How many introduction sessions do children typically need before a nanny starts full-time?

One to three overlap sessions are standard for most families. Infants and toddlers under two often need more gradual transitions, with the parent present but stepping back incrementally. School-age children typically adjust with a single introduction session and a clear, confident explanation from the parent. The transition should move at the child's pace, but with a defined endpoint, open-ended trials create anxiety rather than reducing it.

What if my child refuses to warm up to the new nanny?

Initial resistance is common and does not predict the long-term relationship. Some children take two to three weeks to warm up fully. What matters is the nanny's approach during that period: patient, consistent, not forcing closeness, and following the child's lead. If a child remains genuinely distressed (not just resistant) past the four-week mark, that is worth examining with both the nanny and your pediatrician.

Should I tell my child in advance that a new nanny is starting?

Yes, and the timing depends on age. For children under two, a day or two of advance notice is sufficient, longer timelines create anxiety without the developmental capacity to process it. For children three and older, one week of advance notice with a simple, positive explanation works well. Avoid over-explaining or expressing your own anxiety, which children at these ages absorb and mirror.

Should I give my nanny paid time off?

Yes. California law requires paid sick leave. Competitive families also offer 10 days paid vacation annually. Offering PTO is one of the strongest signals to a candidate that the role is professional and sustainable.

Nanny Pay and Legal

How to Pay a Nanny Legally in California: A Family’s Guide

Paying your nanny legally in California means withholding and remitting payroll taxes, providing a W-2 at year end, paying overtime correctly, and meeting California’s sick leave requirements. It is more involved than writing a check, but the process is straightforward once it is set up.

Why Legal Pay Matters

Paying a nanny off the books creates tax exposure for you as the employer, leaves your nanny without unemployment or disability benefits if they lose the job or get injured, and invalidates most workers’ compensation coverage. In California, the risk of audit for household employers has increased significantly in recent years.

What You Need to Set Up

You need an Employer Identification Number (EIN) from the IRS, a California employer account with the EDD for state taxes, and a payroll system. Most household employers in LA use a payroll service like HomePay, NannyPay, or GTM Payroll that handles the filings automatically. The cost is typically $50 to $150 per month and is worth every dollar.

What Gets Withheld From Each Paycheck

Federal income tax, Social Security (6.2%), and Medicare (1.45%) are withheld from the nanny’s gross pay. California state income tax and SDI (State Disability Insurance) are also withheld. You as the employer match Social Security and Medicare and pay Federal and California unemployment insurance on top of that. Total employer overhead runs approximately 10 to 12% above gross wages.

California Overtime Rules for Domestic Workers

California’s Domestic Worker Bill of Rights sets overtime at 1.5x after 9 hours in a day or 45 hours in a week (not 40). Daily overtime is the rule that catches most families off guard. A nanny working 10-hour days Monday through Friday will trigger daily overtime every single day.

Required Sick Leave

California requires at least 5 paid sick days per year for domestic workers. Sick leave accrues at one hour per 30 hours worked. Include the sick leave policy in your work agreement and track it.

The W-2

Issue a W-2 by January 31 each year. If you use a payroll service, they handle this. If you are processing manually, you file through the SSA Business Services Online portal. Your nanny needs the W-2 to file their taxes. Failure to issue one is a federal penalty.

Common questions

Frequently asked questions

What are the real costs of hiring a nanny in Los Angeles?

Beyond hourly pay, expect: employer payroll taxes (roughly 10 to 12% of gross wages), paid sick leave (required by California law), 10 days paid vacation (competitive standard), and potentially a health contribution. Placement agency fees are typically 20% of first-year gross salary.

How does California overtime work for household employees?

California's Domestic Worker Bill of Rights sets overtime at 1.5x after 9 hours in a single day or after 45 hours in a week. Daily overtime is the rule most families miss. A nanny working 10-hour days Monday through Friday triggers daily overtime every single day.

Do I need to pay payroll taxes for my nanny?

Yes. If you pay a household employee more than $2,700 in a calendar year, you must withhold FICA taxes, pay employer FICA match, and remit federal and California state unemployment insurance. Paying cash does not eliminate this obligation.

What are guaranteed hours for a nanny?

Guaranteed hours mean your nanny is paid for an agreed minimum number of hours per week regardless of whether you use them. If you agree to 40 hours and only need 30 one week, you owe 40 hours of pay. California household employment law treats scheduled hours as wages owed.

Do I pay my nanny if I take a vacation?

If your nanny has guaranteed hours and you are not using them because you are traveling, you generally owe their guaranteed pay. If you negotiate a reduced vacation rate in advance and in writing, that may apply. Unilaterally not paying for weeks you are away is a wage violation.

Can I pay my nanny as an independent contractor?

No. In California, a household employee who works regular hours for one family is an employee, not an independent contractor. Misclassifying them as a contractor to avoid employer obligations creates retroactive tax liability and potential penalties.

Do I pay my nanny during holidays?

California does not legally require holiday pay, but paying for major holidays is standard in Los Angeles. Most work agreements list specific paid holidays. If your nanny works on a holiday, they should receive their regular pay plus any applicable overtime.

Is it illegal to pay a nanny under the table in Los Angeles?

Yes. Nannies are household employees under California and federal law. Paying off the books exposes families to back taxes, penalties, and potential liability. It also leaves the nanny without workers compensation, unemployment protection, or Social Security credits.

How does California nanny overtime work?

California law entitles most nannies to overtime after 9 hours in a day or 45 hours in a week, and double time after 12 hours in a day. Personal attendant rules apply differently - families should confirm with a payroll specialist how their specific arrangement is classified.

Can I pay a nanny in cash in California?

Cash is a payment method, not a classification. You can pay in cash but must still report wages, withhold appropriate taxes, and issue a W-2. Paying cash without tax reporting is what is illegal, not cash itself.

Compare options

Legal pay vs. under-the-table pay

Paying legally protects both the family and the nanny. It also keeps the relationship cleaner if there is a wage dispute, injury, or separation.

Option	Best for	Upside	Watch for
W-2 payroll	Household employee roles	Clear wage records, tax compliance, unemployment and workers comp path	Requires setup and ongoing payroll administration
Cash with reporting	Families who prefer cash payment but still report wages	Payment method stays flexible while records remain compliant	Still requires tax withholding and documentation
Under the table	Not recommended	May feel simpler at first	Creates back-tax, penalty, insurance, and wage-claim risk

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Nanny Pay and Legal

Managing Your Nanny

What to Do When Your Nanny and Child Are Not Bonding

Most children take two to six weeks to warm up to a new nanny. If your child is still resisting at the 6-week mark, the issue is worth examining, but it does not automatically mean the placement is wrong.

What Normal Adjustment Looks Like

Crying at drop-off, clinginess, and asking for a parent repeatedly are typical in the first two to three weeks, especially for children under three. This is attachment behavior, not evidence of a problem. Most children settle into a routine once they learn the nanny’s presence is predictable and safe.

Signs the Adjustment Is Taking Too Long

After six weeks, you would expect to see genuine comfort: the child seeking the nanny for play and comfort, positive engagement during the day, and no consistent distress at parent departure. If none of this is present, look at whether the issue is style, environment, or fit.

Style Mismatch vs. Fit Problem

A style mismatch means the nanny is caring and present but operates differently than your child needs. Some children need high energy and constant engagement. Others need a quieter, more structured presence. Style mismatches are often fixable through direct conversation and adjusted expectations.

A fit problem is different. If your child consistently shows fear, avoidance, or regression specifically around the nanny, that warrants a more serious conversation and potentially an observation.

What to Do First

Have a direct, private conversation with your nanny. Describe specifically what you are observing, not “they do not seem to like you” but “I have noticed they pull away at pickup and have not yet initiated play independently.” Ask how the nanny experiences the relationship and what they have tried. A confident nanny who cares about the child will have observations and ideas. Defensive deflection is a red flag.

When to Involve the Agency

If the conversation does not produce change within one to two weeks, contact your placement agency. A good agency will facilitate a three-way check-in, review the situation objectively, and help you decide whether this is adjustable or whether a replacement process should begin. Do not wait out a poor fit past the guarantee window.

Common questions

Frequently asked questions

How do I keep a great nanny long-term?

Competitive pay, consistent communication, clear boundaries, and genuine appreciation are the biggest factors. Annual raises (3 to 5% is standard), acknowledging milestones, and giving adequate notice of schedule changes all contribute to long-term retention.

How often should I give my nanny a raise?

Annual raises are standard. In Los Angeles, experienced nannies typically receive $1 to $2 per hour annually or 3 to 5% of their current rate. If their pay has fallen below market rate, a one-time adjustment to market followed by annual increments is appropriate.

What is the most common reason nannies leave?

Pay that has not kept pace with market rates, scope creep without compensation adjustment, consistent boundary violations like routine overtime or last-minute schedule changes, and feeling that their work is not acknowledged. Most of these are preventable.

How do I handle a disagreement with my nanny?

Address it directly and privately, as soon as possible. Be specific about the behavior you observed, not a character judgment. Most nannies respond well to direct, respectful feedback. Letting issues build without addressing them is the most common source of sudden resignations.

Should I give my nanny paid vacation?

California requires a minimum of 5 paid sick days per year. Paid vacation is not legally required but is standard for long-term placements in Los Angeles. Most families offer one to two weeks of paid vacation after one year. Accrued vacation must be paid out upon termination.

How do I prevent nanny burnout?

Define the role clearly, maintain reasonable and predictable hours, give advance notice for schedule changes, recognize good work specifically and regularly, and conduct structured check-ins where the nanny can raise concerns safely. Burnout builds slowly from accumulated small things, not one dramatic event.

What should I do if my nanny and child are not bonding?

Most children take two to four weeks to warm up to a new nanny. If there is no genuine connection by six weeks, have a direct conversation about what you are observing and what they can try differently. If the pattern continues, involve your placement agency before the guarantee window expires.

When should I give my nanny a raise?

Annually is the standard. A 3 to 5% increase is typical; more if their responsibilities have expanded or the market rate has moved. Cost of living in Los Angeles means staying competitive is important to retain experienced candidates.

What are the signs of nanny burnout?

Reduced engagement with the children, increased sick days, shorter communication, arriving late or leaving early. Burnout often stems from unclear expectations, insufficient breaks, or feeling undervalued. Early conversations usually resolve it before it becomes a resignation.

How do I handle disagreements with my nanny professionally?

Address issues directly and early rather than letting them build. Use a private setting, focus on specific behaviors not character, and listen to their perspective. Many families benefit from a written work agreement that covers expectations in advance.

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Managing Your Nanny

Hiring a Nanny

Best Nanny Agencies in Los Angeles: What to Look For

The best nanny agency in Los Angeles is the one that actually vets candidates before presenting them, communicates clearly throughout the process, and backs their placements with a real guarantee. The difference between agencies is not marketing, it is process.

What a Good Agency Actually Does

Before a candidate reaches a family, a quality agency should have conducted an in-person or video interview, verified employment history with direct reference calls (not email), run a background check that includes TrustLine, and assessed whether the candidate is a realistic match for the role. If an agency is sending you 20 resumes to review yourself, they are acting as a job board with a markup, not an agency.

TrustLine Verification

Any reputable LA agency should require TrustLine verification for every California placement. TrustLine is the state’s official background check registry for childcare providers and accesses three restricted databases that private background check companies cannot reach. An agency that does not require it is not serious about candidate screening.

Fee Structures

Placement fees in Los Angeles typically run 15 to 20% of the nanny’s first-year gross salary. A $70,000 placement would carry a fee of $10,500 to $14,000. Be cautious of agencies charging flat fees regardless of salary: a $2,000 flat fee on a $90,000 role means they have no incentive to find the right person, only a fast one.

The Guarantee

Most established agencies offer a replacement guarantee if a placement does not work out within a defined period (typically 30 to 90 days). Ask specifically: what triggers the guarantee, what is the process for invoking it, and whether you receive a full replacement or a partial credit. Get it in writing before you pay.

Communication and Timeline

A good agency sets realistic expectations upfront. Quality placements in Los Angeles take four to eight weeks when both sides are engaged. An agency that promises a placement in a week is either overpromising or has a shallow candidate pool. Expect regular check-ins, honest feedback, and a single point of contact who knows your file.

Red Flags

Avoid agencies that cannot name the last five candidates they placed, charge fees upfront before any candidates are presented, have no verifiable reviews or references, or cannot clearly explain their screening process when asked directly.

Common questions

Frequently asked questions

How long does it take to hire a nanny in Los Angeles?

Most full-time placements take 4 to 8 weeks from first consultation to start date. Part-time and temporary roles can move faster. Specialized roles like ROTA or newborn care typically take longer due to a smaller candidate pool.

How long does hiring a nanny in Los Angeles take?

Most families working through a placement agency in Los Angeles complete a hire within four to eight weeks. The timeline depends primarily on how quickly the family can schedule interviews and whether they have a clear sense of what they are looking for before the search begins.

Do I need to pay a placement fee to hire a nanny?

Yes. Placement agencies charge a fee, typically 15 to 20% of the nanny's first-year gross salary. This covers candidate sourcing, vetting, TrustLine verification, reference checks, and the placement process. The fee is paid by the family after a successful placement.

Should I hire a nanny through an agency or a job board?

An agency pre-screens candidates and presents only those who are a realistic match. A job board gives you a larger unfiltered pool to manage yourself. For first-time household employers or families who want the process handled properly, an agency is strongly recommended.

What should a nanny work agreement include in California?

A California nanny work agreement should include the hourly rate, pay schedule, guaranteed hours, overtime terms (1.5x after 9 hours per day or 45 per week), sick leave (5 days minimum required by law), duties, confidentiality terms, notice period, and termination conditions.

What nanny interview questions actually reveal fit?

Ask scenario-based questions: how they handled a child who would not stop crying, a disagreement with a parent, or a moment where they had to make a judgment call alone. Specific past situations reveal actual behavior. Generic questions get prepared answers.

What should I look for on a nanny's resume?

Prioritize tenure over volume. One candidate who stayed three years with two families is more informative than one who worked for eight families in five years. Check that age-range experience matches your child's age, verify certifications are current, and treat references as the real evaluation.

What are the biggest red flags when hiring a nanny?

Reluctance to provide employer references who can be called directly, a pattern of short stays with multiple families, evasive answers about why previous roles ended, and resistance to TrustLine or background verification. Trust these signals.

How much does a nanny cost in Los Angeles?

A full-time experienced nanny in Los Angeles earns $35 to $45 per hour. Total employer cost including payroll taxes adds 10 to 12% on top of gross wages. A full-time nanny at $38/hr working 45 hours per week costs approximately $96,000 to $100,000 per year all in.

What should I pay a nanny in Los Angeles?

Most strong candidates start at $30/hr. Full-time nannies typically earn $30 to $45+/hr depending on experience, responsibilities, and number of children. Newborn care specialists run $35 to $55+/hr. Budgeting below $30/hr significantly narrows the experienced candidate pool.

Compare options

Nanny agency vs. platform vs. DIY search

The right search path depends on how much screening, structure, and replacement support your family needs.

Option	Best for	Upside	Watch for
Private nanny agency	Families who want a managed search	Screening, role scoping, references, offer guidance, replacement support	Higher upfront fee
Care platform	Families with time to screen independently	Large candidate pool, direct messaging, flexible search	Family owns screening, payroll, and fit risk
DIY network search	Families with strong referrals	Warm introductions and lower cost	Limited candidate depth and less backup if the search stalls

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Hiring a Nanny

Nanny Pay and Legal

Guaranteed Hours for Your Nanny: What California Law Requires

Guaranteed hours mean your nanny is paid for an agreed minimum number of hours per week regardless of whether you need them to work that many. In California, failing to pay for guaranteed hours is a wage violation, not a courtesy issue.

Why Guaranteed Hours Exist

Your nanny has organized their life around a fixed schedule and income. When families cancel days, leave town, or reduce hours without notice, the nanny loses income they counted on. California law treats domestic workers as employees, which means you cannot simply not pay for a scheduled workday because plans changed.

How Guaranteed Hours Work in Practice

If you agree to a 40-hour week and you only need 30 hours one week, you still owe 40 hours of pay. The nanny showed up or was available as agreed. The reduction in hours was your decision, not theirs.

This is commonly misunderstood by families who think they only pay for hours actually worked. For W-2 household employees in California, that is not how it works.

What to Include in Your Work Agreement

State the guaranteed minimum weekly hours explicitly. This protects both parties: the nanny knows their minimum income, and you have documented what you agreed to. Most LA placement agencies include a guaranteed hours clause as standard in their work agreement templates.

When You Travel or Take Extended Vacations

If you travel and do not need your nanny for two weeks, you generally owe their guaranteed pay for those weeks unless your agreement explicitly states otherwise. Some families negotiate a lower vacation rate (typically 50 to 100% of regular pay) for extended periods the nanny is not needed. This must be agreed upon in advance and in writing.

Reducing Hours Permanently

If your family’s situation changes and you genuinely need fewer hours long-term, that is a change to the employment terms that requires proper notice. You cannot simply announce reduced hours starting Monday. Give reasonable notice (typically 2 weeks minimum) and put the new arrangement in writing.

Common questions

Frequently asked questions

What are the real costs of hiring a nanny in Los Angeles?

How does California overtime work for household employees?

Do I need to pay payroll taxes for my nanny?

What are guaranteed hours for a nanny?

Do I pay my nanny if I take a vacation?

Can I pay my nanny as an independent contractor?

Do I pay my nanny during holidays?

Is it illegal to pay a nanny under the table in Los Angeles?

How does California nanny overtime work?

Can I pay a nanny in cash in California?

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Nanny Pay and Legal

Hiring a Nanny

Nanny vs. Daycare in Los Angeles: What Families Need to Know

In Los Angeles, a full-time nanny typically costs $50,000 to $80,000 per year all-in, while quality daycare runs $2,000 to $3,500 per month. The real question is not which one is cheaper but which one fits how your family actually lives.

Real Cost Comparison for Los Angeles

A nanny at $35/hr for 45 hours per week costs approximately $81,900 per year in gross wages, plus employer payroll taxes of roughly 10%, bringing the true cost to around $90,000. For two children, that cost per child is lower than two daycare spots, which can easily run $5,000 to $7,000 per month combined for quality centers in Westside neighborhoods.

For a single child, daycare is typically less expensive. For two or more children under school age, a nanny is often cheaper when you run the actual numbers.

Flexibility

A nanny fits your schedule. Daycare fits its own schedule. If you or your partner works irregular hours, travels, or has early morning or evening commitments, a nanny gives you flexibility that no daycare center can match. Daycare drop-off and pickup windows are fixed, and late pickup fees in LA can be steep.

The Sick Day Problem

Daycare will turn away a sick child. A nanny typically comes to work and manages a sick child at home, which matters significantly if both parents work. The one exception is when the nanny themselves is sick. Build a backup plan into your arrangement from day one.

Development and Socialization

The socialization argument for daycare is real for children over 18 months who benefit from peer interaction. A good nanny offsets this with classes, playdates, park time, and structured activities. Many LA nannies with strong early childhood backgrounds provide richer individual development than a daycare environment with a 4 to 1 ratio.

The Employer Responsibility

Daycare is a service you pay for. A nanny is an employee you manage. California has significant domestic employer obligations: payroll taxes, overtime, sick leave, workers’ compensation, and potentially a written work agreement. Some families find this administrative overhead uncomfortable. It is manageable, but it is real.

How to Decide

One child under 18 months with standard 9 to 5 work hours: either option is viable, cost usually drives the decision. Two or more children, irregular hours, or a need for schedule flexibility: a nanny is almost always the right answer in Los Angeles.

Common questions

Frequently asked questions

How long does it take to hire a nanny in Los Angeles?

How long does hiring a nanny in Los Angeles take?

Do I need to pay a placement fee to hire a nanny?

Should I hire a nanny through an agency or a job board?

What should a nanny work agreement include in California?

What nanny interview questions actually reveal fit?

What should I look for on a nanny's resume?

What are the biggest red flags when hiring a nanny?

How much does a nanny cost in Los Angeles?

What should I pay a nanny in Los Angeles?

Compare options

Nanny vs. daycare vs. nanny share

Each option solves a different childcare problem. The best fit usually comes down to schedule control, sick-day coverage, cost, and the child’s daily rhythm.

Option	Best for	Upside	Watch for
Nanny	Infants, complex schedules, families who need home-based care	Most flexible and personalized	Highest weekly cost
Daycare	Families with predictable work hours	Lower cost and peer interaction	Less schedule flexibility
Nanny share	Families who want home-based care at a shared cost	More affordable than a solo nanny	Requires strong alignment with another family

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Hiring a Nanny

Managing Your Nanny

Can I Require My Nanny to Drive? California Rules for Families

Yes, you can require your nanny to drive as part of their job in California. However, driving duties come with specific employer obligations around mileage reimbursement, insurance, and liability that most families in Los Angeles are not fully aware of.

What You Need to Do Before Requiring Driving

Verify Their License and Record

Ask for a copy of their driver’s license and run a motor vehicle record (MVR) check before driving duties begin. Most background check services include this. An agency placement should include MVR as part of the screening package.

Check Their Insurance

If your nanny drives their own vehicle for work purposes, their personal auto insurance may not cover them when the vehicle is being used commercially. Ask them to confirm coverage with their insurer. Some families in LA choose to add their nanny to their own auto policy when driving the family vehicle.

Require Proof of a Clean Record

California law does not specify a minimum driving record standard for domestic workers, but a DUI within the past 3 to 5 years or multiple at-fault accidents should be disqualifying if your nanny is transporting your children.

Mileage Reimbursement

If your nanny uses their own vehicle for job duties, California Labor Code Section 2802 requires you to reimburse them for all work-related mileage. The IRS standard rate applies as the minimum baseline (67 cents per mile in 2024). This covers school pickups, activity runs, errands, and any other driving done on your behalf.

Keep a simple log. Have your nanny record the date, destination, and miles for each work trip. Reimburse with their regular paycheck. Not doing this is a wage violation in California.

Family Vehicle vs. Their Own

Many LA families prefer their nanny to use the family vehicle for child transport, which simplifies the insurance question. If they use your car, add them to your insurance policy as an authorized driver. The cost is typically minimal and the liability protection is significant.

What to Include in the Work Agreement

State clearly whether driving is required, whose vehicle is used, the reimbursement rate if they use their own, and any restrictions (no highway driving, carseats required, no personal use of the family vehicle). Putting this in writing before the placement starts avoids disputes later.

Common questions

Frequently asked questions

How do I keep a great nanny long-term?

How often should I give my nanny a raise?

What is the most common reason nannies leave?

How do I handle a disagreement with my nanny?

Should I give my nanny paid vacation?

How do I prevent nanny burnout?

What should I do if my nanny and child are not bonding?

When should I give my nanny a raise?

What are the signs of nanny burnout?

How do I handle disagreements with my nanny professionally?

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Managing Your Nanny

Hiring a Nanny

Nanny Share Los Angeles: How It Works and Whether It Makes Sense

A nanny share is an arrangement where two families share one nanny, splitting the cost while the nanny cares for children from both households together. In Los Angeles, nanny shares have become increasingly common in neighborhoods like Silver Lake, Los Feliz, Santa Monica, and the Westside.

How a Nanny Share Actually Works

Both families pay the nanny directly as their employer. The nanny typically earns more than they would from a single family (because the workload is higher) but less than two full salaries combined. Each family pays a share of the total rate, making it cheaper than a solo placement.

As an example: a nanny earning $40/hr solo might earn $32/hr in a share arrangement, with each family paying $20 to $22/hr. Both families save 35 to 45% compared to hiring privately.

Where the Care Takes Place

Most LA nanny shares rotate between homes on a weekly or monthly basis, or settle at one primary home permanently. Rotation keeps both homes from becoming permanent childcare venues, but adds logistics. A fixed location is simpler but requires more from the host family.

What Makes a Good Share Match

Compatible ages matter most. Children within 6 to 12 months of each other tend to work best since nap schedules, energy levels, and developmental stages align. Beyond age, look for similar parenting philosophies, neighborhood proximity, and aligned expectations on screen time, diet, and schedule.

Share arrangements fall apart most often because the families were not aligned on these details before they started, not because the nanny was the problem.

The Employer Situation in California

In a nanny share, each family is a separate employer. Each family needs to handle their own payroll, taxes, and employer obligations under California law. The nanny has two employers, two pay stubs, and two sets of tax withholding. Make sure both families are clear on this before the arrangement starts.

Finding a Share Partner in Los Angeles

The most reliable source is your own network: neighborhood Facebook groups, local parenting Slack channels, preschool parent communities. NextDoor and apps like Peanut also have active share-seeking threads in most Westside neighborhoods.

Working through an agency like Los Angeles Nannies gives you a vetted candidate and a structured agreement from the start, and we can sometimes connect families who are both looking for share partners.

When a Nanny Share Does Not Work

Shares get complicated when one family’s schedule changes, one child’s needs increase, or the share partner relationship sours. Build exit terms into the agreement from the start so both families can unwind the arrangement cleanly without the nanny being caught in the middle.

Common questions

Frequently asked questions

How long does it take to hire a nanny in Los Angeles?

How long does hiring a nanny in Los Angeles take?

Do I need to pay a placement fee to hire a nanny?

Should I hire a nanny through an agency or a job board?

What should a nanny work agreement include in California?

What nanny interview questions actually reveal fit?

What should I look for on a nanny's resume?

What are the biggest red flags when hiring a nanny?

How much does a nanny cost in Los Angeles?

What should I pay a nanny in Los Angeles?

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We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.

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Hiring a Nanny

Managing Your Nanny

Nanny Work Agreement Template: What California Families Need to Include

A nanny work agreement is a written contract between a family and their nanny that covers pay, hours, duties, and how the relationship ends. In California, having one in writing is not optional if you want legal protection on both sides.

Why California Families Specifically Need a Written Agreement

California has some of the strictest domestic employer laws in the country. Without a written agreement, you are still legally an employer with obligations under the California Domestic Worker Bill of Rights, overtime rules, and sick leave requirements. A written agreement does not protect you from those obligations, but it does establish what was agreed, which matters when disputes arise.

What a Nanny Work Agreement Should Cover

Compensation and Pay Schedule

State the hourly rate, how often the nanny is paid (weekly is standard in California), and the method of payment. California requires domestic workers to be paid on a regular payday, not whenever it is convenient.

Hours and Schedule

List the expected weekly schedule, start and end times, and whether the schedule varies. Be specific. “Roughly 40 hours” creates ambiguity that becomes a problem when overtime is involved.

Overtime

Under California law, domestic workers earn overtime at 1.5x after 9 hours in a day or 45 hours in a week (not 40 like most workers). Your agreement should acknowledge this, not contradict it.

Paid Sick Leave

California requires a minimum of 5 paid sick days per year. Your agreement should state the number of sick days provided, how they accrue, and whether unused days carry over.

Duties and Responsibilities

List what the role includes: childcare, light housekeeping, school pickup, meal prep, errands. Also list what it does not include. Scope creep is a leading cause of nanny turnover in LA households.

Confidentiality

If your family values privacy, include a basic confidentiality clause covering your home, schedule, children, and any household details. Standard for higher-profile LA families.

Termination

Specify notice periods on both sides, typically 2 weeks. Include what happens to unused paid time off on termination. California law requires payout of accrued vacation, so if you offer vacation time, document it.

Trial Period

If you use a trial period before the placement is considered permanent, state the length and whether the rate changes. A 30 to 90-day trial is standard through a placement agency.

What Not to Include

Do not classify a household employee as an independent contractor in your agreement. In California, household workers who work regular hours for one family are employees, not contractors. Misclassification creates tax and legal exposure.

Getting It Signed

Both parties should sign before the first day of work, not after. Keep a signed copy for your records. Your agency should provide a template as part of the placement process.

Common questions

Frequently asked questions

How do I keep a great nanny long-term?

How often should I give my nanny a raise?

What is the most common reason nannies leave?

How do I handle a disagreement with my nanny?

Should I give my nanny paid vacation?

How do I prevent nanny burnout?

What should I do if my nanny and child are not bonding?

When should I give my nanny a raise?

What are the signs of nanny burnout?

How do I handle disagreements with my nanny professionally?

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Managing Your Nanny

Hiring a Nanny

TrustLine Background Checks: What Los Angeles Families Need to Know

TrustLine is California’s official background check registry for in-home childcare providers. Every nanny, newborn care specialist, and family assistant we place at Los Angeles Nannies is TrustLine-verified before they meet a single family.

What Is TrustLine?

TrustLine is administered by the California Department of Social Services. It is the only background check authorized by state law to access three restricted databases that private background check companies cannot reach:

California Department of Justice criminal history (fingerprint-based)
FBI criminal history (fingerprint-based)
California Child Abuse and Neglect Reporting Act (CANRA) index

A standard internet background check misses all three. TrustLine does not.

Is TrustLine Required in California?

Yes. California law requires TrustLine certification for any in-home childcare provider working with children under 18. This includes full-time nannies, part-time nannies, newborn care specialists, rota nannies, and family assistants who provide childcare. It applies to California residents and out-of-state candidates seeking work in California.

What Does the TrustLine Process Involve?

Candidates submit fingerprints and a one-time fee of approximately $135 to the California Department of Social Services. Once approved, they receive a TrustLine ID number. The certification does not expire and travels with the candidate through their career.

Families and agencies can verify a candidate’s TrustLine status at any time using their ID number.

How Los Angeles Nannies Uses TrustLine

We require TrustLine verification for every candidate before placement. We monitor application status directly and will not submit a candidate to a family until their certification is confirmed. You will receive your nanny’s TrustLine ID as part of the placement documentation.

We also conduct our own additional reference checks, in-person interviews, and employment history verification on top of TrustLine. The registry is the legal floor. Our screening goes further.

Frequently Asked Questions

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Hiring a Nanny

To introduce a new nanny to your child, start with a relaxed, low-stakes overlap session where you are present and the nanny follows your child’s lead. Keep your own demeanor calm and positive, children mirror parental anxiety directly. For children under three, plan two to three gradual handoffs rather than a single first day. The goal is familiarity before the new nanny is alone with your child.

This guide is part of our Managing Your Nanny resource for LA families.

Why the Introduction Sets the Tone

The way a nanny-child relationship begins shapes how it develops. A rushed first day where the parent disappears and the child is left with a stranger creates anxiety that can take weeks to resolve. A well-paced introduction, even just a few hours over a couple of days, produces a dramatically different outcome. The investment is small. The return is a child who is comfortable and a nanny who has the child’s trust from the start.

Before the Introduction: What to Tell Your Child

Keep it simple, positive, and age-appropriate:

Under 18 months: No advance explanation needed. Introduce the nanny warmly in the moment.
18 months to 3 years: A day or two before: “Someone new is coming to play with you while I work. Her name is [Name] and she is really fun.”
3-5 years: About a week before: “We found a new nanny. Her name is [Name]. You are going to meet her on [day]. She likes [something relevant to the child’s interests].”
School age: A week before, with room for questions. Let the child know what to expect on the first day.

Do not over-explain. Do not reveal your own anxiety. Children absorb and amplify parental uncertainty.

The First Introduction Session

Structure the first session as a low-pressure overlap. You are present. The nanny is present. The goal is not for you to leave, it is for your child and the nanny to begin a relationship with you as a safe anchor nearby.

Let the nanny enter the child’s space rather than making the child perform a greeting
Do not push closeness, let the child warm up at their own pace
The nanny should follow the child’s lead: parallel play, gentle observation, responding to invitations rather than initiating them
Stay warm and relaxed yourself, your body language narrates the situation to your child
After 30-45 minutes, step briefly into another room while staying available. Watch how the child responds.

The Transition Phase (Days 2-5)

Each handoff should extend the nanny’s time alone with the child incrementally:

Day 2: Parent present but working in another room, available in minutes
Day 3: Parent leaves for 1-2 hours
Day 4: Parent leaves for a half day
Day 5: First full day

This schedule is a template. Some children move faster, some need more time. The nanny’s read of the child’s comfort level is valuable input here, ask them.

A Typical LA Scenario

A family in Silver Lake hired a nanny for their 2-year-old, who had been cared for exclusively by his grandmother until then. The introduction took four sessions over two weeks. The first session, the parent and nanny played alongside the child for an hour. By session three, the parent was in a different room. By session four, the parent left for half the day. On day one of full-time care, the child ran to greet the nanny at the door. The transition was smooth because it was paced.

Common Mistakes to Avoid

Disappearing suddenly on the first day without warning your child
Hovering anxiously and projecting worry onto the interaction
Over-explaining the arrangement to a toddler who does not have the developmental capacity to process it
Skipping the overlap period entirely because the schedule is tight
Undermining the nanny’s authority in front of the child during the introduction period

What to Watch For

By the end of week two, most children are adjusted. Signs that it is going well: the child engages with the nanny during play, separates from you without prolonged distress, and mentions the nanny naturally in conversation. Signs to watch: consistent withdrawal, regression in sleep or behavior, or a child who never relaxes in the nanny’s presence even after several weeks.

Common questions about managing your nanny

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