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.
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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