When and How to Give Your Nanny a Raise
There are many routes to go down to find your perfect nanny, and like your nanny is a unique asset to your family that reflects your household’s needs, so too will be the journey to find them.
Quick Answer
There are many routes to go down to find your perfect nanny, and like your nanny is a unique asset to your family that reflects your household’s needs, so too will be the journey to find them.
Quick Answer
Give your nanny a raise at the one-year mark if performance warrants it, and annually after that. In Los Angeles, a nanny who has not had a raise in two years is effectively earning less due to inflation. Proactive raises retain great nannies. Waiting to be asked creates resentment.
When to Give a Raise
The standard timing is after the first year of successful employment and annually after that. Some families also give raises when the role expands (new baby, increased hours, additional duties). If you promoted someone from part-time to full-time, that is a role change, not just a schedule adjustment. The compensation should reflect it.
How Much to Give in Los Angeles
In Los Angeles, annual raises between 3% and 5% are standard for a nanny whose performance is strong. A raise of $1 to $2 per hour per year is common for nannies already in the $30 to $45 range. If your nanny is significantly below market rate for their experience level, consider a larger one-time adjustment to get to market before returning to annual increments.
How to Have the Conversation
Do not make it awkward by treating it as a negotiation. Frame it as a recognition of their work and a commitment to the relationship. Something like: "We've loved having you with the family this year. You've been great with the kids and we want to make sure we're taking care of you. Starting [date] we'd like to bring your rate to $X." Short, clear, generous in tone.
What Happens If You Do Not Give Raises
Great nannies in Los Angeles have options. Agency-placed nannies with strong references can find a new position relatively quickly. If you have not given raises in two years and a better offer comes along, do not be surprised when it is accepted. Retention is cheaper than replacement -- a new agency placement costs 15 to 20% of annual salary.
Raises vs. Bonuses
A bonus (holiday, year-end) is a one-time recognition. A raise changes the baseline. Both matter, but neither substitutes for the other. A family that gives a generous holiday bonus but never raises the hourly rate is essentially paying less each year in real terms. Do both.
Frequently asked questions
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.
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.
When should I give my nanny a raise?
Annually is the standard. A 3 to 5% increase is typical; more if their responsibilities have expanded or the market rate has moved. Cost of living in Los Angeles means staying competitive is important to retain experienced candidates.
What are the signs of nanny burnout?
Reduced engagement with the children, increased sick days, shorter communication, arriving late or leaving early. Burnout often stems from unclear expectations, insufficient breaks, or feeling undervalued. Early conversations usually resolve it before it becomes a resignation.
How do I handle disagreements with my nanny professionally?
Address issues directly and early rather than letting them build. Use a private setting, focus on specific behaviors not character, and listen to their perspective. Many families benefit from a written work agreement that covers expectations in advance.
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