. They are reserving these
hours for you each week (even if only part-time) and cannot simply pick up another job if you don’t need them for
a day or a week when you travel. If you do not need your nanny to work, it’s not fair to tell them to not come in
and then not compensate them. If you do not need your nanny for the full number of scheduled hours in a week
and they are willing and able to work, the proper thing to do is to compensate them for their full number of
guaranteed hours. Think of it as paying to reserve your nanny’s time and ensuring your nanny will not find a new
job while you are away. Some parents will let their nanny go home early from time to time or have a random day
off on occasion, if they happen to be home (or grandparents are visiting) and don’t really need the nanny to be
there. This is not to suggest that a nanny should automatically always get to go home early if you get home
early/stay home from work but keep it in mind if you are able to “surprise” your nanny with this from time to
time. Nannies work long hours, so getting off a little early every once in a while, really means a lot to a nanny and
helps reduce burnout. Also, it is illegal to ask your nanny to “bank” hours, which is where unused hours from one
pay period are fulfilled in another pay period (per the FLSA, a pay period is defined as 7 days, even if a nanny
gets paid biweekly or monthly). Finally, it is beneficial for the Nanny to turn in a timesheet, as it protects both the
Nanny and the Family from future implications regarding unpaid hours worked.)

Taxes: Nanny will complete an I-9 and W-4. Family will provide Nanny with a W-2 at the end of the calendar
year. Family is responsible for all payroll taxes, which includes withholding Nanny’s share of FICA taxes (or
paying on Nanny’s behalf) and paying the employers’ matching portion of these taxes, plus state and federal
unemployment taxes. If requested by Nanny, Family will also withhold federal income taxes. (Note: It is so
important to make sure you tax your nanny correctly. You must provide your nanny with a W-2, NOT a 1099. It is
illegal for a nanny to receive a 1099 as they are not an independent contractor . IRS Publication 926 is very
clear about this. Even if your accountant says it’s okay to give your nanny a 1099, it’s not — many accountants do
not know the specific laws pertaining to nannies. When hiring a nanny, you are their employer and they are your
employee — you control when they work and how the work is done, therefore they are not an independent
contractor. A nanny payroll service can take care of all of this for you, so you don’t have to worry about
incorrectly withholding taxes. Nanny Counsel recommends and partners with the following reputable nanny
payroll companies: 1. HomePay – If you sign up using our link and mention Nanny Counsel referred you, you’ll
receive your first month free. 2. Homework Solutions – If you sign up using our link and mention Nanny Counsel
referred you, your registration fee will be waived. *Disclosure: Both HomePay and Homework Solutions are
affiliate links and if you choose to work with them, Nanny Counsel will earn a small commission. Please keep in
mind that we link these companies because of their quality, and not because of the commission we receive. In fact,
we have been recommending both of these companies for several years before becoming an affiliate partner.)

Regular Pay: Nanny will be paid $950.00 gross per week paid through payroll/check/cash every Friday.
Family will provide Nanny with a pay stub each pay period. This salary is based on 45 guaranteed hours of work
per week, 40 hours at the hourly rate of $20.00 and 5 hours at the overtime rate of $30.00 per hour. In the event
that Family does not pay Nanny in a timely manner, there will be a 10% late fee added on for each day that
payment is late. Any changes to the number of hours worked per week, or to the gross pay or hourly pay rate will
be discussed between Nanny and Family, and mutually agreed upon. Should the Family request additional hours
over and above the agreed to 45 hours per week, Nanny will be paid for each hour worked, including applicable
overtime. For any hours worked over 40 hours in a 7-day period , Nanny will be paid at an overtime rate of $30.00
per hour, which is 1.5 times the normal hourly rate and legally required per the FLSA . In the event that Family
does not pay Nanny in a timely manner, there will be a 10% late fee added on for each day that payment is late. In
the event of nonpayment of any amounts duly owed to Nanny per the terms of this Agreement, Family agrees to
pay reasonable attorney’s fees, plus court costs and expenses incurred in the collection of any unpaid amounts.
(Note: It is illegal to not pay an overtime rate of time and a half on anything over 40 hours in a 7-day period. Per
the FLSA, Nannies are nonexempt hourly employees and cannot be paid a true salary. A nanny can report a family
to the Department of Labor and sue for unpaid overtime , so it’s not worth the risk. Overtime only applies to hours
P A R E N T I N I T I A L S ________________ 2 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
worked. For example, if your nanny is guaranteed 45 hours per week, but one week they only work 40 hours, in
this case they are still entitled to be paid for 45 hours because they have guaranteed hours, but legally they
wouldn’t need to be paid an overtime rate and could be paid their base hourly rate for all 45 hours. This is because
they never actually worked over 40 hours. With that said, many families opt to guarantee overtime with the
guaranteed hours so that their nanny’s pay does not fluctuate, and the nanny can rely on consistent income. Please
keep in mind that overtime laws can be stricter depending on the state, so check your state laws to make sure
you’re in compliance. For example, California also has a daily overtime threshold, so the work agreement should
include the following statement: “In compliance with California daily overtime laws, Nanny will receive overtime
pay for all hours worked in excess of 9 hours in any workday.” A late fee is added in here because for many
nannies, late payment can become an issue. Just like you, your nanny budgets and relies on getting paid on time.
This is why using one of the payroll services linked above is highly recommended. When using a nanny payroll
service parents never have to remember to take out cash or write their nanny a check or give their nanny a pay
stub. It’s important for a nanny to receive a pay stub each pay period, because this is their proof of income.
Regular pay stubs allow a nanny to apply for an apartment lease, purchase a car, etc. It is up to you and your
nanny to determine which method and how often they are paid.)

Vacation: Nanny will accrue 2 weeks (10 days) of paid vacation per year (5 days provided after the first
three months and 5 more days provided after 6 months). This is based on 90 total vacation hours and 9 hours
paid per vacation day. These vacation days may be taken at Nanny’s discretion. Nanny will clear the dates of their
vacation at least one month in advance and will make every effort to plan their vacation at a time that is mutually
convenient for Family. If additional time off is requested, it will be deducted from Nanny’s weekly pay on a per-
hour basis. When Family goes on vacation and chooses not to take Nanny or Nanny chooses not to go, Nanny
receives their full pay because they have guaranteed hours and are only required to be available for their regularly
contracted scheduled hours, which traveling overnight falls outside of those hours. During this time, at Family’s
discretion, Family may ask Nanny to help out with their contracted duties during their normally scheduled hours,
in order to fulfill some of the guaranteed hours while Family is away. At the end of the contracted year, Family
will pay out any unused vacation time to Nanny. (Note: Some families are only able to provide 2 weeks of
vacation if one week is of the nanny’s choosing and one week coincides with time the parents already have off.
However, this option should only be used if that’s truly the only way a family can do it — it doesn’t really feel
like vacation time when a Nanny is unable to choose when they want to take it. It is common for even part-time
nannies to get vacation time. Some families do need/require their nanny to travel with them, even if overnights are
not part of the nanny’s regularly scheduled hours. If this is the case, it’s important to explicitly discuss this with
your nanny because many nannies cannot always travel and be away from home — they may have kids of their
own or other commitments. If you discuss that traveling is an expected part of the job and the nanny agrees, you
should include the following terms in this section: “If Family goes on a trip and chooses to take Nanny, but Nanny
chooses not to go, then Nanny will receive no pay for their normal work days while Family is away.” For travel-
intensive positions, most nannies charge a higher rate to account for the flexibility demands.)

Sick Pay: Nanny will receive 5 days (45 hours) of paid personal/sick leave per year, based on 9 hours per day . If
additional sick days are required, they will be deducted from Nanny’s paid vacation or deducted from their weekly
pay on a per-hour basis. At the end of the contracted year, Family will pay out any unused sick time to Nanny.
(Note: Typical sick days range from 2 to 10 days per year, depending on how experienced the nanny is, how long
they’ve been with the family, and whether or not they work full-time or part-time. Standard for full-time nannies
is a minimum of 3 to 5 per year. Also, some parents offer unlimited sick days when their nanny catches a major
illness from their family. If a nanny gets a really bad stomach bug from taking care of your sick children, and then
has to miss a week of work because of it, they probably just used up all of their sick time. It is not recommended
to add unlimited sick days into the contract because it could easily be taken advantage of. However, when your
nanny catches a major illness from taking care of your family, keep unlimited sick days in mind and offer them at
your discretion. Also, many families offer 1 additional sick day after each year of employment as a bonus
for their loyalty and dedication. Some families also offer maternity leave, which is a wonderful benefit if you
are able to. Lastly, while it’s not as standard as offering sick days, please consider offering bereavement leave
should your nanny unfortunately need it. Standard is 3-5 days. Docking your nanny’s pay when they lose a loved
one and have to miss work for the funeral/time with family, is a quick way to lose a good nanny. It’s vital to show
your nanny that you care about their wellbeing and treat them with compassion.)

P A R E N T I N I T I A L S ________________ 3 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
Holidays: Nanny will receive full pay for the following holidays, or their federally observed date, if they fall on a
regularly scheduled workday: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, Day after Thanksgiving, Christmas Eve, and Christmas Day. If Family requires Nanny to work on a
federal holiday not listed above (i.e., President’s Day, MLK, etc.), Nanny will receive their overtime rate. In the
event that Nanny is required to work on a holiday they are contracted to have off and paid (as listed above),
Family will compensate Nanny at 2X their hourly rate. (Note: Some parents have to work these holidays and
therefore their nanny must work them as well. Nannies understand this and as long as they are okay with it and
compensated fairly (time and a half), it’s okay to take out holidays that don’t apply to your family. Make sure to
pay special attention to holidays that fall on a weekend or other non-scheduled workdays, especially if there is no
federally observed date, such as Christmas Eve. If this is the case, decide if you will offer your nanny an
alternative day off around the same time frame. Lastly, please be conscientious of holidays that may be important
and applicable to your nanny, such as Juneteenth, regardless of if you as an employer have it as a paid day off.
Generally, nannies get anywhere from 5 to 10 paid holidays/year.)

Benefits: Family will provide Nanny with a health insurance stipend of 50% of Nanny’s monthly premium.
Additionally, if Nanny is required to use their personal vehicle to transport children, Family will provide Nanny
with an unlimited car wash membership, as well as pay for 2 car detailing services per year. Lastly, if Nanny is
expected to provide and use their personal cell phone for work (i.e., to maintain communication with parents, take
photos of children, coordinate activities, call 911 in case of an emergency, etc.), Family will provide a phone
stipend of $35 per month. (Note: Health insurance is not required, but many parents do provide it for their full-
time nanny. Some families offer a 100% stipend of Nanny’s monthly premium, but most families generally offer to
cover 50% of the nanny’s monthly premium, or a flat stipend of $100-$300/month. It’s important for your nanny
to have access to healthcare, so that they can remain healthy for your family. A health insurance stipend is
considered nontaxable income. Some families are even eligible to receive a tax credit by providing health
insurance for their nanny. On that same note, while not required, if your nanny uses their own car for transporting
your kids, providing a car wash membership and/or paying for your nanny’s car to be detailed a couple times per
year is something they will appreciate greatly. In fact, more and more nannies are requiring 2-4 car details per
year in order to agree to use their own car for work — the standard IRS rates do not account for the additional
messes children create in cars and children can quickly depreciate a vehicle. The number of car detailing services
per year should be reflective of how much driving the nanny does, how many kids are in the car, how messy they
are, etc. Cell phone stipends are also nontaxable and also not required, but it makes sense to offer one if your
nanny uses their person phone for work. Just like in any other job, the alternative to offering a phone stipend is
providing your nanny with a work phone. Families also sometimes include other perks such as gym membership,
retirement contributions, and a continuing education/professional development stipend (there are annual nanny
conferences and trainings many nannies like to attend to earn new certifications and enhance their skills). These
are not necessarily industry standards but are very appreciated by a nanny if it’s something you are able to offer.)
Meal Obligations: Family will provide meals/snacks for Nanny during working hours. Family will also pay for
Nanny’s meals when dining out with children. (Note: It is not required for Family to provide Nanny meals, but it
is very common and the industry standard. Since a nanny is usually preparing meals for the kids/family, it’s a nice
gesture to also let them eat what they have spent time preparing. This section is not to imply a family pays for a
nanny to order themselves take-out/delivery, rather, many families ask their nanny what types of food/drinks they
like, and keep those items stocked in the house. If the nanny is responsible for grocery shopping, many parents
give their nanny permission to purchase items they would like to have in the house.)

Breaks: As the schedule does not allow for a lunch break, Nanny will take the following opportunities to rest and
recharge: 1.) If child naps or has quiet time in bedroom (for a minimum of 1 hour), during this time Nanny is free
to take personal time in the home to eat, use phone, read, watch TV, etc. Nanny will ensure the break time does
not interfere with them completing all of their job responsibilities for the day. 2.) If child does not nap or have
quiet time, Nanny may take 15 minutes every two hours while child is engaged in other activities as a small break.
For example, if child is using allotted screen time or playing independently, Nanny is free to use their phone, read
a book, and generally recharge. Nanny will still maintain supervision of child and take care of any needs that
arise. (Note: Nannies don’t get true breaks because even when kids are napping, they are still on the clock, unable
to leave the house, and ultimately responsible for the kids in their care. Imagine never being able to leave to go get
lunch or grab a coffee with a friend or run an errand on your lunch break! Nannying all day is very isolating and
having no true break, where you’re actually relieved of all your duties and can step away, can be mentally
draining. Nanny burnout is very real. It is so important to encourage your nanny to take breaks, text
P A R E N T I N I T I A L S ________________ 4 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
friends/family, and simply recharge when they can find the time. A nanny does not need to be constantly and
actively moving, cleaning, or engaging the children, in order to get your money’s worth. Your nanny is human and
simply cannot go go go for 8+ hours per day. Some days the kids won’t nap, or things will be super busy, and your
nanny won’t get a single break at all because it’s legitimately not possible to take one. This is why a nanny should
be encouraged to use their discretion to take small breaks whenever they can find the time.)

Overnights: When Family needs Nanny to work an overnight shift of 24 consecutive hours or more, Nanny will
receive a flat overnight fee of $100 for 8 consecutive sleeping hours (i.e., 10pm-6am) per 24 hours. All other
working hours will be compensated at Nanny’s hourly rate, including applicable overtime. If child wakes during
the night, Nanny’s hourly rate will go into effect for a minimum of one hour with each waking period, in addition
to the overnight fee. If child wakes several times throughout the night and Nanny is unable to get a minimum of 5
hours uninterrupted sleep, Nanny’s hourly rate including applicable overtime will go into effect for all sleeping
hours in lieu of the flat overnight fee. If Family needs Nanny to work overnight with an infant or child who is not
yet reliably sleeping through the night, there will be no flat overnight fee. Instead, Nanny must be paid for all
hours they are responsible for the child, with applicable overtime. When working an overnight that is less than 24
consecutive hours, Nanny must be paid hourly, including applicable overtime. (Note: This is because getting paid
hourly for all overnight hours would add up quickly, and most states have an 8-hour sleep time exemption.
However, the nanny is still responsible for the children during this time and must be compensated accordingly. A
nanny is not free to leave the home once the kids are asleep — they are still working, hence a flat overnight fee
that benefits both the family and the nanny is standard. With this said, it’s imperative you check your state laws.
For example, California does not allow the sleep time exemption so nannies must be paid hourly, including
applicable overtime for every hour they are on the clock. If you’re in California, this “Overnights” section should
simply state the following: “In compliance with California labor laws, when working an overnight, Nanny must be
paid for every hour including applicable overtime. This includes Nanny’s sleeping time.” If you’re in a state that
has an 8-hour sleep exemption, the standard overnight fees range from $75-$200+ per night or other nannies may
charge half their hourly rate during overnight sleeping hours. However, for infants/children who are not sleep
trained, most nannies charge their full hourly rate overnight because they do not reliably sleep through the night.
Sometimes parents are shocked at how expensive it is to hire a nanny to work an overnight, but it’s important to
keep in mind that you are asking someone to work 24 hours a day for however many days you are away — it’s
very demanding and simply very expensive to have someone work that many hours and be away from their own
home, friends/family, pets, et cetera. in order to provide private care for your children around the clock.

Travel Compensation: When traveling with Family, Nanny will receive their regular weekly guaranteed pay and
will be paid for every hour worked, including applicable overtime. Hours spent traveling to and from the
destination are legally counted as hours worked . Nanny will also receive a daily travel fee of $100 for each 24-
hour period they are required to be away from home. If Nanny is responsible for the child overnight (i.e., has the
monitor in their room), the terms in the “Overnights” clause will apply. If Nanny is sharing a room with the
child/doesn’t have private accommodations, Nanny will be considered “on the clock” at all times and paid for all
hours 24/7, including applicable overtime, in lieu of the flat overnight fee and the daily travel fee. All travel-
related expenses, including all meals on and off the clock, lodging, airfare, and admission will be covered by the
family. (Note: Nannies often charge a travel fee ranging from $50-$150/day. This is sometimes referred to as an
“inconvenience fee” because the nanny is unable to be in the comfort of their own home, with access to their own
vehicle, and may have to pay for a pet sitter while they are away. Some nannies will waive the daily travel fee if
they are responsible for the child overnight and receiving their overnight fee, while others require the overnight
fee in addition to the travel fee, as listed in the above sample clause. This is up to you and your nanny to discuss
and negotiate. If a nanny is expected to share a room with the kids or another adult or sleep in a common area, and
therefore have no privacy and no space to truly relax and recharge (i.e., watching some tv in bed before falling
asleep or talking on the phone to a loved one before bed, etc.), then the nanny should be compensated at their full
hourly rate 24/7 including applicable overtime. Without private accommodations, it is as if the nanny is on the
clock at all times and constantly working. Keep in mind that some nannies will not travel unless they have private
accommodations, so if you plan to have your nanny share a room, it’s important to first ask them if they are open
to it. Family is responsible to cover meals even when nanny is off the clock because this is an expense they would
not incur if not on a work trip with your family. It’s important to remember that your vacation is not your
nanny’s vacation. This is a business trip for your nanny, therefore they must be paid accordingly. Most nannies
report working longer and/or harder hours when traveling with their nanny family and if it’s a long trip, having to
jump right back into their normal workweek upon return. Sometimes this means a nanny will have worked for 10+

P A R E N T I N I T I A L S ________________ 5 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
days straight. Parents need to remember that even if they get back from the trip and have to jump right back into
work the next day, they are coming back from a relaxing family vacation. Your nanny is not coming back from a
relaxing vacation, but rather a very demanding business trip. Upon returning from a 5+ day trip, offering your
nanny a paid day or two off helps reduce nanny burnout and let’s your nanny know that you understand they are
human and deserve a day or two to recharge.)

Reimbursement: Family will pay for (in the form of a credit card or petty cash) any and all expenses incurred for
mutually agreed upon transportation and childcare activities (including Nanny’s admission costs). If requested,
Nanny will provide receipts and invoices for any family money spent. Any expenses over $50 must be pre-
approved by Family. If Family does not provide credit card or petty cash, Nanny will not be required to spend
more than $20 of their own money per day. If Nanny must pay out of pocket for any job-related expenses, Family
will reimburse Nanny within 24 hours. If Nanny overdrafts their bank account due to not being reimbursed within
24 hours, Family will pay the overdraft fee. If credit card is provided, Nanny acknowledges that the credit card
(“Funds”) provided by the Family is the property of the Family. Nanny agrees to use the Funds only for the
purchase of groceries, household supplies, and child expenses consistent with their job duties and for other
expenditures expressly authorized by the Family. Nanny agrees not to make any personal purchases with the Funds
or to allow any other person to do so. Nanny further agrees to safeguard the Funds and to report any loss or theft
of the Funds to the Family immediately. (Note: If Family requests that Nanny dine out with the children, their
meal must be covered by Family. Many families also allow their nanny to eat out with the children or grab a snack
while out at their discretion and cover these costs. It is a good idea to discuss how often is appropriate and
practical for your Family. Additionally, some Families give their nanny a weekly (or monthly) amount that they
can spend on activities, outings, meals out, etc. with the children and then approve larger outings on a case-by-
case basis. While it’s not required to give your nanny a credit card or petty cash, it is highly recommended. It is
unfair to expect your nanny to front the money for job-related expenses. If a nanny must pay for something with
their own money, it is very important they are reimbursed in a timely manner. Oftentimes nannies are not
reimbursed quickly, and they feel uncomfortable bringing this issue up, especially if they need a timely
reimbursement due to personal financial reasons. If a nanny is required to use their own money, they should be the
one to determine how much they can afford to spend per day, as notated in this agreement. Again, many nannies
will not feel comfortable discussing this because it’s embarrassing if they are tight on money, so it is highly
recommended to never force your nanny to use their own money.)

Workers’ Comp Insurance: Family will carry a workers’ compensation insurance policy or a homeowner’s
policy that will cover Nanny for work-related injuries. (Note: Having workers’ comp insurance is highly
recommended as it ensures financial protection for the employer. In fact, in most states it’s legally required, so it’s
important to check your state laws . Please keep in mind that even if your state doesn’t require it, this truly is not
something you should skip. Workers’ comp is in this agreement to protect the family. All it takes is one little
accident like a nanny rolling their ankle or needing stitches due to slicing a finger while prepping a child’s lunch.
Or worse, a major accident could be absolutely financially devastating for a family. A responsible employer has
workers’ comp to ensure things don’t get unnecessarily awkward or tense if an employee sustains a work-related
injury.

Pet Care: Nanny will assist with caring for family dog during working hours. Duties include letting dog out as
needed and making sure water bowl is full. In the event that a new puppy is added to the home and Nanny is
expected to care for and clean up after it, Nanny’s hourly rate will increase by $2 per hour until puppy is fully
trained and no longer requires such attentive care. (Note: Pets are members of the family, and most nannies are
okay helping out with basic pet care . This does not include cleaning pet crates/cages, or any sort of
cleaning/washing related to pets. This also does not include taking dogs on long walks or pet sitting overnight.
Letting a dog out back in a fenced yard is a task most nannies are happy to help with, but dog walkers/pet sitters
charge good money, and many nannies are dog walkers/pet sitters on the side for extra income. It’s unfair to
expect your nanny to double as your dog walker/pet sitter, without increasing their pay. If you’d like to hire your
nanny as your dog walker or pet sitter because it’s easier than hiring a separate person, see if they are open to it
and make sure to compensate them what you would if you hired a separate person to come to your home. Also, if
you are adding a puppy or untrained dog to your family and need your nanny to take on the task of caring for the
puppy all day, your nanny should be given a raise of at minimum, $2/hour. Puppies are incredibly hard work, and
many nannies can become resentful if a puppy is added to their workload without proper compensation. Adding
$2-$3 per hour to your nanny’s pay is significantly cheaper than hiring a separate person to care for, train, and
P A R E N T I N I T I A L S ________________ 6 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
clean up after your puppy all day. Some nannies may not like pets or may be allergic to them, so it’s important to
discuss your needs and expectations with your nanny.)

Additional Children: In the event that an additional child is added to the family, Nanny will receive a raise of no
less than 10%. (Note: Standard is between 10-20+ percent, which generally translates to an additional $1-3+ per
hour.) If Family requires Nanny to provide one time childcare to a relative that is not part of the immediate family,
Nanny’s hourly pay will increase by $5 per hour per child. If a friend of the Family needs a babysitter and opts to
bring their child over for a playdate/childcare, Nanny will charge that parent their normal hourly rate, unless it is a
mutually beneficial arrangement where the Nanny also receives “free” childcare from time to time. (Note: An
example of this would be when two sets of parents want to have child-free time together and need the Nanny to
provide care for both families’ children, or another child from school needs to come over every Wednesday until
their parents can pick them up. The above examples are when a nanny would charge each family their full hourly
rate. Many nannies are flexible and don’t mind pitching in if a close family friend is in a pinch and needs a few
hours of care for their child, especially if it is a give-and-take situation where the nanny receives the same help
when they are in a pinch and needs a few hours to get stuff done. Additionally, most nannies do not consider a
playdate to count as childcare for an additional child, however, playdates should be run past the Nanny before
scheduling.

Inclement Weather: Family cannot demand that Nanny drive in unsafe conditions either with or without
children. Nanny will make every effort to get to the Family home during inclement weather. However, if the city
has asked for non-essential vehicles to stay off the road or if one or more parents are not required to go into work,
then Nanny will not be required to come in, and will be paid for the day. (Note: Some parents work jobs where
they must go into work even in inclement weather (i.e., doctors). In this case, it is customary to add into the work
agreement that Nanny is required to get to Family home the night before bad weather occurs and will be
compensated with their overnight rate or that Family will provide safe transportation for Nanny to get to/from
work.)

Late Policy: If Family is late repeatedly or late without notice and Nanny's consent, Nanny reserves the right to
charge a late fee of $1/minute after the scheduled end time, instead of their normal hourly rate. This late fee is
implemented at the discretion of the Nanny and is intended for habitual tardiness. Nanny agrees to only implement
the late fee after having: 1. Previously discussed the issue with Family at a sit-down meeting and tardiness
continues despite that, and 2. Given Family written notice of the date the late fee policy will go into effect. In the
event Family is more than an hour late without notice and cannot be reached, Nanny will call emergency contacts.
If it has been more than an hour and a half and neither the Family nor emergency contacts can be reached, Family
agrees that Nanny has permission to call the non-emergency police line. In the event Nanny is more than an hour
late without notice and cannot be reached, Family will call emergency contacts. If it has been more than an hour
and a half and neither the Nanny nor emergency contacts can be reached, Nanny agrees that Family has permission
to call the non-emergency police line. (Note: Late fees vary and are implemented at the discretion of the Nanny.
This is not meant to penalize a parent who is late every once in a while, this is to prevent habitual tardiness. If
your nanny is repeatedly late to work, it is likely they will lose their job. There is not as much on the line for
parents when it comes to being punctual, so unfortunately, many nannies are taken advantage of by habitually late
parents, even if only by 10-15 minutes. Your nanny makes sure to show up on time every day, so you should show
them the same courtesy. Your nanny relies on getting off at a certain time and plans their life accordingly, so it’s
important their time is respected. Please keep in mind that your nanny’s end time is when they should be walking
out the door. If you plan to chat with your nanny about how the day went and want to go over things to ensure a
smooth transition, it is recommended to arrive home between 5-15 minutes before your nanny’s scheduled end
time. Some families may require their nanny to have flexible hours because they have jobs with unpredictable
hours, or they simply pay their nanny very well for their flexibility. In these cases, it is up to the family and the
nanny to decide if and how to implement a late fee.)

Mileage: If Nanny is required to use their own vehicle while working, Family will reimburse Nanny at the current
IRS Standard Mileage Rate (56 cents per mile as of 01/01/2021) at the end of every month separate from their
paycheck. Nanny will keep track of mileage and submit it by the end of the month for reimbursement. (Note: In
some states parents are legally obligated to reimburse mileage, so it’s important to check your specific state laws.
With that said, even in states where it’s not a legal requirement, it is the industry standard and nannies should be
reimbursed mileage for any job related drives (mileage reimbursement is not income, therefore it is not taxable).
P A R E N T I N I T I A L S ________________ 7 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
It’s important to reimburse using the current IRS rate instead of just offering a flat rate to cover gas. It’s not just
gas that needs to be accounted for, it’s the wear and tear on the vehicle, so that is why the IRS rate is used. Even
driving just 5 miles per day
adds up ($728 per year!), so please do not dismiss reimbursing mileage if your nanny does not drive very much.
Please also do not take away other benefits because you reimburse mileage. It’s important to remember that
mileage reimbursement is not considered a benefit, it is simply reimbursement. It costs your nanny a lot of money
to use their car for work (gas, insurance, car payment, more frequent oil changes, needing new tires more often,
etc.) so the fair thing to do is to reimburse them at the full IRS rate. This is not something to nickel and dime and
cut corners on. Yes, it adds up and is costly, but to have an employee use their personal car for work, it is going to
cost a decent amount of money. Many parents find that for a little bit more than it costs to reimburse mileage, they
can purchase an inexpensive nanny car. This way parents do not have to worry about tracking and reimbursing
mileage. Another perk to providing a nanny car is parents then know for sure the car is in good working condition
and safe. For example, when a nanny uses their own car, parents have no way of knowing that the nanny will get
new tires when needed. A nanny might put off getting new tires for a little bit and could be driving the kids around
on tires the parents deem unsafe. With a nanny car, you know everything is up to your standards and your kids are
in a car that is well maintained. Many parents opt to purchase a used minivan and find that the monthly car
payment and insurance costs are close to the cost of mileage reimbursement — especially if the nanny is required
to do a lot of driving. Most nannies prefer a nanny car because it’s a big sacrifice to use their own car to transport
children. Nannies who use their own car have to pretty much always have car seats in the back of their car even
during their off hours. Their car gets dirty quicker because of sippy cups, snacks, kids kicking the back of the seat,
fingerprints on the windows etc. Lastly, parents who have a nanny car then also have a designated kid car for
themselves to use when their nanny is off. This means parents can keep their personal cars clean and kid free, and
only have to worry about one car being heavily worn and depreciated by children.)

Backup Care: Family will have backup care options in place for times when Nanny is unable to come into work.
(Note: It is so important to have backup care in place — and not just one backup care option. Whether it’s
relatives you can call in a pinch, a neighbor, or a pool of babysitters — backup care is a necessity. Nannies hate to
miss work, as they know how much it inconveniences the family. When parents don’t have backup care, it can
often lead to a nanny feeling frustrated. This is because lack of backup care results in a nanny feeling guilty for
something they shouldn’t feel guilty for. Nannies will miss work from time to time, sometimes unexpectedly (life
happens!), and it is the parents’ responsibility to have multiple backup care options in place.)

Emergencies: Family will provide Nanny with emergency contact information, notarized medical release form,
and emergency protocols for health emergencies regarding child or nanny, and natural disaster/fire protocols.
Family will also obtain Nanny’s emergency contact information. (Note: A notarized medical release form is not
required but strongly suggested.)

Medication: Nanny will not give any medication to children without parents’ prior authorization. This includes
over the counter and prescription medication. (Note: Some parents allow their nanny to use their own professional
discretion when it comes to medication. Other parents prefer their nanny to ask each time before administering
medicine.)

Nanny Cams: Family reserves the right to use cameras in their home. The family will not place cameras in private
areas such as bathrooms and Nanny’s bedroom in the home (i.e., for overnights). Family will disclose the use of
cameras (both audio and video). (Note: Nanny cam laws vary by state, so it’s important to check your specific
laws. Even if your state allows filming a person without their knowledge, many nannies appreciate knowing if they
are being filmed. Nannies can oftentimes feel very violated if the use of cameras isn’t disclosed and they then find
out later there are cameras in the home.)

Vaccinations: Nanny is required to stay up to date on Influenza, Tdap, Varicella, and COVID vaccinations.
Family will cover the cost of these vaccinations. (Note: Some parents do not require their nanny to get vaccinated
and this section does not need to be included in the work agreement. However, many parents do require it and
cover the cost since it is not the nanny’s personal choice to get vaccinated. It’s
important to discuss this before entering into an employment relationship because it’s not fair to spring it on your
nanny down the road, when they might not be comfortable or able to get vaccinated. Many nannies are not okay
with vaccinations and will pass on a job offer that has this requirement. It’s a good
P A R E N T I N I T I A L S ________________ 8 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
idea to offer a compromise to nannies who can’t get vaccinated, such as having them wear a mask at work, just
like nurses are required to do.)

COVID-19/Pandemic: If Family (parent and/or child) or Nanny has symptoms of COVID-19 or any
pandemic disease, they will seek testing immediately. Family or Nanny will follow CDC guidelines for the
quarantine period. If Nanny has to quarantine because Family has been exposed and is required to
quarantine, Nanny will receive their regular pay for the entire quarantine period. In the event that Nanny
has to quarantine due to being exposed, Nanny will receive full sick leave pay separate from their accrued
sick days for up to 14 days. In the event Nanny is required to quarantine again due to an exposure
outside of work with Family, Nanny must use accrued sick time or take unpaid leave. In the event of a
pandemic, both Family and Nanny agree to follow CDC guidelines in regard to social distancing, mask
wearing, travel procedures (including testing and quarantine periods after travel), and basic hygiene/hand
washing. Family and Nanny will maintain open communication regarding their risk tolerance scale to
ensure everyone is on the same page and equally adhering to the same safety protocols. In the event of a
stay-at-home order where Nanny is not deemed essential and cannot come to work, Nanny will receive
their full pay or be furloughed so they are eligible for unemployment. If any parent is terminated,
furloughed, or experiences reduced compensation and can no longer afford Nanny, all parties must sit
down to discuss whether to furlough Nanny, let Nanny go while fulfilling the terms listed in the
“Termination” section, or renegotiate this agreement.

Driving Policy: Nanny may not use hand-held cell phone while operating vehicle, whether the vehicle is in
motion or stopped at a traffic light. This includes, but is not limited to, adjusting GPS, answering or making phone
calls, engaging in phone conversations, reading or responding to emails, instant messages, and text messages. If
Nanny needs to use the phone, they must pull over safely to the side of the road or another safe location. Nanny
agrees to use the utmost care and to abide by the law when operating their vehicle or the family vehicle in
connection with their employment under this agreement. Nanny agrees to maintain automobile insurance and to
refrain from driving in connection with their employment if their auto insurance should lapse. Nanny agrees to
notify their insurance that they will be transporting children in their personal vehicle for work and adjust their
policy as necessary in order to cover the children in their car (please see Addendum B). Nanny also agrees to
inform the Family of any violation of the traffic laws for which they are cited or any collision in which they are
involved, whether or not the citation or collision occurs while they are performing their job duties. Violations to
this policy will be considered serious and may result in the imposition of discipline up to and including
termination.

Social Media: Nanny understands that no information about their location, plans for the day, or pictures of the
children or family home should be shared on any social media network without prior approval from Family. Nanny
will also not tell strangers to the Family where they are spending the day, unless Family has authorized Nanny to
provide such information.

Confidentiality: Nanny understands that any and all private information obtained about Family or their
dependents during the course of employment, including but not limited to medical, financial, legal, professional,
and personal information, are strictly confidential and shall not be disclosed to any third party for any reason. In
return, Family understands that any and all private information obtained about Nanny or their dependents during
the course of employment, including but not limited to medical, financial, legal, professional, and personal
information, are strictly confidential and shall not be disclosed to any third party for any reason.

Defamation Clause: Nanny agrees to not publish defamatory speech about Family through oral or written word,
nor on public forums, blogs, social networks, or any other platform at any time during or subsequent to the
contract period. Family agrees to not publish defamatory speech about Nanny through oral or written word, nor on
public forums, blogs, social networks, or any other platform at any time during or subsequent to the contract
period.

Raises/Bonuses & Reviews: Upon the first 90-days, Nanny will have an initial review with Family to assess the
status of the relationship. After the initial review, Nanny’s job performance will be reviewed and evaluated every
6 months or as requested. After one year, the employee is eligible for a raise of no less than 3% to account for

P A R E N T I N I T I A L S ________________ 9 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
cost-of-living increase. An additional performance-based raise as well as an end of the year bonus, may be offered
at Family’s discretion. (Note: Performance based raises (standard is between 2-10+ percent based on the nanny’s
job performance — this raise is in addition to the cost of living raise) and bonuses are at employer’s discretion,
but it is industry standard for nannies to receive an annual COL and performance raise, as well as a yearly holiday
bonus of anywhere between 1 to 2 weeks’ pay, depending on what the family can afford and how happy they are
with their nanny. The COL raise + performance raise usually totals to a $1-$3+ per hour raise. While a nanny
should never expect an end of the year bonus, it is something parents should factor in when budgeting the cost of
employing a nanny. Many employees receive annual raises as well as end of the year bonuses — nannies are no
exception. Even if you do not receive an end of the year bonus at your job, you have to remember that your
nanny’s job is not the same as your job, and in the nanny profession, a holiday bonus is customary as a ‘thank you’
for a job well done.

Termination: If either party wishes to terminate employment without cause, they must give 30 days’ notice and
Family must pay out all accrued vacation time and sick time. If Family fails to give 30 days’ notice for
termination without cause, Family must give equivalent severance. Termination with cause may be immediate. If
Family terminates Nanny with cause, they are not required to pay out vacation time, sick time, or severance. If
Nanny gives notice and Family chooses not to have Nanny work their entire notice period, Family will pay
equivalent or prorated severance. Reasons Family may terminate Nanny with cause: Nanny violates this agreement
in any way, misses a day of work without notifying the Family, is repeatedly late to work, lies, steals, or is
otherwise dishonest to the Family, is convicted of a crime, crosses professional boundaries with Family, is hostile
or disrespectful to the Family, breach of Family’s privacy, drinks alcohol while working, uses illegal drugs at any
time, fails to perform job duties or allows children’s safety to be compromised in any way. Nanny may quit with
cause for the following reasons: Family violates this agreement in any way, persistent late paychecks, persistent
tardiness at the end of Nanny’s scheduled workday, lies, steals, or is dishonest to Nanny, hostile or disrespectful
work environment, breach of Nanny’s privacy, sexual harassment, an immediate member of the Family is
convicted of a crime or does illegal drugs, or if Nanny’s safety and/or personal boundaries are compromised while
at work. If Nanny quits with cause they are entitled to a severance package of 30 days’ pay and cashing out
accrued vacation time and sick time. (Note: In some states payment of accrued vacation time is mandated under
state employment law, so it’s important to check your specific state laws.)

Trial Period: During the first 30 days, either Family or Nanny can discontinue this agreement without notice or
penalty. (Note: Trial periods generally range from 7 to 90 days.)

Signatories to this Agreement hereby acknowledge that they have carefully read this Agreement and that
they intend to be bound by the terms herein.

___________________________________ _______________________
Employee: Nanny Name Date

__________________________________ ________________________
Employer: Parent Name Date

__________________________________ ________________________
Employer: Parent Name Date

WWW.NANNYCOUNSEL.COM 2016-2021 © NANNY COUNSEL

Legal Notice: This document and the information in it is presented to be used solely as an example and general guide and is not intended as legal advice. By
using this document, the user hereby agrees to release and hold harmless Nanny Counsel, LLC from any liability arising under or relating to this "Sample Work
Agreement” document whether arising in contract, equity, tort or otherwise.
P A R E N T I N I T I A L S ________________ 10 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
 ADDENDUM A FOR FAMILY NAME

Duties and Responsibilities

• Complete childcare
• Duties and responsibilities may change as the children grow, and as the needs of the family change. If the
duties and responsibilities change, all parties must sit down to renegotiate this agreement.

General (These are typical house rules/duties. Add in/take out items to better fit your family)

• Nanny will be punctual in showing up for work each day.

• Nanny will have CPR and First Aid certification before beginning employment and will keep certification
current throughout employment with Family.
• Nanny will treat Family with respect and communicate clearly with them.
• Nanny will not leave children unattended in the car at any time.
• Nanny will never hit, spank, or cause physical harm to children.
• No visitors except with prior notification and approval from Family.
• Nanny will not release children from their care to anyone besides parents without prior authorization
• Nanny must carry emergency contact information including notarized medical release form (if provided by
parents) at all times.
• Nanny must have a cell phone with them during their workday in order to communicate with parents,
coordinate job-related activities/outings, and call 911 in case of an emergency.
• Nanny will limit phone usage to nap time unless communicating with the parents/coordinating something for
the children or during an approved break as defined in the “breaks” clause.
• Nanny will limit child’s screen time (televisions, iPads, phones, video games, etc.) to 45 minutes per day.
• Nanny will practice water safety and remain aware and alert at all times when children are in/near water .
• Nanny will not carry any personal weapons/firearms while on the clock. No weapon/firearm will be present
on their person, among their belongings, in their vehicle, or in the Family’s home.
• Nanny will use sunscreen, bug spray, and diaper rash cream as directed by parents.
• Nanny must carry automobile insurance (that covers transporting children in their car for work) at all times
during employment, should they be required to use their car for work.
• Nanny will clean up after themselves and the children during working hours, and Family is not expected to
clean up Nanny/child messes from during Nanny’s shift.
• Must be professional and be ready to work — good attitude, discreet, fun, active, responsible, trustworthy,
confidential, reliable, and committed to the job and Family.
• Good work ethic and attitude, willingness to take the initiative to help out with Family needs.
• Driving duties — must maintain a good driving record.
• Must live within 20 miles from Family’s home to ensure a short commute to work and be available quickly
for emergencies.
• Nanny will be a non-smoker nor live with someone who smokes.
• On the last day of work Nanny will return family possessions such as house key, credit card, medical release
form, membership cards, car seat, etc.

Childcare/Household (These are typical Professional Nanny duties. Add in/take out items to better fit your
family/nanny. Remember, if you require needs beyond these typical child related Nanny duties, such as running
personal errands for you, parents’ laundry, cleaning up parents’ dishes, making family meals, taking dogs on long
walks, watering plants, family grocery shopping, etc., your Nanny’s title should be Nanny/Family Assistant or
Nanny/Personal Assistant and their hourly rate should be increased to reflect that. Please note that Nannies/Family
P A R E N T I N I T I A L S ________________ 11 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
Assistants should never be responsible for any cleaning aside from general, child-related tidying. Adding in deep
cleaning, even for child areas (floors, dusting, bathrooms, etc.) and non-child related cleaning/tidying chores,
would mean your nanny is actually also a housekeeper and pay would need to be significantly increased to account
for that, as housekeepers charge a minimum of $25+ per hour, just for cleaning.)

• Baby care including feeding, burping, swaddling, changing, bathing, and playtime
• Preparing nutritious meals/snacks for child
• Maintaining child’s areas; cleaning up after self and child
• Cleaning child’s highchair and feeding area
• Keeping changing areas and diaper bags stocked
• Maintaining child’s supplies (feeding, diapering, bathing, etc.)
• Grocery shopping for child
• Researching and purchasing gear, toys, and clothing for child
• Child related errands (i.e., purchasing a birthday present for a playmate, purchasing items for travel, etc.)
• Organizing child’s areas, closet, dresser, and belongings (including rotating child’s clothes seasonally and
sorting through outgrown clothes)
• Transporting child to and from appointments/classes/school
• Overseeing or assisting with homework, chores, musical instrument practice, etc.
• Active liaison between teachers, coaches, doctors, and parents
• Deep cleaning child’s gear: highchair, car seat, humidifier, bottle warmer, etc.
• Sanitizing toys as needed
• Child related laundry including bedding, towels, changing table linens
• Cleaning, washing, and sterilizing baby bottles and pump items
• Adhering to the childcare philosophy of the parents’ choice
• Loading and unloading dishwasher every day
• Wiping down kitchen counters every day
• Sweeping/vacuuming crumbs after meals
• Taking out diaper trash as needed
• Researching and coordinating child’s classes, outings, activities, and social opportunities
• Taking care of nanny car including scheduling regular car washes, maintenance, and filling up gas
• Providing safe, educational, loving, and engaging environment to nurture child
• Assisting with introduction of bottle, introduction of solid foods, sleep training and establishing consistent
feeding and sleep schedules, weaning from the bottle, potty training, and encouraging age-appropriate social
skills and independence
• Organizing and supervising outings, activities, playdates, and carpools
• Maintaining day to day necessities such as: ensuring permission slips are signed, school lunches are packed,
library books are returned on time, backpack is packed for school, and uniforms and sports equipment are
ready to go.
• Maintaining nanny log or verbal communication with parents about child’s day.

ADDENDUM B FOR FAMILY NAME

Parent Obligations:

• If Nanny has an accident during a job-related drive (in either their personal vehicle or the Family’s vehicle),
Family pays the insurance deductible (not to exceed $1,000 if in Nanny’s personal vehicle), regardless of
fault, unless Nanny is found to be driving recklessly.

P A R E N T I N I T I A L S ________________ 12 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM
 • If Nanny’s insurance premium increases due to needing additional coverage for transporting children in their
car for work, Family will pay the difference. In addition, if Family is unsatisfied with Nanny’s insurance
coverage and requires them to have a better policy with fuller coverage, Family will pay the price difference.
• Family will provide a safe (properly fitting, non-expired, never crashed or otherwise compromised) car seat
for the child. Family will make sure the car seat is installed securely and safely.
• Family will ensure home is properly baby-proofed, including securing and locking up any weapons/firearms
in the home.
• Family will be punctual when arriving home each day so Nanny can plan their life accordingly.
• Family will maintain the home (including child related chores and dishes) while Nanny is off, and Nanny is
not responsible to clean up messes made while they are off the clock.
• Family will clean up after themselves during Nanny working hours and Nanny is not expected to clean up
parents’ breakfast/lunch dishes, fold parents’ laundry, etc. If parents choose not to clean up their messes
and/or messes made while Nanny is off, Nanny will leave it as they found it.
• Family will be appreciative when Nanny helps out with non-contracted extras on their own accord and will
be mindful of not allowing these “extras” to become an expectation.
• Family will treat Nanny with respect and communicate clearly with them about expectations.
• Family will pay Nanny on time without being reminded by Nanny.
• After each employment year, Family will provide Nanny with a written letter of reference detailing their
performance and duties from the past year.

(NOTE: Parent punctuality and cleaning of messes is included in this agreement because it is often a problem for
nannies and can quickly lead to nanny turnover. It’s important to respect that your nanny has a life outside of working
for your family and therefore relies on getting off on time. In addition, when a nanny cleans up messes and leaves you
with an organized and tidy home on Friday, it can be very frustrating for a nanny to walk in on Monday (or any day) to
messes they weren’t a part of or being paid for (i.e., dinner dishes from the night before or even child related messes).
Remember that your home is also your nanny’s workspace, and if messes your nanny wasn’t a part of are in their way (a
sink full of dishes is the most common), it interferes with their ability to get their job done. In addition, unless mutually
agreed upon, a Nanny should not be responsible to clean up parent messes/complete parent-related chores. The reason
parents should be responsible to pay the insurance deductible regardless of fault is because the nanny would not have
gotten into an accident if they had not been driving at that time for work. If the nanny had been using a work vehicle,
the employer would be responsible for paying the deductible, so the same applies if a nanny is required to use their own
car. The “not to exceed” deductible amount should be adjusted to reflect the Nanny’s car insurance deductible. In
addition, it’s important for nannies to notify their insurance company and inform them that they will be transporting a
child in their car for work purposes. This may cause the nanny’s insurance premium to go up, in order to properly cover
the child. If this happens, it’s only fair for the parents to cover the difference, as the nanny is only paying a higher
premium because their job requires them to use their own car to transport children. Finally, a nanny relies on being paid
on time, just like you do. It’s awkward for a nanny to constantly have to remind their boss to pay them, and sadly, this
is a problem many nannies encounter. Mistakes happen and that’s understandable, but habitually forgetting payday can
cause a nanny to feel resentful and frustrated. These are small gestures that help reduce nanny burnout and make your
nanny feels appreciated and valued. Also, keep in mind that most nannies are very generous and willing to help out, as
long as they are treated the same way in return. Nannies will often do “extras” just because, and as long as parents
show their appreciation and don’t allow these “extras” to become an expectation, nannies will generally continue to
pitch in and help out just to make the family happy. The best family-nanny relationships are a give and take and are full
of mutual consideration and respect.)

P A R E N T I N I T I A L S ________________ 13 of 13 N A N N Y I N I T I A L S ________________

WWW.NANNYCOUNSEL.COM