Typical PTO, holiday pay, & sick leave

If you are employing a nanny, you know the market is a competitive one! Paid time off is a customary practice and something nannies look for. To ensure your position is appealing and meets market standards, here’s what Kiddie Up Nannies suggests in respect to paid time off.

Guaranteed salary. More than anything else, a guaranteed salary is the #1 request of a professional nanny. A guaranteed salary is paying the nanny for regularly scheduled hours but for reasons out of the nanny’s control, you do not need them. Just like a daycare or school, you’re paying to keep your spot regardless of if your little is there or not. If you want consistency, provide your nanny the same. 

Paid time off to be used at the nanny’s discretion. As of now, paid time off is not a legal requirement. Typically, 5- 10 days of paid time off is offered to a full-time nanny with a yearlong commitment. 2-4 days offered for a part-time nanny. PTO can have contingencies such as:

  • Earned after a certain amount of time.
  • PTO earned on an accrual basis. 
  • Required amount of notice. 
  • PTO cannot used during certain windows. We hear this frequently from our CPA moms and dads. They respectfully clarify, no paid time off will be available from January 15th through May 31st.
  • Added incentives to encourage a nanny not to use their PTO. For example, if there is unused paid time off at the end of the term, the time is paid at time and a half.

Sick time. Starting January 1st, 2022, regardless of the number of employees, all employers must offer 1 hour of paid (general) sick leave for every 30 hours worked. Maximum of forty-eight per year. For example, the employee works 30 hours per week. Each week they earn 1 hour of paid sick leave; in 4 weeks, they will have accrued 4 hours of paid sick leave.

Federal and State declarations of Public Health Emergencies need to be considered. Click here to learn more about current requirements. 

What scenario do you relate to?

Scenario #1:  Your nanny has a cold, a virus; nonetheless they are not feeling well. You don’t want them to come to work and get your little one sick. Heck, you don’t want expose either! You offer 2-3 days of paid sick leave. Your nanny will not come to work sick because they know they can still count on their paycheck.

Scenario #2:  Dad is traveling, Mom has patients that can’t cancel last minute; your nanny must come to work!! Maybe it’s a low-key day, movies, and popsicles for everyone! No paid sick time  offered. Yes, your nanny might come to work sick, but hopefully by not offering sick leave, these incentives your nanny to come to work regardless.

Scenario #3:  A healthy balance of Scenario #1 & #2. Talk to your nanny in advance; ask them what exactly does “sick” mean to them. Clarify your expectations as well!

Holiday pay. It’s common for a nanny to receive a major holiday as a paid day off if the day falls on a designated workday. The major holidays being: New Year’s Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, and Christmas Day. 

By law, the employer is required to pay out any unused PTO at the end of the contract term. To avoid any confusion, be sure to include a policy for a guaranteed salary, paid time off, sick time and paid holidays in your contract.

If you have further questions or need help with a customized contract or paid time off agreement, please contact Kiddie Up Nannies at 720-583-5148 or info@kiddieupnannies.com.