What Kind of Benefits Should I Offer a Nanny?

First things first: if you’re even asking this question, you’re already ahead of the game. 🎉 Thinking about benefits means you’re treating your nanny role like the professional job it is — and that’s exactly how you attract (and keep) amazing caregivers.

Benefits aren’t about corporate HR red tape. They’re about respect, stability, and building a relationship that feels good on both sides. And here’s the good news: you don’t need to overcomplicate it. Most families follow a handful of simple, thoughtful practices that make a huge difference.

Let’s walk through them together.

Why Benefits Matter

Hourly pay matters, sure — but benefits are what make your role stand out.

• Better applicants: Families who offer benefits get more (and stronger) candidates.
• Loyalty: Caregivers are more likely to stay when they feel secure.
• Professionalism: This is someone’s career, not a side hustle. Benefits show you get that.

Think of benefits as your secret sauce: the little things that make your job offer competitive and sustainable.

Core Benefits Families Offer

1. Guaranteed Hours

Even if you get home early, your nanny counts on a steady paycheck. Most families guarantee a set number of hours per week. If you shave off time, they’re still paid. This keeps things fair and resentment-free.

2. Paid Time Off (PTO)

The most common benefit — and the one caregivers appreciate the most. PTO usually includes:

• Vacation days (1–2 weeks per year, sometimes more for full-time roles)
• Sick days (3–5 days is common)
• Personal days (optional, but thoughtful)

Many families also cover major holidays if they themselves are off work.

🌿 Quick legal note (especially if you’re in Washington):

Some states require you to provide paid sick time for domestic workers. For example, in Washington, nannies earn 1 hour of paid sick leave for every 40 hours worked. They can use it for their own illness, a family member’s care, or even if a child’s school closes due to a health issue【web†source】. And in Seattle, nannies have extra rights under the city’s Paid Sick and Safe Time rules, plus rest and meal breaks【web†source】.

💡 What if you’re not putting your nanny on payroll (aka W-2)?

Here’s the thing: legally, most nannies are considered household employees — not contractors — which means labor protections like overtime and sick leave usually apply regardless of what you “call” it. If you’re paying cash or 1099, you may be skipping benefits that the law says your nanny is entitled to. It’s always smart to double-check your state’s rules (or work with a payroll provider) so you don’t get caught off guard.

3. Holidays

At minimum: New Year’s Day, July 4th, Thanksgiving, Christmas. Some families add others depending on culture, religion, or school calendars.

4. Overtime Pay

This one’s not optional — it’s the law. Most nannies earn time-and-a-half after 40 hours in a week (or 8 in a day, depending on your state). Mention it upfront in your job post and contract.

5. Health Benefits (Optional but Appreciated)

Not every family can swing full coverage, but even a small gesture helps. Options include:

• A monthly health stipend
• Contributions via a payroll service
• Reimbursement for health expenses

Not standard everywhere, but if you can offer something here, it’s a game-changer.

6. Mileage Reimbursement

If your nanny drives their own car for pickups, activities, or errands, reimburse at the IRS rate. Covers gas + wear and tear, and it’s considered standard.

7. Professional Development

Less common, but such a thoughtful perk:

• CPR/First Aid certification renewals
• Early childhood classes or workshops
• Local nanny conferences or trainings

It signals you see your nanny as a professional growing in their career.

How to Decide What’s Right for You

There’s no one-size-fits-all package. What’s “standard” depends on:

• Hours: Full-time roles usually expect more benefits than part-time.
• Market: In competitive cities, stronger benefits are often assumed.
• Budget: Benefits don’t need to be extravagant — small things matter.

The most important piece? Transparency. If you can’t offer health benefits, say so upfront. Pair it with strong PTO or guaranteed hours and you’ll still stand out.

Common Parent Questions

Do I have to offer benefits?

Legally, you must follow labor laws (like overtime). PTO and holidays aren’t mandated everywhere, but in states like Washington, sick leave is required.

What if my budget is tight?

Start small: guaranteed hours + a few sick and vacation days. Even that shows respect and builds trust.

What about part-time nannies?

Great question. Part-time caregivers usually don’t expect the full slate of benefits a full-time nanny would get. But guaranteed hours and at least some sick time are still best practice. If your part-time nanny relies on this income, even a few paid days off a year shows respect — and keeps them loyal. In places like Washington, remember: sick leave laws apply to all domestic workers, not just full-timers.

Example Package (Full-Time Role)

Here’s what a typical benefits package might look like:

• $25/hour for 40 hours per week (guaranteed)
• 10 vacation days (2 weeks)
• 5 sick days (plus any state-mandated minimums)
• Paid major holidays (New Year’s, July 4th, Thanksgiving, Christmas)
• Overtime pay after 40 hours/week
• Mileage reimbursement at IRS rate
• $50/month health stipend

Even a scaled-down version (say guaranteed hours + some PTO) puts you ahead of many families.

Final Thought

Offering benefits isn’t about checking boxes — it’s about creating stability and trust with the person caring for your child. Even small perks (like guaranteed hours or a week of PTO) send a big message: we value you.

And when your nanny feels valued, you get loyalty, peace of mind, and a stronger relationship for your whole family. That’s the real payoff.