The Benefits of Offering Paid Time Off to Nannies

Under the law, employers have no legal obligation to offer benefits to their employees. However, most employers, even household employers, find that offering basic benefits, like paid vacation time and sick time is crucial to attracting and retaining top quality household staff.

At Morningside Nannies, we encourage parents to offer at least paid vacation and paid sick time to full-time nannies. We also encourage them to contribute to their employee’s health insurance premium if they are able. Since contributions to health insurance premiums are with pre-tax dollars, doing so has financial incentives for both parents and nannies.

When parents offer basic benefits they are able to attract a higher caliber of candidates. Seasoned, professional nannies rarely accept positions that don’t provide at least paid vacation time and sick time. Attracting top-notch candidates often requires a competitive salary and benefits package.

Parents who provide basic employee benefits are able to retain their employees. Although it’s not law, within the industry it is standard for parents to provide their nannies with paid vacation and paid sick time. Typically nannies receive two weeks paid vacation and three to five paid sick days per year.

Nannies understand that their employers depend on them so that they can fulfill their work obligations. Nannies who work for doctors, lawyers and others who can’t miss work often sacrifice their own health and wellbeing so that their employers’ schedules remain uninterrupted. When nannies have access to paid vacation and sick time, it promotes wellness and self-care. When a nanny is able to seek medical care, rest and recover from an illness, she’s able to return to work at full capacity sooner.

Paid time off can also help to prevent burnout.  On average, nannies work 40 to 60 hours per week. Paid vacation time encourages nannies to recharge so that they can provide the best care to their employer’s children. Like all employees, nannies need a break from their jobs and those who can’t financially afford to take a break won’t, which can increase the risk of burnout and decrease the quality of care children receive.

It is industry standard for employers to follow the 52 weeks rule. Full-time nannies expect to be paid 52 weeks per year, whether there employers need their services or not. If a family opts to vacation without their nanny, for example, their nanny should still be paid her normal wages.  

As parents consider a compensation package, they should carefully consider the advantages of offering of basic employment benefits.  In addition to providing paid time off and health insurance benefits, some nanny employers also opt to provide their nannies with contributions towards their retirement.

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