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.

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.

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.

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.