If the first few months of 2026 have shown the New York–Tri-State Area anything, it’s that domestic employees and employers need a contingency plan for severe weather.
When working in a private home, professionalism and clarity are everything. Whether you are a nanny, housekeeper, household manager, chauffeur, or personal assistant, your employment agreement should clearly outline expectations around schedule, compensation (including overtime), confidentiality, PTO, holidays, and termination.
However, one clause is frequently overlooked — yet critically important — the inclement weather travel clause.
In private home settings, weather emergencies create unique challenges. Unlike corporate offices that may close automatically during snowstorms, hurricanes, flooding, or severe ice, and often allow remote work, private households often operate differently. Parents may still need childcare. Homes still need care. Elderly principals may still require support.
Without a clear agreement in place, confusion — or even conflict — can arise quickly.
Our agency has long included weather clauses in our sample employment agreements, and now feels like the perfect opportunity to explore why they matter, what they protect, and how to structure them professionally.
Why Inclement Weather Policies Matter in Private Homes
Private household employment — and the world of domestic staffing — is deeply personal. Employees are often expected to demonstrate flexibility and dedication. However, safety must never be assumed; it must be addressed explicitly.
Severe weather events may include:
- Snowstorms
- Hurricanes and tropical storms
- Flooding
- Extreme heat or cold advisories
- State-issued travel bans
- Power outages
Unlike corporate environments, private homes do not have HR departments sending mass closure emails or providing remote-work backup plans. Decisions often happen in real time and, in such an intimate setting, emotions can run high.
Furthermore, while some principals may have the option to work from home — and therefore offer flexibility — many do not. Essential workers, such as doctors and nurses, must still report to work, which means they require reliable childcare and strong backup plans.
A clearly written clause removes pressure and replaces it with agreed-upon expectations.
The Core Questions an Inclement Weather Clause Should Address
A strong travel clause should cover the following topics:
- Is the employee expected to report to work during severe weather?
Not all storms are equal. Light snow may not significantly impact travel, whereas a declared state of emergency is an entirely different situation.
The agreement should clarify:
- Whether the employee is expected to attempt travel unless roads are officially closed
- Whether the employer is willing to provide safe travel options (such as sending a car or covering taxi or rideshare costs)
- Whether safety determinations are made jointly
- Whether the employer may request overnight stays in advance of major storms
- How is pay handled if travel is unsafe?
This is often one of the most sensitive — yet most important — areas.
Professional standards in the private staffing industry typically follow these principles:
- If the family cancels due to weather → the employee is paid guaranteed hours.
- If government authorities issue a travel ban → the employee should not be penalized.
- If public transportation is suspended → alternate arrangements should be discussed.
- If the employee chooses not to travel but roads remain officially open → clarity regarding PTO use or unpaid time should be defined.
When expectations are unclear, misunderstandings can strain otherwise excellent working relationships.
- Are overnight accommodations an option?
In certain roles — particularly those involving childcare or elder care — employers may request that staff stay overnight ahead of a storm.
A clause should outline:
- Whether overnight stays may be requested by either party
- Additional compensation (we recommend a standard overnight fee in addition to regular hourly pay for hours worked)
- Appropriate sleeping arrangements
This prevents last-minute emotional negotiations during stressful weather events. It is especially important for employers who hold essential in-person positions, such as those in the medical field.
Safety Is Not a Lack of Dedication
One of the biggest challenges in private homes is the unspoken pressure to “prove” commitment by showing up no matter what. However, professional employment relationships must prioritize safety for all.
A nanny driving in a blizzard or a housekeeper navigating flooded roads is not demonstrating loyalty — they are taking unnecessary risks.
Clear contracts protect both sides from guilt, resentment, or pressure.
What a Professional Inclement Weather Clause Might Include
While agreements should always comply with state and local labor laws, a comprehensive clause may address:
- Definition of inclement weather
- Government-declared emergencies or travel bans
- Public transportation closures
- Pay protection under guaranteed hours
- Employer-provided transportation (if applicable)
- Pre-planned overnight accommodations
- Emergency communication protocols
The goal is not rigidity — it is clarity for both parties.
Special Considerations by Role
Different positions may require tailored language.
Nannies
- Parents may still need to work.
- Childcare responsibilities may increase during school closures.
- Overnight storm stays may be more common.
Housekeepers
- Deep cleaning may not be urgent during severe weather.
- Delayed start times may be reasonable.
Elder Care Providers
- Medical needs may require more structured planning.
- Backup coverage plans should be clearly defined.
Each role carries different operational needs — and employment agreements should reflect that.
Why Families Benefit From This Clause Too
This is not solely about employee protection.
Families benefit because:
- There is no last-minute scrambling.
- Expectations are discussed calmly in advance.
- Compensation questions are already resolved.
- Backup plans are thoughtfully considered.
It signals professionalism and foresight — essential qualities in a well-functioning household.
How to Introduce This Conversation Professionally
If you are already employed and your agreement does not include this clause, approach the conversation collaboratively:
- Frame it around safety.
- Emphasize planning, not resistance.
- Suggest reviewing the full agreement annually.
- Keep the tone solution-oriented.
For new positions, include this clause during contract negotiations alongside other standards such as schedule, guaranteed hours, overtime, PTO, holidays, benefits, and confidentiality terms.
Final Thoughts
Working in a private home requires flexibility, discretion, and dedication — but it also requires clear professional boundaries.
An inclement weather travel clause is not about avoiding work.
It is about:
- Safety
- Preserving professional relationships
- Preventing misunderstandings
- Establishing mature employment standards
The most successful long-term placements are built on clarity, not assumption.
Domestic employment is a serious career, and the terms of employment should reflect that professionalism.
If you are a potential applicant or client seeking professional, dedicated guidance through the search and hiring process, reach out to The Nanny Authority today at 973-466-2669 or info@nannyauthority.com.