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.
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.
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. 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. 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. 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. 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. 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. 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.Frequently asked questions
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