Hiring a full-time nanny is one of the biggest decisions you'll make for your family's childcare, and a solid written contract protects everyone involved. Without clear terms in writing, misunderstandings about pay, schedules, and responsibilities can turn a promising arrangement into a costly mess.
Why You Need a Written Contract
A verbal agreement might feel friendly and flexible, but it leaves your family vulnerable. If disputes arise over wages, hours, or termination, you'll have no documentation to reference. A contract also demonstrates professionalism and sets professional boundaries—critical for a relationship that'll span months or years in your home.
Most nannies expect a written agreement; it's standard practice and actually reassures them too. It shows you're legitimate and serious about fair employment.
Core Salary and Payment Terms
Be explicit about gross annual salary or hourly rate. Full-time nannies typically earn $35,000–$65,000+ annually depending on location, experience, and qualifications, though costs in major metros like New York or San Francisco can reach $70,000–$90,000.
Specify:
- Pay frequency (weekly, bi-weekly, or monthly)
- Method of payment (direct deposit preferred; less room for error)
- Tax withholding responsibility (make clear you'll handle employer taxes or clarify if she's a 1099 contractor—though most full-time nannies should be W-2 employees)
- Overtime and overtime rates (time-and-a-half after 40 hours, for example)
Include when raises are reviewed (annually, or at contract renewal) and whether bonuses are offered.
Schedule and Hours
State the expected weekly hours clearly. A full-time nanny typically works 40–50 hours per week. If your schedule varies, spell out which days and hours, including start and end times.
Cover:
- Flexibility expectations—will she occasionally stay late without extra pay, or is every minute tracked?
- Lunch and break breaks—is she entitled to a paid 30-minute lunch if she's with the kids, or unpaid?
- Notice for schedule changes—require at least a week's notice if you're shifting her hours
- Backup care—what happens if you can't pick her up on time?
Time Off and Benefits
Full-time nannies deserve paid time off. Standard ranges are 10–15 days annually (vacation, sick, and personal combined), plus major holidays (Thanksgiving, Christmas, etc.). Spell this out explicitly.
If you're offering health insurance, retirement contributions, or other benefits, include the details—employer contribution percentage, coverage start date, and enrollment process. Even if you're not offering these, state it: "This position does not include health insurance or retirement benefits."
Responsibilities and Expectations
List specific duties to avoid scope creep. For a full-time nanny, core duties typically include:
- Childcare, supervision, and play activities
- Meal prep for the children
- Light housework related to the children (laundry, tidying play areas)
- School pickup and drop-off (if applicable)
- Documentation (activity logs, photos, behavioral notes)
Be clear on what's not included—deep cleaning, cooking for the whole family, pet care, or errands beyond childcare-related tasks.
House Rules and Expectations
Address your family's values and non-negotiables:
- Screen time limits and app restrictions
- Discipline philosophy and consequences you approve of
- Dietary restrictions or food allergies
- Travel or overnight care (if any)
- Phone use and social media while on duty
- Guest policies (can she have friends visit?)
Termination and Notice
Outline notice periods for both you and the nanny—typically two weeks minimum for full-time positions, though some families negotiate longer. State grounds for immediate termination (theft, abuse, gross negligence) versus cause that allows notice.
Include a probationary period (usually 30–90 days) where either party can end the arrangement with less notice.
Emergency and Legal Clauses
Require background checks and verification of references before signing. Add a clause about confidentiality—she shouldn't discuss your family's private matters.
Include your expectations around emergency protocols: what to do if a child is injured, who to contact, and authority to seek emergency medical care.
Finding the Right Fit
Using a nanny-matching service like Mercoly helps you compare vetted full-time nannies and review their profiles, availability, and rates side-by-side—saving time before you even draft a contract.
Frequently Asked Questions
Q: Do I need a lawyer to review a nanny contract? It's worth having a family law attorney or HR professional review it—especially if you're new to hiring household staff—but many families use templates from reputable sources like the International Nanny Association and customize them.
Q: Should I offer benefits to a full-time nanny? Not legally required, but full-time positions attract better candidates and improve retention when you offer at least a week or two of paid vacation; health insurance is increasingly expected for long-term full-time roles.
Q: What's the difference between hiring a nanny as W-2 employee versus independent contractor? A W-2 employee means you withhold taxes and pay employer payroll taxes; an independent contractor (1099) handles her own taxes, but the IRS scrutinizes nanny arrangements and typically classifies full-time childcare workers as employees.
Use Mercoly to find and compare full-time nannies in your area, then customize a contract that protects both your family and your caregiver.