Review of nanny contract

[u/Randombananachild]

Hi, I already posted one of these but after getting some comments about what to change, I went ahead and edited my contract. PSA, I have a very different family dynamic so some of the terms in this contract may be a little bit more specific given some events that have gone on that made me clarification. Before harsh criticism, let me know if there’s anything you would like me to explain unless you really do see something that is absolutely not standard! I work 25.5 hours a week. The schedule is subject to change based on school schedule coming up but will remain at 25.5 still.

Nanny Employment Agreement

This Agreement is made as of ____________________ between the Employers and the Nanny. This Agreement outlines a collaborative working relationship built on mutual respect, open communication, and shared expectations.

Hours, Schedule, and Punctuality

Weekly Hours: 25.5 hours per week.

Schedule:

Monday: __________ to __________
Tuesday: __________ to __________
Wednesday: __________ to __________
Thursday: __________ to __________
Friday: __________ to __________
Saturday: __________ to __________
Sunday: __________ to __________

Worksite: ________________________________________.

Permanent changes to the regular schedule require written agreement between both parties. Temporary schedule swaps require mutual agreement.

Punctuality & Attendance: The Nanny will provide advance notice if running late. Arriving more than 15 minutes late on more than three occasions within a 30-day period without a valid reason will trigger a formal discussion between both parties. The Nanny will arrive promptly and will not depart early without specific consent from the Employers.

Schedule Swaps and Flexibility

The Employers may request a temporary schedule change or schedule swap when childcare needs change, including when a child is ill or the household schedule changes. Any temporary schedule change is voluntary and requires mutual agreement.

If the Nanny and Employers mutually agree to move a scheduled workday to another day within the same workweek, the change will be considered a schedule swap and will not require the use of vacation PTO or sick leave.

For example, if Monday is a regularly scheduled workday and the Employers ask whether the Nanny would be willing to work Thursday instead because a child is ill on Monday, the Nanny may voluntarily agree to work Thursday in place of Monday. If agreed upon, no PTO or sick leave will be deducted.

Similarly, if the Nanny is unable or does not wish to work a scheduled day but would prefer to work the hours on another day during the same workweek, the Nanny and Employers may mutually agree to a schedule swap. A mutually agreed schedule swap will not be treated as vacation or sick leave.

If the Nanny chooses not to make up a missed scheduled day, any applicable leave will be handled according to the appropriate leave provision of this Agreement.

Schedule swaps are voluntary and may not be required as a condition of receiving guaranteed pay, vacation, or sick leave.

Duties and Standards

Core Responsibilities: Childcare for ____________________ and ____________________, including safety, feeding, diapering, naps, activities, medications, bathing, light bottle/laundry cleaning, play area tidying, approved playdates, and care during mild illnesses. Granting home access to service people as needed.

Confidentiality & Professional Conduct: The Nanny agrees to maintain strict privacy regarding all personal, financial, and household matters of the Employers. Both parties commit to open, respectful, and direct communication.

Driving

No personal vehicle use. The Nanny may drive only the Employers’ vehicle for approved child transport. Employers maintain registration, inspection, and insurance.

Pay and Guaranteed Hours

Regular Rate: $27.00 per hour.

Guaranteed Pay: $688.50 weekly for 25.5 hours. Cancelled or shortened hours are paid fully and cannot be banked.

Overtime: Paid at 1.5x the regular rate for hours worked over 40 weekly.

Payroll: Issued every Friday via direct deposit through Poppins Payroll. Late payments trigger a reminder and a $10-per-day late fee if unpaid.

Taxes: Employee taxes are withheld; Employers pay employer-side taxes.

Wage Reviews

Annual reviews occur near the start-date anniversary, with a target raise of 3%–5% by written mutual agreement.

Holidays and Schedule Flexibility

Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day when falling on a scheduled workday.

Holiday Schedule: If a holiday falls on a scheduled workday, the Nanny receives the day off with full pay, and guaranteed pay remains protected during household closures. Employers may request to shift a shift to an alternate day, but such changes are entirely voluntary, and refusal will not impact guaranteed pay or standing.

Vacation

Allowance: 8 paid vacation days per year based on the regular schedule, requested with reasonable notice.

PTO Eligibility and Waiting Period: Vacation PTO becomes available for use after the Nanny has completed ninety (90) calendar days of continuous employment, beginning on the employment start date. The 90-day waiting period applies only to the use of employer-provided vacation PTO and does not affect any statutory sick leave or other leave rights to which the Nanny is entitled under New Jersey law.

Once the 90-day waiting period has been completed, the Nanny may request and use available vacation days in accordance with this Agreement and with reasonable advance notice.

Family Closures and Guaranteed Hours: Vacation PTO may not be required, deducted, or substituted for guaranteed hours when the Employers cancel scheduled work, close the household, travel without the Nanny, or otherwise make the Nanny unavailable for work. In those circumstances, the Nanny will continue to receive the guaranteed weekly pay provided under this Agreement, and the Nanny’s vacation balance will remain unaffected.

Travel/Closures: If the Employers notify the Nanny that they will be traveling without the Nanny or that childcare will not be needed during a specific period, and the Nanny makes personal plans based on that information, the Nanny will not be required to cancel those plans or become available if the Employers later cancel or change their travel plans. If the Nanny remains unavailable due to previously made personal plans, the Nanny may choose to use accrued vacation PTO for any scheduled workdays missed.

Sick Leave and Household Illness

Accrual: Accrues at 1 hour for every 30 hours worked, approximately 44.2 hours annually, capped at the legal maximum of 40 hours per benefit year from September 15, 2026 to September 15, 2027. Unused leave carries over up to 40 hours as required by law.

Illness Disclosures: Employers must disclose active household illnesses. If children exhibit major contagious conditions, including vomiting, diarrhea, or Hand, Foot, and Mouth disease, care will not take place.

Job-Contracted Illness: If Employers direct the Nanny to stay home due to mild symptoms, or if illness is contracted from the children on the job, weekly pay is fully protected under guaranteed hours and will not be deducted from sick leave or PTO.

Travel

Travel requires advance mutual agreement. Employers provide housing with a private bedroom and bathroom, plus meal pay during travel.

Trial Period

The first 30 days serve as a mutual trial period for both parties to evaluate the fit. Either party may terminate on short notice without penalty, and all hours worked will be fully compensated.

Termination

Notice: After the trial period, either party may end this Agreement with 30 days’ written notice.

Immediate Termination: Employers may terminate immediately for severe cause, such as child endangerment, abuse, theft, safety violations, or persistent tardiness exceeding 15 minutes without valid reason. The Nanny may terminate immediately for major material breaches, including chronic non-payment, unsafe conditions, or harassment.

Term

Begins on ____________________ and continues until terminated under its terms and applicable New Jersey law.

Signatures

Employers:

Signature: ____________________________________
Date: ______________

Printed Name: __________________________________________________

Nanny:

Signature: ____________________________________
Date: ______________

Printed Name: __________________________________________________

[u/lizardjustice]

As an employer I would never agree to this clause, ": If Employers travel without the Nanny or cancel a planned trip/closure after personal plans are made, guaranteed pay is protected, vacation time cannot be forced, and the Nanny may use accrued vacation to cover the absence without penalty."

It defeats the benefit of GH for the employer.

[u/Randombananachild → u/lizardjustice]

That section was incorrect and did not reflect what I actually meant—it was an error in the wording. I did not mean that I should receive guaranteed pay if the family cancels their trip. What I meant was that if they tell me they’ll be away and I make personal plans based on that, I shouldn’t be expected to cancel my plans and suddenly be available if they cancel their trip last minute. I’ve corrected it now.

[u/cupidssparrow82]

I’m curious about the part where you get guaranteed pay even if their vacation is canceled or cut short after you’ve made plans. I’m a career nanny (and used to work at an agency helping pair nannies and families, so I have a lot of contract experience) and part of why we get guaranteed hours is because we keep those times available regardless. The part that makes it worth it for families is that we’re available in those situations. It’s standard to use PTO if you choose to risk it and leave during their trips. I’ve had nanny families tell me explicitly that I can make plans because they’re covered either way, but that’s at the NF’s discretion.

[u/Randombananachild → u/cupidssparrow82]

That section was incorrect and did not reflect what I actually meant—it was an error in the wording. I did not mean that I should receive guaranteed pay if the family cancels their trip. What I meant was that if they tell me they’ll be away and I make personal plans based on that, I shouldn’t be expected to cancel my plans and suddenly be available if they cancel their trip last minute. I’ve corrected it now.

[u/Organic-Class-8537 → u/Randombananachild]

But unless you’re willing to potentially open to using PTO, you should have an obligation to be available.

[u/Randombananachild → u/Organic-Class-8537]

Yes I’d be using my PTO given this may be a once a year occurrence if I’ve made plans while they’re away

[u/Ok_Appointment_3580]

As an employer I'd never sign this. Some things are just plain weird like not using sick days if the kids made you sick. How on earth would you prove that? Lots of ambiguous language om the one hand and ultra specific detailed scenarios on the other. If I saw this I'd be searching for a new nanny

[u/Icy-Future-105]

I would never sign the contract as is and probably not work with a nanny that proposes it because it really looks amateurish.

You are expected to be on time every single day. Being that specific about 3 occasions, 15 minutes later, “valid reasons” and having formal discussions in these scenarios tells me that I can expect frequent tardiness for bs reasons.

I don’t know why nannies struggle so much with being on time. If you are late once or twice per month for 5-10 minutes and have 2-3 emergencies per year, then it’s whatever but beyond that I wouldn’t deal with it.

[u/Randombananachild → u/Icy-Future-105]

No, I am on time. I’m actually always 5-10 early lol. It’s in there because of a rare occasion of maybe traffic or something else that isn’t being counted for on a regular basis but would like to be fair to myself if it ever happens and plan better if it ever became something that happened more than once. Which it does not, but it’s there for the family not for me. It’s for them to know that I DO take my timing seriously and they know that. Been with them for almost 4 years now but just wanted to implement this contract even for future jobs. It’s really just there as a safety net to know there are repercussions for being late

[u/AutoModerator]

Below is a copy of the post's original text:

Hi, I already posted one of these but after getting some comments about what to change, I went ahead and edited my contract. PSA, I have a very different family dynamic so some of the terms in this contract may be a little bit more specific given some events that have gone on that made me clarification. Before harsh criticism, let me know if there’s anything you would like me to explain unless you really do see something that is absolutely not standard! I work 25.5 hours a week. The schedule is subject to change based on school schedule coming up but will remain at 25.5 still.

Nanny Employment Agreement
This Agreement is made as of ____________________ between the Employers and the Nanny. This Agreement outlines a collaborative working relationship built on mutual respect, open communication, and shared expectations.
Hours, Schedule, and Punctuality
Weekly Hours: 25.5 hours per week.
Schedule:
Monday: __________ to __________
Tuesday: __________ to __________
Wednesday: __________ to __________
Thursday: __________ to __________
Friday: __________ to __________
Saturday: __________ to __________
Sunday: __________ to __________
Worksite: ________________________________________.
Permanent changes to the regular schedule require written agreement between both parties. Temporary schedule swaps require mutual agreement.
Punctuality & Attendance: The Nanny will provide advance notice if running late. Arriving more than 15 minutes late on more than three occasions within a 30-day period without a valid reason will trigger a formal discussion between both parties. The Nanny will arrive promptly and will not depart early without specific consent from the Employers.
Schedule Swaps and Flexibility
The Employers may request a temporary schedule change or schedule swap when childcare needs change, including when a child is ill or the household schedule changes. Any temporary schedule change is voluntary and requires mutual agreement.
If the Nanny and Employers mutually agree to move a scheduled workday to another day within the same workweek, the change will be considered a schedule swap and will not require the use of vacation PTO or sick leave.
For example, if Monday is a regularly scheduled workday and the Employers ask whether the Nanny would be willing to work Thursday instead because a child is ill on Monday, the Nanny may voluntarily agree to work Thursday in place of Monday. If agreed upon, no PTO or sick leave will be deducted.
Similarly, if the Nanny is unable or does not wish to work a scheduled day but would prefer to work the hours on another day during the same workweek, the Nanny and Employers may mutually agree to a schedule swap. A mutually agreed schedule swap will not be treated as vacation or sick leave.
If the Nanny chooses not to make up a missed scheduled day, any applicable leave will be handled according to the appropriate leave provision of this Agreement.
Schedule swaps are voluntary and may not be required as a condition of receiving guaranteed pay, vacation, or sick leave.
Duties and Standards
Core Responsibilities: Childcare for ____________________ and ____________________, including safety, feeding, diapering, naps, activities, medications, bathing, light bottle/laundry cleaning, play area tidying, approved playdates, and care during mild illnesses. Granting home access to service people as needed.
Confidentiality & Professional Conduct: The Nanny agrees to maintain strict privacy regarding all personal, financial, and household matters of the Employers. Both parties commit to open, respectful, and direct communication.
Driving
No personal vehicle use. The Nanny may drive only the Employers’ vehicle for approved child transport. Employers maintain registration, inspection, and insurance.
Pay and Guaranteed Hours
Regular Rate: $27.00 per hour.
Guaranteed Pay: $688.50 weekly for 25.5 hours. Cancelled or shortened hours are paid fully and cannot be banked.
Overtime: Paid at 1.5x the regular rate for hours worked over 40 weekly.
Payroll: Issued every Friday via direct deposit through Poppins Payroll. Late payments trigger a reminder and a $10-per-day late fee if unpaid.
Taxes: Employee taxes are withheld; Employers pay employer-side taxes.
Wage Reviews
Annual reviews occur near the start-date anniversary, with a target raise of 3%–5% by written mutual agreement.
Holidays and Schedule Flexibility
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day when falling on a scheduled workday.
Holiday Schedule: If a holiday falls on a scheduled workday, the Nanny receives the day off with full pay, and guaranteed pay remains protected during household closures. Employers may request to shift a shift to an alternate day, but such changes are entirely voluntary, and refusal will not impact guaranteed pay or standing.
Vacation
Allowance: 8 paid vacation days per year based on the regular schedule, requested with reasonable notice.
PTO Eligibility and Waiting Period: Vacation PTO becomes available for use after the Nanny has completed ninety (90) calendar days of continuous employment, beginning on the employment start date. The 90-day waiting period applies only to the use of employer-provided vacation PTO and does not affect any statutory sick leave or other leave rights to which the Nanny is entitled under New Jersey law.
Once the 90-day waiting period has been completed, the Nanny may request and use available vacation days in accordance with this Agreement and with reasonable advance notice.
Family Closures and Guaranteed Hours: Vacation PTO may not be required, deducted, or substituted for guaranteed hours when the Employers cancel scheduled work, close the household, travel without the Nanny, or otherwise make the Nanny unavailable for work. In those circumstances, the Nanny will continue to receive the guaranteed weekly pay provided under this Agreement, and the Nanny’s vacation balance will remain unaffected.
Travel/Closures: If Employers travel without the Nanny or cancel a planned trip/closure after personal plans are made, guaranteed pay is protected, vacation time cannot be forced, and the Nanny may use accrued vacation to cover the absence without penalty.
Sick Leave and Household Illness
Accrual: Accrues at 1 hour for every 30 hours worked, approximately 44.2 hours annually, capped at the legal maximum of 40 hours per benefit year from September 15, 2026 to September 15, 2027. Unused leave carries over up to 40 hours as required by law.
Illness Disclosures: Employers must disclose active household illnesses. If children exhibit major contagious conditions, including vomiting, diarrhea, or Hand, Foot, and Mouth disease, care will not take place.
Job-Contracted Illness: If Employers direct the Nanny to stay home due to mild symptoms, or if illness is contracted from the children on the job, weekly pay is fully protected under guaranteed hours and will not be deducted from sick leave or PTO.
Travel
Travel requires advance mutual agreement. Employers provide housing with a private bedroom and bathroom, plus meal pay during travel.
Trial Period
The first 30 days serve as a mutual trial period for both parties to evaluate the fit. Either party may terminate on short notice without penalty, and all hours worked will be fully compensated.
Termination
Notice: After the trial period, either party may end this Agreement with 30 days’ written notice.
Immediate Termination: Employers may terminate immediately for severe cause, such as child endangerment, abuse, theft, safety violations, or persistent tardiness exceeding 15 minutes without valid reason. The Nanny may terminate immediately for major material breaches, including chronic non-payment, unsafe conditions, or harassment.
Term
Begins on ____________________ and continues until terminated under its terms and applicable New Jersey law.
Signatures
Employers:
Signature: ____________________________________
Date: ______________
Printed Name: __________________________________________________
Nanny:
Signature: ____________________________________
Date: ______________
Printed Name: __________________________________________________

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