Free Nanny Contract Template
A professional nanny employment agreement that covers duties, schedule, pay, and household rules for U.S. families. Fill in your details, download a professional PDF in minutes.
Work Schedule: Monday-Friday, 7:30 AM - 5:30 PM
The Employer acknowledges that the Nanny is a household employee, not an independent contractor, and shall comply with all applicable tax withholding and reporting requirements. Where the Nanny's cash wages equal or exceed the annual threshold set under the Federal Insurance Contributions Act (IRC Sections 3111, 3121(a)(7)(B); $2,700 for 2024), the Employer shall withhold and remit the Employer and employee shares of Social Security and Medicare (FICA), pay federal unemployment tax under the Federal Unemployment Tax Act (FUTA, IRC Section 3301), file IRS Schedule H (Form 1040) annually, and furnish the Nanny with IRS Form W-2 and file Form W-3 with the Social Security Administration. The Employer shall also verify the Nanny's identity and authorization to work in the United States on USCIS Form I-9 pursuant to 8 U.S.C. Section 1324a. Proper household-employee classification may enable the Employer to claim the Child and Dependent Care Credit under Internal Revenue Code Section 21.
Overtime Rate: $33.00 per hour for all hours worked in excess of 40 hours in a single workweek, in compliance with the Fair Labor Standards Act, 29 U.S.C. Sections 201 et seq. (minimum wage under 29 U.S.C. Section 206), the Department of Labor's Home Care Final Rule (29 C.F.R. Section 552.6), which extended minimum-wage and overtime protections to most domestic-service employees, and applicable state domestic-worker bills of rights (including New York Labor Law Sections 160-a and 161-a, California AB 241 / Labor Code overtime provisions for domestic workers, Massachusetts General Laws Chapter 149 Sections 190 to 191, and the Illinois Domestic Workers' Bill of Rights, 820 ILCS 205).
Payment shall be made by check, direct deposit, or another mutually agreed-upon method. The Employer shall maintain accurate records of all hours worked and compensation paid, and shall provide the Nanny with an itemized pay stub for each pay period.
Equal Employment Opportunity: The Employer shall not discriminate against the Nanny on any basis prohibited by applicable law. Title I of the Americans with Disabilities Act, 42 U.S.C. Section 12111(5), generally applies to employers with fifteen (15) or more employees; however, many state fair-employment statutes (including California’s FEHA, which applies at five or more employees, and certain domestic-worker bills of rights) reach household employers at lower thresholds. The Employer shall comply with all such applicable state and local anti-discrimination laws.
Mandated Reporter: The Nanny acknowledges that nannies and other caregivers are designated mandated reporters of suspected child abuse or neglect under applicable state child-abuse reporting statutes and agrees to comply with the reporting requirements of the jurisdiction in which the Services are performed.
Emma Anderson (5 years old), Jack Anderson (3 years old)
The Nanny's duties shall include, but are not limited to:
Primary childcare for both children, school pick-up/drop-off for Emma, meal preparation for children, light housekeeping in children's areas, homework assistance, outdoor play supervision, organizing playdates
Transportation: The Nanny is authorized to transport the child(ren) using the family vehicle. The Employer shall maintain adequate insurance coverage on the family vehicle listing the Nanny as a covered driver. The Nanny shall possess a valid driver's license and maintain a clean driving record.
The Nanny shall not be required to perform general housekeeping duties unrelated to childcare unless mutually agreed upon in writing, with appropriate additional compensation.
Sick Days: The Nanny shall receive 5 paid sick days per year. The Nanny shall notify the Employer as early as possible when unable to work due to illness. If the Nanny is unable to work for more than three consecutive days, a doctor's note may be required.
Paid Holidays: New Year's Day, Memorial Day, July 4th, Labor Day, Thanksgiving, Christmas Day. If the Nanny is required to work on a paid holiday, compensation shall be at one and one-half (1.5) times the regular hourly rate.
Health Insurance: $150/month toward health insurance premiums. The Employer is not required to provide health insurance coverage but may voluntarily contribute toward the Nanny's individual health plan premiums.
Notice Period: 2 weeks written notice is required, except in cases of gross misconduct, endangerment of the child(ren), or other circumstances warranting immediate termination.
Severance: 1 week pay per 6 months of service
Upon termination, the Employer shall pay all wages due through the last day of work, including any accrued but unused PTO, in accordance with applicable state law. The Nanny shall return all keys, access devices, and family property upon termination.
What Is a Nanny Contract?
A nanny contract is a written employment agreement used throughout the United States between a family and a nanny that spells out the terms and conditions of the working relationship. It covers everything from daily duties and work schedule to compensation, benefits, house rules, and termination conditions. Having a written contract protects both the American family and the nanny by setting clear expectations from the start.
In the United States, nannies are classified as household employees under IRS guidelines, not independent contractors. This means families who employ a nanny are required to withhold and pay employment taxes (commonly called the "nanny tax"), comply with federal and state wage and hour laws, and follow applicable labor regulations. A written contract serves as the foundation for this employment relationship.
Beyond U.S. legal compliance, a nanny contract reduces the chance of misunderstandings about responsibilities, pay, and time off. It addresses common friction points before they become problems, such as expectations around overtime, sick days, holiday schedules, and how the nanny should handle discipline, meals, and screen time. American families who use written nanny contracts report higher satisfaction and longer nanny retention.
What's Covered in This Template
Doxuno's nanny contract template covers all the essential sections needed for a professional, legally sound employment agreement between a U.S. family and their nanny.
Family & Nanny Information
Work Schedule
Job Duties & Responsibilities
Compensation & Pay Schedule
Benefits & Paid Time Off
House Rules & Policies
Confidentiality
Tax & Payroll Obligations
Termination & Notice Period
Emergency Procedures
Trial Period
Signatures
How to Create Your Nanny Contract
Doxuno's template makes it easy to build a professional nanny contract. Just fill in each section and download your PDF.
- 1
Enter family and nanny information
Provide the full legal names and addresses of the employing family (parents or guardians) and the nanny. Include the names and ages of the children who will be in the nanny's care, along with any relevant medical or allergy information.
- 2
Define the work schedule and duties
Specify the regular work schedule including days of the week, start and end times, and any expectations for overtime, weekend, or overnight care. List the nanny's primary duties such as childcare, meal preparation, school transportation, homework help, and child-related housekeeping.
- 3
Set compensation and benefits
Enter the hourly rate or weekly salary, the pay schedule (weekly or biweekly), and the overtime rate for hours beyond 40 per week. Add any benefits such as paid vacation days, sick leave, paid holidays, health insurance contributions, or a year-end bonus.
- 4
Add household rules and policies
Outline house rules the nanny should follow, including screen time limits, the family's approach to discipline, food and allergy guidelines, the guest policy, vehicle use permissions, and expectations about phone usage during work hours. Include confidentiality expectations about the family's private matters.
- 5
Set termination terms and download
Specify the notice period required from both parties (typically two weeks), list grounds for immediate termination, and note any severance provisions. Both the family and the nanny sign the agreement. Download the completed contract as a professional PDF for your records.
Legal Considerations for Nanny Contracts
Hiring a nanny comes with real legal obligations. Understanding the key employment laws helps families stay compliant and protects the nanny's workplace rights.
This template is provided for informational purposes and does not constitute legal advice. For questions about nanny tax obligations, state-specific labor laws, or complex employment situations, consult a licensed employment attorney or tax professional.
Reviewed by legal professionals. The content on this page and the template clauses have been reviewed by licensed employment and domestic labor law professionals in the United States to ensure accuracy for standard household employment situations.
The "Nanny Tax" Explained
If you pay a U.S. household employee $2,700 or more in a calendar year (2024 threshold, adjusted annually), you must withhold and pay Social Security and Medicare taxes (FICA), which total 15.3% split evenly between employer and employee. You must also pay federal unemployment tax (FUTA) if you pay $1,000 or more in any quarter. Use IRS Schedule H (Form 1040) to report American household employment taxes annually.
State Domestic Worker Laws
Several U.S. states have enacted Domestic Workers' Bills of Rights that provide additional protections including overtime pay, rest periods, meal breaks, and protection from harassment. New York, California, Massachusetts, Oregon, Hawaii, Connecticut, Illinois, and Nevada all have specific American domestic worker protections. Check your state's labor department for the rules that apply in your location.
Overtime and Wage Requirements
Under the U.S. Fair Labor Standards Act (FLSA), live-out nannies who work more than 40 hours per week are entitled to overtime at 1.5 times their regular hourly rate. Live-in nannies are exempt from federal overtime requirements, but many American states (including New York and California) have eliminated this exemption. The nanny must also be paid at least the applicable U.S. federal or state minimum wage, whichever is higher.
Workers' Compensation
Many U.S. states require families who employ household workers to carry workers' compensation insurance. This coverage protects the nanny if they are injured on the job and protects the American family from personal liability. Even in states where it is not strictly required for domestic workers, carrying this coverage is strongly recommended.
Frequently Asked Questions
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