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The first 90 days with a new nanny establish every pattern that will define the rest of the placement. Expect an adjustment period of two to four weeks for both your child and the nanny, some early friction as routines settle, and a gradual shift into a working rhythm. Families who communicate directly and check in at 30 days consistently report stronger long-term placements than those who wait for problems to surface.

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

What the First 90 Days Actually Look Like

There is no such thing as a perfect hire from day one. The nanny is learning your household. Your child is learning this person. You are figuring out how to communicate with someone new who is in your home daily. Some friction in the first few weeks is not a warning sign, it is normal calibration.

What you are watching for is the direction of travel. Things should get smoother, not harder, as the weeks progress.

Weeks 1-2: Setting the Foundation

  • Walk the nanny through your household manual or written routines on day one
  • Introduce them to neighbors, building staff, or anyone they may need to interact with
  • Show them where everything is: medical forms, emergency contacts, car seat installation, pediatrician info
  • Establish your communication expectations upfront: daily notes, texts for anything urgent, a weekly debrief
  • Let them run the day, resist the urge to micromanage the first week

The most common week-one mistake is over-explaining every preference while not writing anything down. Verbal walkthroughs disappear. Written routines stay.

Weeks 3-4: The Calibration Phase

By week three, patterns are emerging. You can see how they handle unstructured time, how they communicate, how they respond to your children’s moods. This is when small corrections are both easiest and most valuable.

If something is not working, say so plainly and immediately. “I noticed the kitchen was left a bit unsettled, that is something I care about. Can we make it part of the end-of-day routine?” Direct, low-stakes, framed as information. This is the window where course corrections are easy. Let it go until month four and the pattern is entrenched.

The 30-Day Check-In

Schedule this before the start date. A 30-day check-in is not a performance review. It is a two-way conversation: what is working, what could be clearer, any logistics to sort out. Nannies who receive a structured check-in at 30 days report higher job satisfaction and stay longer. Families who hold them surface small problems before they compound.

Keep it to 20-30 minutes. Come with two or three specific observations, positive and constructive. Ask for their perspective. Write down any changes you both agree on.

Weeks 5-12: Finding the Rhythm

By the end of the first 90 days, most placements have found their stride. Communication is habitual, routines are established, and your children are comfortable. The nanny understands your household priorities without needing to be reminded of them.

If you are not there by day 90, if things are still feeling uncertain or effortful, it is worth an honest assessment. Is it a communication problem (fixable)? A skill gap (trainable)? A values or personality mismatch (harder to fix)? A 90-day placement that is still uncomfortable is often a better candidate for an honest conversation than another 90 days of hope.

A Typical LA Scenario

A family in Los Feliz hired a full-time nanny for their 18-month-old. Days one through five: some tears at the nanny’s arrival, normal adjustment. Week two: the parent noticed the nanny was waiting for instructions rather than taking initiative during free time. The 30-day check-in surfaced it: the nanny had worked for a family that micromanaged every hour and was waiting for direction out of habit. The parent gave explicit permission for creative, unstructured play. By week six, the nanny was thriving and the child was clearly attached. Day 90: one of the best placements they had ever made.

What to Have Ready Before Day One

  • Written household manual (routines, food preferences, emergency contacts, medical info)
  • Nanny agreement signed by both parties
  • Payroll setup complete (GTM, HomeWork Solutions, or equivalent)
  • Car seat installed and demonstrated if driving is part of the role
  • 30-day check-in already calendared
Common questions about managing your nanny

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.

Ready to find your nanny?

Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.

Continue reading

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How to Tell If Your Nanny Is a Good Fit

Signs your nanny is a good fit include: your children are relaxed and engaged in their presence, the nanny communicates proactively without being prompted, they use judgment well during unstructured time, and your household runs more smoothly on the days they work. A poor fit shows up as the opposite, quiet children, reactive-only communication, and a general sense that something is off even when you cannot name it.

Signs your nanny is a good fit include: your children are relaxed and engaged in their presence, the nanny communicates proactively without being prompted, they use judgment well during unstructured time, and your household runs more smoothly on the days they work. A poor fit shows up as the opposite, quiet children, reactive-only communication, and a general sense that something is off even when you cannot name it.

Why This Question Matters More Than People Admit

Most families know within a few weeks whether a placement is working. What holds them back from acting is uncertainty: is this a normal adjustment, or a real problem? The cost of waiting too long to address a poor fit is high. Children adapt to whatever dynamic exists. Patterns that seem minor at 30 days become entrenched by 90.

Conversely, cutting a good nanny loose over adjustment anxiety is expensive and disruptive. Knowing which signals matter, and which are just early friction, helps you make the right call.

Positive Signs Within the First Month

  • Your child is engaged, relaxed, and not distressed during the nanny’s time with them
  • The nanny shares updates without being asked, what they ate, how nap went, a moment from the afternoon
  • They handle unexpected situations (spilled lunch, a meltdown, a schedule change) without calling you for every minor decision
  • They notice things: a child who seems off, a supply running low, a schedule conflict coming up
  • Your household feels more organized on their working days, not less

Signs That Deserve Attention

  • Your child is consistently subdued or uncharacteristically quiet around the nanny
  • Communication is reactive only, you always have to ask, never receive proactive updates
  • Small tasks fall through unless explicitly requested every time
  • The nanny struggles to make basic decisions without checking with you first
  • You feel you need to over-explain or re-explain routines after weeks of repetition
  • Your instinct keeps returning to a specific concern, even if you cannot fully articulate it

None of these signals alone is a dealbreaker. A pattern across multiple areas, persisting beyond the first few weeks, is worth a direct conversation.

The 30-Day Check-In

Build a formal 30-day check-in into your onboarding. This is not a performance review, it is a two-way conversation. What is working? What could be clearer? Are there any schedule or logistics issues to solve? A structured check-in at 30 days normalizes feedback, surfaces small problems before they become big ones, and gives the nanny a clear signal that communication is expected and welcomed.

Families who do 30-day check-ins consistently report fewer difficult conversations later.

A Typical LA Scenario

A Hancock Park family with two young children hired their nanny six weeks ago. The nanny is warm and consistent, but the parents realized they were always the ones initiating updates. They had a brief, direct conversation: “We’d love a quick daily note, even just a few lines about lunch, nap, and one highlight.” The nanny responded immediately and the pattern shifted within a week. The placement is now two years strong.

The issue was not fit, it was an unexpressed expectation. That is one of the most common “fit” problems, and the most fixable.

When It Is Actually Not Working

Some fit problems are not fixable with a conversation. If your child is consistently unhappy past the six-week mark, if you have had direct conversations that produce no change, or if your instinct is persistent and specific rather than vague and anxious, that is different from adjustment friction. Trusting that instinct early is far less disruptive than managing a placement that is not working for another six months.

Common questions about managing your nanny

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.


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When your nanny calls in sick, your immediate priorities are: confirm whether they have paid sick time available, secure backup childcare, and avoid pressuring your nanny to come in when unwell. California requires paid sick leave accrual for most household employees. The families who handle this best are the ones who built a backup plan before they needed it.

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

Why This Feels So High-Stakes

A sick call at 6:45am when you have a 9am presentation is one of the most stressful moments in household employment. Work schedules, school drop-offs, and meetings all land on you at once. That pressure is real. It can also lead to decisions that create legal exposure or damage your relationship with a good nanny.

The single biggest mistake families make: pressuring a sick nanny to come in anyway. Beyond being unfair, it creates a sick child, a resentful nanny, and sometimes a wage dispute if the nanny later claims coercion.

Your Immediate Checklist

  1. Acknowledge the call with a simple reply: “Thanks for letting me know. Feel better soon.”
  2. Check your nanny agreement and accrual balance, do they have paid sick time available?
  3. Move to your backup care plan (you should have one ready before this moment)
  4. If no backup exists, triage your day: what absolutely cannot move, what can be rescheduled?

California Sick Leave Requirements for Nannies

Under California’s Healthy Workplaces Healthy Families Act, household employees who work 30 or more hours per week accrue paid sick leave at a minimum rate of one hour per 30 hours worked. If your nanny has available sick time, you must pay it when they use it. Refusing to pay earned sick leave is a wage violation.

If your nanny has no sick time balance, whether you pay for the missed day depends on your nanny agreement. Many families choose to pay regardless, particularly for long-term employees. Others deduct from PTO. Whatever your policy, it should be written down and consistent.

Building Your Backup Plan (Before You Need It)

The families who handle sick days without panic are the ones who built a plan in advance. Your backup plan should include:

  • At least one vetted, authorized backup sitter your children already know
  • A backup care service account (many employers offer this as a benefit)
  • A short list of trusted parents in your network who might be able to help
  • A clear understanding between you and your partner about which work commitments are truly immovable

Ideally, introduce your backup sitter to your children before there is an emergency. A familiar face dramatically reduces the stress of an unplanned coverage day.

A Typical LA Scenario

A family in Santa Monica has a full-time nanny with six accrued sick days per year. Their nanny texts at 7am with a fever. The parent checks the nanny file (kept in a shared folder), confirms two sick days are available, replies warmly, and calls their authorized backup sitter. Coverage is sorted by 8am. The nanny returns two days later, healthy, to a household that handled it professionally. No guilt, no pressure, no incident.

What Not to Do

  • Do not call back multiple times asking if they are “sure” they cannot come in
  • Do not ask them to work remotely or check in during the day
  • Do not dock pay for legitimately accrued sick time
  • Do not make them feel guilty, it erodes trust over time

Patterns Worth Paying Attention To

Occasional sick calls are normal and expected. A pattern of sick calls on Mondays, before or after holidays, or during school breaks is worth a direct, non-accusatory conversation. “I’ve noticed a few sick days around holidays, is there anything going on I should know about?” is the right approach. Document the pattern before you have that conversation.

Common questions about managing your nanny

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.

Ready to find your nanny?

Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.

Continue reading

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To fire a nanny in Los Angeles, give clear verbal or written notice, pay all wages owed the same day including any unused PTO, and return personal belongings promptly. California is an at-will state, but your nanny agreement may specify notice requirements. Getting the process right protects you legally and maintains your reputation in a small professional community.

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

Why Getting This Wrong Is Costly

California wage law is strict. If you delay final pay even one day after termination, you may owe waiting time penalties: one day of wages for each day the payment is late, up to 30 days. On a $40/hour nanny working full-time, that can add up to thousands of dollars. Beyond the legal exposure, Los Angeles has a tight-knit nanny community. How you handle a termination gets around.

Before You Have the Conversation

Preparation matters. Do these things before you say a word:

  • Review your nanny agreement for any notice period or termination clause
  • Calculate all wages owed through the final day, including unused PTO or sick time
  • Have a check or same-day payment method ready
  • Gather any household keys, access codes, or items belonging to the nanny
  • Decide on the final date and whether you want them to work through it or be paid in lieu

How to Have the Conversation

Keep it brief, calm, and factual. You do not owe a lengthy explanation, but you do owe honesty. A simple, direct statement works best:

“We’ve decided to end your employment, effective [date]. We appreciate your time with us. I have your final paycheck ready today.”

Do not apologize excessively, offer vague reasons, or leave the door open if you have made your decision. Mixed signals create confusion and sometimes legal complications.

If there is a specific reason, name it plainly. “This isn’t working for our family” is acceptable. “We’re going in a different direction” invites more questions than it answers.

What You Must Pay On Termination Day

Under California Labor Code, the following are due immediately upon termination:

  • All unpaid wages through the final day
  • Any accrued, unused paid sick leave or PTO (if your agreement specifies it is accrued)
  • Reimbursement for any outstanding business expenses

If your nanny resigns with notice and you release them early, you still owe pay through the full notice period.

A Typical LA Scenario

A family in Brentwood decides to let their nanny go after three months because the fit is not right. Their nanny agreement has a two-week notice clause. Rather than have the nanny work through the notice period, they pay two weeks in lieu of notice, hand over a final check covering all wages and six unused PTO days, and return the parking pass and house key. The conversation takes ten minutes. No dispute, no drama.

That is how it should go. The preparation did the work.

After the Termination

  • Change access codes and retrieve all keys same day
  • Update your household staff insurance or workers’ comp records
  • File final payroll taxes as required by your payroll provider
  • Consider whether to offer a reference and what you will say if asked

If you used a nanny agency, notify them of the placement ending. A good agency will want to know the outcome and may be able to start a replacement search immediately.

When to Involve a Lawyer

Most nanny terminations in LA are straightforward. You may want legal advice if: the nanny has threatened legal action, there is a dispute about wages, you are terminating during a medical leave or pregnancy, or your nanny agreement has complex terms. The cost of a short consultation is far less than a wage claim or Labor Board complaint.

Common questions about managing your nanny

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.

Ready to find your nanny?

Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.

Continue reading

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Traveling with Your Nanny: Pay, Expenses, and What Los Angeles Families Need to Know

Taking your nanny on a family vacation is common in the LA market, particularly for longer trips or international travel. Done right, it works well for everyone. Done wrong — with unclear expectations about pay, expenses, and time off — it creates friction fast and strains the placement. Here is how to structure it properly.

Quick answer: Your nanny is paid for all hours worked and all qualifying travel time. All work-related trip expenses are covered by you. Downtime when they are genuinely free to do as they choose is generally unpaid — but any time they cannot fully disconnect is paid. Get the schedule and expectations in writing before you go.

Do you pay a nanny for travel time?

Generally yes — but the specifics matter. Travel time is compensable when it cuts across your nanny’s normal working hours, or when the nanny is required to travel as part of the job. Overnight trips generally qualify. The clearest rule of thumb: if they are traveling because the job requires it and they cannot use that time freely, it is paid.

This catches families off guard. A five-hour flight during normal work hours is five hours of paid time. Build this into the budget before you book.

What work-related expenses are you responsible for?

All work-related expenses. Your nanny should never be personally out of pocket for a trip they are taking to work for you. This includes:

  • Flights or ground transportation
  • Accommodation — their own private room, not sharing with the children
  • Meals during work hours
  • Any entry fees, transportation, or costs tied to their work responsibilities

Their own personal meals and activities during off-duty time are their own expense. Some families simplify this with a daily per diem for meals — a clean alternative to tracking individual receipts. If you go this route, set the amount in advance and confirm it covers actual costs in that location.

What about downtime — evenings and rest days?

Time when your nanny is genuinely off duty and free to do whatever they choose does not need to be compensated. The key word is genuinely: they must be free from location restrictions and free from responsibility for the children. If they cannot fully disconnect — if they need to stay available in case you need them — that time is paid.

Be specific before you leave. “You are off from 7pm each night unless we call on you” is not truly off duty — that is on-call time and it should be compensated. “You are free from 7pm, no responsibility unless there is an emergency you agree to in advance” is off duty. The line matters and ambiguity creates disputes.

What about overnight hours and sleep time?

If your nanny is responsible for the children overnight — same room, on call for wake-ups — those hours are paid or structured at an agreed overnight rate. Interrupted sleep counts: if they are woken to tend to a child, those hours are hours worked. A private room is non-negotiable. This is not a nicety — it is the baseline expectation for any professional travel arrangement.

If the overnight is truly hands-off and they have no responsibility for the children, those hours can be treated as unpaid rest time. Get the arrangement clear before the trip.

How does overtime work when traveling with a nanny?

California’s daily and weekly overtime rules do not pause because you are in another state or country. More than 8 hours in a day triggers daily overtime. Travel days with long hours are common — plan for this in the budget. International trips with back-to-back 12 to 14 hour days are a common source of burnout and placement strain. A realistic schedule protects both of you.

What is the budget reality?

Travel weeks typically cost more than a standard week — sometimes materially more. When you factor in travel time, extended hours, expenses, and overtime, the total can surprise families who did not plan for it. Run the numbers before you commit. A well-structured week is worth it. An underpaid, exhausted nanny on a two-week international trip is where good placements go wrong.

What about return travel edge cases?

If plans change and your nanny stays longer or returns earlier than the family, their travel back is still covered by you if it is work-related. If they extend the trip voluntarily for personal reasons, that portion is on them — but get the arrangement clear before any changes are made.

Los Angeles Nannies

If you plan to travel, structure this upfront.

Work agreements that address travel clearly from the start prevent almost every dispute that comes up mid-trip. If you are still setting up your arrangement, we can help.

See Our Process

Do nannies get their own room on vacation?

Yes — always. A private room is a non-negotiable baseline for any professional travel arrangement. Sharing a room with children is not appropriate. If the accommodation does not have a private room for your nanny, you either need a different property or a different trip structure. Candidates who travel frequently know this and will ask about it.

What about international travel?

Same principles apply. Budget carefully — international trips with long workdays can run significantly higher than expected once overtime is factored in. Passport and any travel documentation the nanny needs are your responsibility to arrange and fund. If they do not have a passport, build in enough lead time — and covering the cost is standard practice.

How to set expectations before you go

Put it in writing. A simple travel addendum to the work agreement covering: daily work schedule, off-duty hours, expense coverage, how overtime will be tracked, and what happens if plans change. This takes 20 minutes and prevents almost every dispute that comes up mid-trip.

Sample structure: 8am–1pm on / 1pm–4pm free / 4pm–8pm on / overnight off unless pre-agreed

Sample clause: “All qualifying travel time is paid at the regular rate. Nanny is provided a private room. Daily schedule is set in writing before departure.”

What if the nanny does not want to travel?

They are entitled to decline. Travel is not an implied part of a standard nanny role. If it is a regular requirement, it should be in the original work agreement. If travel is likely to be part of your arrangements, be upfront about it in the hiring process. Candidates who enjoy travel will self-select in.

Los Angeles Nannies

Looking for a nanny who is comfortable with travel?

We match families with candidates who fit their lifestyle — including families who travel frequently. We also help structure work agreements that address travel clearly from day one.

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Why Choose Us

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Nanny Pay

Do You Pay Your Nanny When You Go on Vacation?

Guaranteed hours, vacation weeks, and what California law actually requires you to pay.

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Nanny Mileage Reimbursement in California

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Traveling With Your Nanny

Pay, expenses, and how to structure a work trip so it goes smoothly.

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Nanny Mileage Reimbursement in California: What Los Angeles Families Are Required to Pay

In California, reimbursing your nanny for mileage driven in their personal vehicle is not optional — it is a legal requirement. Many LA families either miss this or apply it incorrectly. Here is what actually applies and how to handle it cleanly.

Quick answer: Under California Labor Code Section 2802, you must reimburse your nanny for all necessary business expenses, including mileage driven in their personal vehicle during work. Most families use the IRS standard mileage rate (updated annually) as a safe benchmark.

Do I have to reimburse my nanny for mileage in California?

Yes — if the driving is for your benefit as part of the job. California Labor Code Section 2802 requires employers to cover all necessary business expenses. If your nanny is using their own car to perform their duties, you are required to cover the cost.

When does mileage reimbursement apply?

Any time your nanny uses their personal vehicle for work-related duties:

  • School pickup and drop-off
  • Driving to activities, appointments, and playdates
  • Running errands (groceries, pharmacy, returns)
  • Driving between locations during the workday

It does not apply to commuting to and from your home.

Edge cases: Starting the day at school or an activity is reimbursable. Mixed-use trips: only the work-related portion is reimbursed.

What mileage rate should I pay my nanny?

California does not set a fixed rate. You must reimburse enough to fully cover actual expenses — gas, wear and tear, insurance, depreciation. Most families use the IRS standard mileage rate because it is widely accepted, easy to administer, and courts often look to it as a reasonable benchmark. You can pay more. If you pay less, you must be able to prove it fully covers actual costs.

Is mileage reimbursement separate from wages?

Yes. It is not wages, not subject to overtime, and should not be bundled into an hourly rate. Handled properly, reimbursements are not taxable income. Rolling it into pay often creates compliance issues.

What if we provide a car?

If your nanny uses a family vehicle, mileage reimbursement does not apply. You are responsible for gas, insurance (must allow a household employee as a driver), and maintenance. Confirm your policy explicitly covers this.

What if we require driving but do not reimburse?

You cannot shift business expenses onto an employee. If challenged, you may owe back reimbursement, interest, and potential penalties. Mileage claims often surface after termination and can go back years.

Can we use a flat weekly stipend instead?

Only if it actually covers real mileage. A flat stipend that falls short of actual usage is still non-compliant. If you use a stipend, track actual miles periodically and adjust as needed.

How should mileage be tracked?

A basic log: date, start and end location, purpose, miles driven. Tools: notes app, shared doc, or a mileage app such as MileIQ. Reimburse each pay cycle. If you do not keep records, disputes often rely on the employee’s reasonable estimates.

What about insurance and liability?

If your nanny drives their own car, their insurance is primary — but you may still have exposure as the employer. If they drive your car, your policy must allow them as a driver. Many families carry an umbrella policy for added protection. Some insurers require disclosure if a household employee regularly drives children.

Does this apply to all household employees?

Yes. California Labor Code Section 2802 applies broadly to all employees, including household workers. Enforcement is inconsistent, but liability is real — especially if a dispute arises.

Los Angeles Nannies

Setting this up for the first time?

We help families structure nanny arrangements correctly from the start — pay, reimbursements, work agreements, and expectations. See the salary guide or talk to us directly.

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Salary Guide

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Nanny Pay

Do You Pay Your Nanny When You Go on Vacation?

Guaranteed hours, vacation weeks, and what California law actually requires you to pay.

Nanny Pay

Nanny Mileage Reimbursement in California

What Los Angeles families are legally required to reimburse and how to track it.

Managing Your Nanny

Traveling With Your Nanny

Pay, expenses, and how to structure a work trip so it goes smoothly.

Nanny Pay and Legal

Do You Pay Your Nanny When You Go on Vacation?

Most families assume that if they are not home, they do not owe their nanny for that week. That is usually incorrect — and it is one of the most common misunderstandings in household employment. Here is what you actually owe under California law and standard practice.

Quick answer: Yes. If your nanny has guaranteed hours and you cancel work because you are on vacation, you owe them their normal pay for those hours. Your vacation does not pause their income.

Do I have to pay my nanny if I go on vacation in California?

If you have a written agreement that includes guaranteed hours, you are contractually obligated to pay them — even if you are away.

If you do not have guaranteed hours in writing, the obligation is less clear. California law does not automatically require you to pay for full weeks you cancel in advance. However, most professional arrangements in Los Angeles include guaranteed hours, and not offering them will limit your candidate pool significantly.

What are guaranteed hours for a nanny?

Guaranteed hours are the minimum number of hours per week you commit to paying your nanny, regardless of whether you use them.

A standard full-time agreement might guarantee 40 to 45 hours per week. If you cancel a week because you are traveling, your nanny is still reserving that time for you and relying on that income. The expectation — and typically the agreement — is that those hours are paid.

Simple clause example: “Family guarantees ___ hours per week. If Family cancels scheduled hours, Nanny will be paid as normal.”

Is this a legal requirement or just industry standard?

Primarily contractual. If guaranteed hours are in your agreement, you owe them. Not paying is a breach of contract.

California wage law — such as reporting time pay — generally applies when an employee shows up to work or is sent home early, not when a full week is canceled in advance. That is why the written agreement matters.

Separately, this is standard practice. Families who do not offer guaranteed hours struggle to hire and retain strong candidates.

What if you bring your nanny on vacation with you?

This becomes a working trip. All working hours are paid at the agreed rate, overtime still applies under California law (daily and weekly thresholds), travel time is paid, and all expenses — flights, accommodation, meals — are covered by you. Your nanny should have a private room.

Some families use an overnight rate or flat travel stipend for certain hours, but this must be agreed in advance and still comply with wage laws. See the full travel guide for how to structure this correctly.

What if your nanny takes their own vacation at the same time?

If they are using accrued PTO, that time is paid as normal. If you cancel the week and they independently choose to travel, you still owe guaranteed hours unless your agreement explicitly states otherwise.

What about partial weeks or schedule changes?

If you cancel part of a week, you typically still owe the full guaranteed hours unless your agreement allows for prorating canceled days or banking hours to another week. These arrangements must be clearly defined in writing. Do not assume flexibility without it.

What does “available to work” actually mean?

Your nanny is considered available if they are ready and willing to work their normal schedule and have not made conflicting plans or declined shifts. If they are unavailable by choice, guaranteed hours may not apply — depending on your agreement.

How do most Los Angeles families handle this?

Professional nanny arrangements in Los Angeles almost always include guaranteed hours. Families pay their nanny as normal during vacations. Many also offer separate paid vacation time for the nanny — one or two weeks of PTO — in addition to guaranteed hours.

What if you cannot afford to pay during vacations?

Structure the agreement upfront. Options some families use: lower guaranteed hours (35 instead of 40), or a limited number of unpaid cancellation weeks per year. These terms must be agreed in writing before the role starts. You cannot change them later without mutual agreement.

If cost is a constraint, consider adjusting the role structure or exploring a nanny share.

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Nanny Pay

Do You Pay Your Nanny When You Go on Vacation?

Guaranteed hours, vacation weeks, and what California law actually requires you to pay.

Nanny Pay

Nanny Mileage Reimbursement in California

What Los Angeles families are legally required to reimburse and how to track it.

Managing Your Nanny

Traveling With Your Nanny

Pay, expenses, and how to structure a work trip so it goes smoothly.

Nanny Pay and Legal

How to Let Your Nanny Go: A Practical Guide for Los Angeles Families

Ending a nanny placement is one of the more uncomfortable parts of being a household employer. Most families put it off too long, handle it awkwardly, or get it legally wrong. This guide covers what you actually owe, what to say, and how to do it cleanly — whether it is a performance issue or simply a change in circumstances.

Quick answer: In California, you must pay a terminated employee their final wages on the day of termination. Severance is not legally required but is standard practice. Two weeks notice is common courtesy, not a legal obligation for either party. Notice and severance are not the same thing.

Do you have to give notice before letting a nanny go?

California is an at-will employment state. You can end the relationship at any time, for any legal reason, without advance notice. That said, two weeks notice is the industry standard — and if your work agreement specifies a notice period, you are contractually bound to it.

If you choose to terminate immediately rather than work a notice period, pay out the notice period as severance. It protects you legally and keeps the professional relationship intact, which matters if you ever need a smooth handover or a reference.

Do I have to give severance to a nanny in California?

No. California law does not require severance for household employees. Notice and severance are different: notice is the advance warning period before the last day; severance is additional pay given at termination. They are not interchangeable — and conflating them creates confusion and disputes.

That said, two weeks pay is the professional standard for placements that lasted six months or more, and most agencies — including ours — recommend it. It reduces the chance of an unemployment dispute and reflects well on you as an employer. For longer placements of one year or more, one month is more appropriate.

What happens if I do not pay final wages on time?

Under California Labor Code Section 201, final wages are due immediately on the day of termination. This includes:

  • All unpaid regular hours worked
  • All accrued, unused paid time off (California treats accrued PTO and vacation as earned wages)
  • Any guaranteed hours owed for the current pay period — but only if guaranteed hours are specified in writing in your work agreement. Without a written agreement, the obligation is less clear.

Note on sick time: California does not require unused sick time to be paid out at termination. Only accrued PTO and vacation are treated as earned wages. If your agreement combines sick and vacation into a single PTO bank, all of it may be owed — check your exact language.

Payment method: Pay final wages by check or cash in person on termination day. Direct deposit is not ideal — processing delays can push actual receipt past the termination date, which may trigger waiting time penalties even if you initiated the transfer on time. A check in hand is cleanest.

Waiting time penalties can reach up to 30 days of the employee’s daily wage. This is not theoretical. It comes up regularly in household employment disputes.

Will my nanny qualify for unemployment?

Most will. California unemployment is available to employees terminated without serious misconduct. Unless the reason was theft, endangering a child, or similar conduct, your nanny will likely qualify. Do not fight it without strong cause — it rarely goes well and creates unnecessary friction.

How to have the conversation

Keep it short, calm, and clear. You do not owe a lengthy explanation — but be respectful and direct. A few things that help:

  • Do it in person if possible — not by text
  • Choose a neutral moment, not during childcare hours
  • Be direct: “We have decided to end our arrangement. Your last day is [date].”
  • Have the final pay ready or confirm exactly when and how it will be sent
  • Do not over-explain or apologize excessively — it creates more tension, not less

If the reason is performance, a general explanation is enough. If it is a change in circumstances — a move, maternity leave ending, financial — say so. It lands better and there is no reason not to be honest.

Simple script:
“[Name], I need to talk with you. We have decided to move in a different direction, and today will be your last day. I have your final pay ready, and I am happy to provide a reference. Thank you for everything you have done for our family.”

What about telling your children?

This is one of the harder parts, especially when the relationship has been long and close. Keep it simple and age-appropriate: “Our nanny is moving on to something new. We are going to find someone great.” Young children take cues from how you handle it. Calm and matter-of-fact helps them process it without anxiety. Do not badmouth the nanny in front of your children regardless of the reason — it does not serve them.

What documentation should I keep?

After the conversation, send a brief written summary: date of termination, final pay amount and method, any severance offered, and confirmation that all property has been returned. Ask the nanny to acknowledge receipt in writing. An email is sufficient — it does not need to be formal.

If the termination was performance-related, document the reasons and any prior conversations you had about the issues. A paper trail matters if a dispute arises later.

What about returning property?

At or before the final day, collect: house keys, key fobs or access cards, garage openers, car seats, family credit or debit cards, and any household items that belong to you. If your nanny has access to family accounts, apps, or home systems, revoke that access. Handle it calmly — it is administrative, not accusatory.

What if there is a confidentiality clause?

If your work agreement includes a confidentiality provision, remind the nanny of it in writing at termination. Brief and factual is enough. If you do not have one but the role involved significant access to your home, finances, or family matters, speak with an employment attorney before the conversation.

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If you are navigating the end of a placement and are not sure about the legal or practical side, we can help. And if you are ready to find the right nanny again, we handle sourcing, screening, and introductions end to end.

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What if the nanny becomes difficult or confrontational?

Stay calm and stick to facts. You have already made the decision — the conversation is informational, not a negotiation. If the situation escalates, end it and follow up in writing confirming the termination and final pay details. A paper trail matters.

If there are serious concerns about conduct — theft, safety issues — consult an employment attorney before the conversation. California has strong worker protections and you want to handle it correctly.

What about a reference?

You are not obligated to provide one. If the placement ended on good terms, a reference is professional courtesy and keeps the relationship intact. If it did not, a neutral confirmation of dates of employment is sufficient.

What happens with TrustLine records?

TrustLine registration stays with the nanny — it is their credential. If you have concerns about safety or conduct that you believe should be on record, speak with a California employment attorney about your options.

If you placed through an agency

Contact us before or immediately after the termination conversation. If the placement is within our guarantee period, we will begin a replacement search at no additional fee. We can also advise on the transition and what to tell your children.

Los Angeles Nannies

Need to restart your search?

If your placement ended and you need to find the right nanny again, we handle sourcing, screening, and introductions. You only meet candidates worth your time.

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Why Choose Us

No hire within 30 days — your search fee is refunded.

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Nanny Pay

Do You Pay Your Nanny When You Go on Vacation?

Guaranteed hours, vacation weeks, and what California law actually requires you to pay.

Nanny Pay

Nanny Mileage Reimbursement in California

What Los Angeles families are legally required to reimburse and how to track it.

Managing Your Nanny

Traveling With Your Nanny

Pay, expenses, and how to structure a work trip so it goes smoothly.

Managing Your Nanny
Nanny job in Woodland Hills, LA
Open position

Temporary Nanny – Woodland Hills (6 Weeks)

Part-time role supporting a family with two young children (5-month-old boy and 3-year-old girl).

Nanny role

Schedule
7:30am–3:30pm · 4 days/week (32 hrs, days TBD)

Start
Monday start

Duration
6-week temporary role

Compensation
$40/hr

Driving
No driving required

Setup
Part-time · Live-out

What this role feels like:

Steady daytime care in a calm, well-kept home with a focus on consistency and experience.

Role overview

Temporary childcare coverage for two young children while regular care is unavailable. Focus on attentive, experienced care and maintaining a smooth daily rhythm.

Ideal candidate

Highly experienced nanny with strong infant and toddler background. Reliable, calm, and able to step in seamlessly for a short-term role.

Additional notes

  • No pets
  • No allergies in the home
  • Fenced swimming pool
  • Large home with backyard

Responsibilities

  • Full childcare for infant and toddler
  • Maintain daily routines
  • Engage children in age-appropriate activities
  • Light child-related tasks

Style fit

  • Experienced and confident
  • Calm, steady presence
  • Warm and attentive

Family preferences

  • Open communication
  • Available immediately

Apply for this role

Shortlisted candidates will be contacted quickly.

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Job Opening
Nanny job in Northridge, LA
Open position

After-School Nanny / Family Assistant – Northridge (July 2026)

Long-term, live-out after-school role supporting a busy family with two young children. Focused on creating a smooth, structured, and positive afternoon routine.

Nanny role

Schedule
Monday, Thursday, Friday · ~2:30pm–5:30pm

Start
Fall 2026 · Trial in July

Hours
Guaranteed hours offered

Compensation
$35+/hour

Vehicle
Family car available

Setup
Part-time · Live-out

What this role feels like:

A consistent, well-paced afternoon role where strong organization, warmth, and reliability help create a smooth daily rhythm for young children.

Role overview

After-school coverage for two young children, centered on school pickup, driving to activities, snack prep, and guiding a smooth transition from school into the afternoon. This is a short but important window that requires consistency, awareness, and strong time management.

Children

  • 5-year-old (gymnastics, dance)
  • 2.5-year-old (coloring, stickers, play)

Household notes

  • Parents work from home
  • Two dogs in the home
  • One child may have a temporary arm cast over the summer
  • Additional hours possible during school closures (Sept–Oct)

Responsibilities

  • School pickup and safe driving to activities
  • Engaged after-school care and interaction
  • Support smooth afternoon transitions
  • Prepare snacks for children
  • Light tidying (toys, bags, daily reset)
  • Manage time and flow of the afternoon efficiently

Style fit

  • Dependable and consistently punctual
  • Warm, engaging, and interactive
  • Proactive and takes initiative
  • Strong communicator
  • Organized and calm under structure

Compensation & benefits

  • $35+/hour depending on experience
  • Guaranteed hours
  • 5 sick days
  • All federal holidays off

Ideal candidate

A reliable, kind, and organized nanny with strong driving experience and solid childcare background. Someone who communicates well, takes initiative, and can become a steady, trusted presence in the family’s routine.

Apply for this role

Shortlisted candidates will be contacted quickly.

Apply Now

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Quick share

After-School Nanny — Northridge

Structured after-school role supporting two young children with driving, routine, and engaging care.

Mon/Thu/Fri · ~2:30–5:30pm · $35+/hr · family car provided · Fall start

Apply Now
Job Opening
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