Create a comprehensive nanny employment contract that covers duties, schedule, compensation, benefits, house rules, and termination terms. Protect your family and your childcare provider with a professional agreement.
I built this nanny employment agreement generator to help families create a proper, legally sound contract for their household childcare provider. Hiring a nanny is one of the most important decisions a family makes, and having a clear written agreement protects both the employer and the employee. Without a formal contract, misunderstandings about duties, hours, compensation, and expectations are common and can damage what should be a trusting, professional relationship.
This generator produces a comprehensive employment agreement that covers all the essential terms of a nanny arrangement: position and duties, work schedule and hours, compensation and overtime, benefits including paid time off and holidays, confidentiality obligations, house rules, transportation requirements, emergency procedures, and termination provisions. The document also addresses critical legal requirements such as nanny tax obligations, payroll withholding, and compliance with federal and state labor laws for household employees.
Every field updates the live preview instantly, so you can see exactly how your agreement will look before downloading. The generator includes customizable sections for benefits and duties, allowing you to tailor the agreement to your specific household needs. Whether you are hiring a full-time, part-time, or live-in nanny, this tool generates a professional document that sets clear expectations from day one.
Key features include: flexible duty and benefit checklists, overtime calculation provisions, confidentiality and social media clauses, transportation and driving requirements, emergency procedure protocols, sick day and backup care provisions, and comprehensive termination terms including severance options.
Yes, a written nanny employment agreement is strongly recommended and may be legally required in some states. A written agreement protects both the family and the nanny by clearly defining job duties, schedule, compensation, benefits, and termination terms. It helps prevent misunderstandings and provides documentation for tax compliance.
In almost all cases, a nanny is classified as a household employee, not an independent contractor. The IRS uses a control test: if you control when, where, and how the nanny works, they are an employee. This means you must withhold and pay employment taxes, commonly called the "nanny tax."
If you pay a household employee more than the annual threshold, you must withhold and pay Social Security and Medicare taxes (FICA), federal unemployment tax (FUTA), and state unemployment insurance. You will need to file Schedule H with your personal tax return and provide a W-2 by January 31 each year.
Standard nanny benefits typically include paid vacation, paid sick days, paid federal holidays, and mileage reimbursement. Additional benefits may include health insurance contributions, a cell phone allowance, meals during work hours, and annual raises. Competitive benefits help attract and retain quality childcare providers.
Under the FLSA and most state labor laws, nannies are entitled to overtime pay at 1.5 times their regular rate for hours over 40 per week. Live-in nannies may be exempt under federal law, but many states still require overtime for live-in employees. Always check your state's specific domestic worker overtime rules.
A termination clause should specify the notice period required by both parties, grounds for immediate termination for cause (child neglect, dishonesty, substance abuse), severance pay terms if applicable, and the process for returning keys, equipment, and confidential information.