INSTRUCTIONS: This is a sample contract for personal use only.

Nanny agencies and other nanny industry professionals

are not permitted to use any part of this contract, or past versions of this contract, with their clients and/or in relation to
their business. 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 reflect 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 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.

FA M I LY/ N A N N Y W O R K A G R E E M E N T

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/hour.)

Terms: Nanny will begin on January 1, 2018. 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 6:00pm. These scheduled
hours are guaranteed and will be paid even if Family has Nanny work less than 50 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 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. Nonetheless, every effort will be made to arrive at a mutually
acceptable schedule each week. Nanny will submit a time sheet 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. 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
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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 nanny 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 (a pay period is defined as
7 days, per the FLSA). Finally, it is beneficial for the Nanny to turn in a time sheet, 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.)

Regular Pay: Nanny will be paid $990.00 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 50
guaranteed hours of work per week, 40 hours at the hourly rate of $18.00 and 10 hours at the
overtime rate of $27.00 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 50 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
$27.00 per hour, which is 1.5 times the normal hourly rate and legally required per the FLSA. (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. 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 a payroll service 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 of paid vacation per year (1 week provided after the first three
months and the 2nd week after 6 months). 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
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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)

Sick Pay: Nanny will receive 5 days of paid personal/sick leave per year. 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
and whether or not they work full-time or part-time. 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.)

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, 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, 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.
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 pay for one car detailing service every 6 months. (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, 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. Families also sometimes include
other perks such as a cell phone, 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
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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 pay 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.)

Overnights: When Family needs Nanny to work overnight due to going out of town or simply needing
extra assistance, Nanny will receive an overnight fee of $100 from 10pm until child wakes up in the
morning. Hours when the children are awake will be compensated at Nanny’s hourly rate, including
applicable overtime. If the children wake during the night, Nanny’s hourly rate will go into effect in
addition to the overnight fee. (Note: This is because getting paid hourly for all overnight hours would
add up quickly, 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, so they are
still working. Overnight fees range from $75-$200+ per night or other nannies may charge half their
hourly rate during overnight sleeping hours. However, for infants, most nannies charge their full
hourly rate overnight because infants do not sleep through the night. The reason the flat overnight
rate starts at 10pm vs when the children go to bed, is because the nanny likely has to clean up after
the kids go to to bed, prep things for the next day, etc. Furthermore, if a nanny were working a date
night, they would be compensated at their hourly rate until the parents get home, which is usually
around 10/11pm. Since a nanny is giving up their night and unable to be with friends/family, they
should be compensated at their hourly rate until they are likely to go to bed (10pm), and then
compensated at their overnight rate during sleeping hours. 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 ‘per
diem’ of $50 for each 24-hour period they are required to be away from home. If Nanny is responsible
for the children overnight (i.e. has the monitor in their room), Nanny will receive their overnight rate
($100) instead of the daily per diem. If the children wake during the night, Nanny’s hourly rate will go
into effect in addition to their overnight fee. If Nanny is sharing a room with the kids/doesn’t have
private accommodations, Nanny will be paid an overnight fee of $200 instead of the daily per diem.
All travel-related expenses, including meals, lodging, airfare, and admissions will be covered by the
Family. (Note: Nannies often charge a travel ‘per diem’ ranging from $25-$100/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. If a
nanny is expected to share a room with the kids, and therefore have no privacy and no space to 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 must be compensated very well, which is why this overnight fee
is much higher. Some nannies charge their full hourly rate 24/7 including applicable overtime, when
expected to share a room with the children because with no privacy, it is like the nanny is working
constantly. 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+ 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
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paid day or two off helps reduce nanny burnout and lets 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.)

Worker’s Comp Insurance: Family will carry a worker’s compensation insurance policy or a
homeowner’s policy that will cover Nanny for work-related injuries. (Note: Having worker’s 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.)

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 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 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.)
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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 $3 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 parent
is 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 working 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 Fee: 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. (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 (54.5 cents per mile as of 01/01/2018) 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). 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 ($708.50 per year!), so please do not dismiss reimbursing mileage
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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, 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 that cameras are in the
home.)

Vaccinations: Nanny is required to stay up-to-date on Influenza, Tdap, and Varicella 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, most
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
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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 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.)

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 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 may 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 may not
be disclosed to any third party for any reason.

Defamation Clause: Nanny agrees not to attack/criticize employers with identifying information
through oral or written word on public forums, blogs, social networks or any other platform at any
time during or subsequent to contract period. Family agrees not to attack/criticize Nanny with
identifying information through oral or written word on public forums, blogs, social networks, or any
other platform at any time during or subsequent to 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 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 salary, 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.)
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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: 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, 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,
Family does not pay Nanny in a timely manner, Family lies, steals, or is dishonest to Nanny, 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 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.)

___________________________________ _______________________
Employee: Nanny Name Date

__________________________________ ________________________
Employer: Parent Name Date

___________________________________ ________________________
Employer: Parent Name Date

W W W. N A N N YCO U N S E L .CO M © 2018 BROOKE WEGLARZ

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.

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 A D D E N D U M A F O R FA M I LY N A M E

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 will limit phone usage to nap time unless communicating with the parents/coordinating
something for the children.
• Nanny will limit 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 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.
• 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 15 miles from Family’s home to ensure a short commute to work and be
available quickly for emergencies.
• Nanny will be a non-smoker
• 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.

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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 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: high chair, 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.

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 A D D E N D U M B F O R FA M I LY N A M E

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.
• 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 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 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.)
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