Great nannies are more likely to stay when expectations, pay, payroll, scheduling, communication, and role scope are clear from the beginning.
Where Childcare Ends and Household Support Begins
Families usually hire more successfully when they separate childcare duties from broader household support. Clear role definition helps with hiring, compensation, and long-term fit.
Quick Answer
Families usually hire more successfully when they separate childcare duties from broader household support. Child-related responsibilities are common in nanny roles, while errands, organizing, family scheduling, and home coordination may point toward a household assistant or family assistant structure. Clear role definition helps with hiring, compensation, and long-term fit.
This guide is part of our Managing Your Nanny resource for families.
One of the easiest ways to create confusion in a nanny search is to describe the role too broadly. Most families are not trying to be unclear. They are usually trying to name all the help that would make the household run better. The challenge is that childcare support and household support are related, but they are not always the same job.
When families define that distinction clearly from the start, the search tends to go more smoothly. Candidates can evaluate fit more accurately, pay can be structured more appropriately, and day-to-day expectations are less likely to drift over time.
What Usually Falls Under Childcare Duties
In many nanny roles, child-related responsibilities go beyond direct supervision. They often include preparing bottles, organizing diapering supplies, keeping children’s laundry moving, tidying play areas, packing lunches, helping with school pickups, and maintaining routines around naps, meals, and activities.
These tasks are usually understood as part of supporting the children’s day. They are connected closely enough to care that most candidates expect them when the role is explained clearly.
What Often Falls Under Broader Household Support
Some households also need help that is less directly tied to the children: grocery runs, returns, vendor coordination, family calendar support, household organizing, pantry resets, meal prep for the full family, pet logistics, or general home administration.
These responsibilities can absolutely be part of a valuable role. They simply change the nature of the position. When that support becomes a regular expectation, families are often no longer describing a pure nanny role. They may be moving into household assistant or family assistant territory.
Why the Distinction Matters
Role definition shapes everything that comes after it. It affects who applies, what compensation is appropriate, how the schedule is structured, and whether the person you hire feels genuinely matched to the work.
A candidate who enjoys child-focused care may not be looking for a role with regular household coordination. Another candidate may be excellent at balancing both, but will expect the job to be scoped and priced accordingly. The clearer the distinction is, the easier it is to attract the right kind of professional.
What Families Can Do Before Posting the Job
A helpful first step is to separate the role into three categories: daily childcare duties, occasional child-related support, and broader household tasks. Looking at those lists side by side usually makes the real shape of the job easier to see.
Sometimes the answer is that the role is still clearly a nanny job. Sometimes the answer is that the household needs a blended role and should name it that way. Sometimes it becomes clear that certain tasks should stay outside the role entirely. That kind of clarity is useful before interviews begin, not after.
How Clear Scope Supports Retention
Families often think of role clarity as a hiring tool, but it is just as important after the placement starts. When duties are named clearly in advance, both sides have a more stable reference point. That usually reduces misunderstandings and makes it easier to revisit expectations respectfully if the household’s needs change.
Clear scope does not make a role rigid. It simply gives the relationship structure. In private household work, that structure often supports a smoother and longer-lasting fit.
What Families Can Take From This
- Define child-related duties separately from broader household tasks.
- Name blended roles honestly when the job includes both.
- Align compensation with the actual scope of the position.
- Use a written agreement so expectations are easy to revisit later.
- Remember that role clarity supports both hiring and retention.
The strongest role descriptions are not usually the longest ones. They are the clearest. When families define childcare support and household support thoughtfully, the right candidates can recognize the fit more quickly and the working relationship starts on steadier ground.
Frequently asked questions
How does this help a family hire better?
It gives the family a clearer way to define the role before interviews begin. Better scope usually leads to better candidate conversations and fewer mismatches.
Should this be handled before or after speaking with candidates?
Before, whenever possible. Candidates respond better when the schedule, duties, pay expectations, and household context are already clear.
Can Los Angeles Nannies help structure this?
Yes. We help families turn a general need into a specific role, then screen for candidates whose experience and working style match that role.
Need help turning this into a clear family search?
We help Los Angeles families define the role, set expectations, and move through the hiring process with fewer mismatched conversations.
Start Your Search Household SupportWhat 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.
Quick Answer
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.
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.
Frequently asked questions
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.
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.
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.
Get a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
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.
Quick Answer
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.
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.
Frequently asked questions
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.
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.
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.
Get a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
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.
Quick Answer
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.
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.
Frequently asked questions
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.
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.
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.
Get a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
How to Introduce a New Nanny to Your Child
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.
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.
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. 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. 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. 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. 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.Frequently asked questions
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?
How do I keep a great nanny long-term?
Ready to find your nanny?
Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.
Start Your SearchWhy Us
Get a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
The First 90 Days With a New Nanny: What to Expect
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.
Quick Answer
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.
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.
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
Frequently asked questions
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.
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.
Ready to find your nanny?
Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.
Start Your Search Why UsGet a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
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.
Quick Answer
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.
Frequently asked questions
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.
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.
Get a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
What to Do When Your Nanny Calls In Sick
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.
Quick Answer
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.
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.
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
- Acknowledge the call with a simple reply: "Thanks for letting me know. Feel better soon."
- Check your nanny agreement and accrual balance, do they have paid sick time available?
- Move to your backup care plan (you should have one ready before this moment)
- 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.
Frequently asked questions
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.
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.
Ready to find your nanny?
Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.
Start Your Search Why UsGet a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.
How to Fire a Nanny in Los Angeles
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.
Quick Answer
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.
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.
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.
Frequently asked questions
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.
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.
Ready to find your nanny?
Los Angeles Nannies places vetted, professional nannies with families across LA. Most placements complete within 30 days.
Start Your Search Why UsGet a clearer nanny search plan
We help Los Angeles families define the role, understand pay, screen candidates, and move through the process with fewer surprises.