Paid time off (PTO)—sick days, vacation days, holidays, and paid family leave—is what allows all of us to care for ourselves and loved ones without fear of losing our livelihoods. As a nanny employer, providing PTO is fundamental to being a fair employer. In many cities and states it is also the law!
Key Takeaways
- Minimum Standards: 5 sick days, 2 weeks’ vacation, 9 paid holidays, and 1 month of family medical leave.
- Plan ahead: Have backup childcare plans in place to avoid panic.
- Fair Compensation: Pay for on-duty breaks. Yes, even when the baby naps.
- Keep Records: Track hours, PTO accrual, and usage—transparency builds trust.
Safe & Sick Days
Just as you might use one of your sick days to stay home with your sick child, domestic workers may use their sick days to care for their own health or that of a family member. In many places sick time can also be used for reasons related to domestic violence, sexual assault, or stalking. Remember that their household’s health and well being is connected to yours!
Accumulation Rates for Sick Leave
Here’s how PTO can stack up:
- Full-Time (40 hrs/week): 1 hour of sick leave for every 30 hours worked = 8 days/year.
- Part-Time (20 hrs/week): 4 days/year.
- (10 hrs/month): 1 hour every 3 months.
Sick time is meant to be used only if needed, so it does not need to roll over from year to year the way vacation should, although you are certainly welcome to offer this.
What If They’re Sick?
Have a backup plan ready. A neighbor, a friend’s employee, or even temporary help can fill the gap. Plan now to avoid panic later.
What If YOU’RE Sick?
If your household falls ill, give your employee paid time off. This should not be counted as their sick time. Got COVID in the house? Follow CDC guidelines and suspend work—with pay—until it’s safe again.
Vacation Days
For full-time employees, offer at least 2 weeks of paid vacation. Part-time employees should earn 1 hour of vacation for every 20 hours worked.
Vacation starts accruing on Day 1, though it’s fair to ask employees to wait 3 months before taking it. Unused time should roll over (you may cap the amount of roll over time) or be paid out at the end of employment.
Pro Tip: While syncing vacation schedules is common and desirable, your employee gets the final say on their time off.
Holidays
Offer at least 9 paid holidays, or let the nanny choose which ones matter most to them. For instance, they might prefer Eid over Easter.
Provide the same paid holidays that schools, banks, and offices provide:
- New Year’s Day
- Martin Luther King, Jr. Day
- President’s Day
- Memorial Day
- Juneteenth (June 19th)
- Independence Day (July 4th)
- Labor Day
- Columbus Day
- Veteran’s Day
- Thanksgiving
- Christmas
Holiday Work = Overtime Pay
If you ask your employee to work on a holiday, pay them overtime at 1.5x their regular rate.
Medical and Family Leave
Include at least six weeks of paid family or medical leave in your work agreement in the event that a full-time or part-time employee has a family or medical emergency. This should include a guarantee that they may return to work at the end of their leave.
Frequently Asked Questions
What counts as a “day” off for part-time nannies?
It’s based on their average workday. If they work 4 hours/day, a day off equals 4 paid hours.
Do they get lunch breaks?
Absolutely. All domestic workers should receive a 30-minute unpaid meal period for every five hours worked. If they can’t go off duty, ensure they’re still paid during that period.
Learn more by reading our resource, What You Need to Know About Meal & Rest Breaks.
Who tracks PTO?
You do! Use a payroll service, a spreadsheet, or our Domestic Worker Timesheet. Keep your records clear and share them every payday.
