How to Handle Nanny Holidays and Paid Time Off

July 31st, 2024 by The Nanny Authority

No matter how much you enjoy your work, everyone needs and deserves time off to recharge and take a vacation. Like any other profession, nannies should receive paid time off (PTO), sick days, overtime, paid holidays, and benefits. Many states in the U.S. have their own labor (and domestic labor) laws, so it is always good to research these laws when hiring someone. For example, check out New York State’s Statement of Employee Rights and Employer Responsibilities for domestic employees:

https://www.nyc.gov/assets/dca/downloads/pdf/businesses/Domestic-Household-Employee-Rights.pdf

While employment laws may vary by state, as a New York-based agency, we will cover some industry standards for professional career nannies within the U.S.

Vacation Time for Nannies

In America, the standard amount of time off is typically two weeks in most professions. The same goes for nannies! Though there may be specific times during the year that may work best for your family, remember that your nanny should also be given a choice of when to take their time off. Like their employers, nannies have their own friends and families to spend time with. Be sure to communicate clearly what the expectations usage is and should be. More importantly, get it written in an agreement for both parties to sign.

Sick Time for Nannies

No one likes to get sick, but when working with kiddos, germs are inevitable. When that time comes, nannies should not be expected to power through it. The body needs time to recuperate, and asking someone to work when sick can delay their recovery and may also put your family at risk. Regarding industry standards, most employers offer five paid ill and/ or mental health days in their contracts. Though in some states, it’s not required by law, many families may choose to pay out an employee for unused sick (and PTO) at the end of the calendar year.

Holidays for Nannies

One of the most common topics we see come up with nannies and families is handling federal holidays. First and foremost, federal holidays are for federal employees. They are designated by the U.S. federal government, and, on these days, non-essential federal government offices are closed, and federal employees are paid for the day off. It is customary in most (but not all) industries for businesses and schools, etc., to also be closed on these days. This is an important topic because we often see confusion about what is legally required. Private employers are not required by law to offer federal holidays off. Still, it has become industry standard to have federal holidays off, paid, or paid double (at minimum, time and a half) for any federal holidays that an employer may need a nanny to work. Understandably, if you work in, say, a hospital, you may not be granted certain holidays off and require childcare coverage. It is important to discuss this before employment to ensure everyone is on the same page regarding expectations. Again, we cannot stress enough the importance of an employment contract. Federal holidays include New Year’s Day, MLK, Jr. Day, President’s Day, Memorial Day, Juneteenth, July 4th, Labor Day, Columbus/Indigenous People’s Day, Veteran’s Day, Thanksgiving Day, and Christman Day.

Additionally, a typical holiday to include is the Friday after Thanksgiving. It would be a show of good faith if you could compensate the nanny for things out of their control, such as snow days or jury duty. However, if the parents don’t have a snow day, depending on the weather conditions and travel safety, the nanny should still come in.

As a bonus section, we also wanted to briefly mention what a family should do when they choose to travel and do not require the nanny to work. Choosing not to use your nanny when they are available and ready to work during their agreed-upon schedule is something they should still be compensated for. It is not a nanny’s choice that a family decides not to use their services. Nannies and families, it’s essential to familiarize yourself with the term “guaranteed hours” and, again, include this in your employment agreement.

Going Above and Beyond for Your Nanny

We talked a lot about industry standards here, and it is important to clarify what is an industry standard vs. the law. Like any profession, nannying is a serious career, and career nannies seek competitive, appealing offers. Families must, by law, at the very minimum, be offering what their local government requires them to. That being said, a family looking to hire a top-notch career nanny should consider putting together an offer that reflects competitive industry standards. Clear communication/ verbiage and remaining open during contract negotiations are the best ways to come up with a plan that works best for both parties. Remember that being a nanny is just like any other job and needs to be treated with the same kind of respect. Check out your local laws in case your city has specific PTO and/or overtime requirements.

If you need assistance finding a nanny and guidance on what to offer when hiring one or working out an employment agreement, we at the Nanny Authority are here to help! Using an agency such as the Nanny Authority relieves stress and offers professional and personal guidance. Our team is dedicated to finding the best match for everyone involved, and we work tirelessly to ensure that we exceed expectations. For more information on hiring a nanny, visit our website today! Parents can also contact a placement specialist at 973-466-2669 or via e-mail at info@nannyauthority.com so we can help find the best fit for your home.