When hiring a nanny, some families put all the focus on hours and base pay and overlook the equally important aspect of providing their nanny with employment benefits.
Like other professionals, most nannies expect—and should get—job benefits that guarantee them paid time off, per-kilometre allowance and other perks that make their jobs more secure and worthwhile. In some cases these are also legally required for employers to provide. It makes sense. Think of it this way: nannies have one of the most important jobs out there in raising your children and the next generation. Why shouldn’t they receive the same benefits other professionals get?
Still, according to the most recent INA Salary and Benefits Survey, 77% of nannies work as full-time professionals in their field—and many of them have training and education in child care-related subjects—but only 75% of nannies reported receiving basic benefits like paid time off.
Busy parents looking for a childcare solution do tend to overlook job perks and benefits when hiring a nanny, particularly if they don’t have hiring experience or experience doing similar work themselves. A nanny agency can help raise awareness, but when parents are out on their own, they’re often unlikely to consider these crucial aspects that can make the difference when hiring in-demand child care professionals.
While an extensive nanny benefits package is not a requirement for hiring, it’s important to remember that the nanny industry is highly competitive and ensuring the best quality childcare means being willing to provide standard employment benefits commensurate with a nanny’s skill level and experience. Here are 10 benefits you should consider offering when hiring a nanny.
The basics
1. Guaranteed pay and overtime
When a nanny agrees to work with you, they sign up for a specific number of hours based on the hours your family needs childcare. But while your needs can change, their bills and personal responsibilities are likely to stay the same.
According to the INA Salary and Benefits Survey, 76% of nannies receive “guaranteed pay” when the family does not need them. It’s good practice to guarantee a certain number of hours per week in your initial offer, as well as being prepared to offer overtime pay if a nanny is required to work more than 40 hours per week. The latter may also be legally mandated—check the laws in your province to find out what is required in your area.
2. Sick days
If we’ve learned anything during the COVID pandemic, it’s that sick days are a must for any employee but especially for nannies because they work closely with children. Sick leave provisions vary across Canada and have undergone some changes in light of the pandemic, with the federal government recently moving to mandate an entitlement of 10 days’ paid sick leave for all workers in federally regulated industries. Paid sick leave is not always a requirement for those working in the nanny industry, however, and sickness benefits are usually accessed through EI. You should check the rules in your local area, but in any case, paying your child’s caregiver if they are absent due to illness is a good way of maintaining a positive relationship, providing you can afford it and are happy to do so. After all, a happy and healthy nanny means happy and healthy kids.
When providing paid sick days, it’s also a good idea to have a backup childcare plan in place. Set up a plan B—and a plan C, just in case, to make sure you’re covered for every eventuality.
Day care is not always a viable option because slots fill up, and part-time care in a centre can often be just as expensive as full-time care. Finding an at-home child care provider who is available to work on an ad hoc basis when your nanny is unavailable may be the most practical option.
3. Paid time off
Rules on paid vacation time for nannies vary by province, but in most parts of Canada, your childcare provider is entitled to two weeks’ paid vacation from the first year of employment. A week in summer and a week during the winter holidays is a common arrangement, although of course this may vary at the nanny’s discretion.
4. Paid holidays
It’s important to note that paid time off does not include holidays. Paid holidays are a separate benefit, and the number of statutory holidays varies once again by province. Check the laws that apply in your area, as calculations may differ, but in many cases, nannies should be paid as normal for statutory holidays if they take them off, and paid time-and-a-half if they decide to work those days.
5. Cell phone reimbursement
Some employers provide cell phone reimbursements for nannies if the nanny is frequently required to use her personal phone on the job. One example is if a nanny travels with the family and must use her phone to communicate with parents, or if a nanny is required to give frequent updates to parents or coordinate playdates and other activities.
Employers can choose to offer a flat stipend. Additionally, it may be helpful to check with your cell phone provider about adding another line for the nanny. Many family phone plans will allow you to add an extra line at a very low or no additional cost. Have a look at your nanny’s current cell phone plan and how much she uses her phone for professional purposes to work out how much is appropriate to pay.
6. Per-kilometre allowance
Whenever a nanny uses her personal car for on-the-job transportation, she needs to be reimbursed. Driving the kids to and from school, activities and playdates, going shopping and running errands are all examples of activities where a per-kilometre allowance should be in play. Reimburse your nanny based on the reasonable allowance rates set by the federal government, which are currently 61 cents per kilometre for the first 5,000 kilometres driven, and 55 cents for each kilometre driven after that—with an extra four cents per kilometre permitted for the Northwest Territories. More information on per-kilometre allowances can be found at the Canadian government website.
Discretionary benefits
7. CPR certification
Paying for your nanny’s CPR certification every two years is a worthwhile expense and a great investment in your children’s safety.
8. Continuing education
Occasionally families will offer to cover the costs of continuing education, such as childcare or child development courses. While not a requirement, it can show that you’re invested in your nanny’s development as a professional—and your kids reap the benefits.
9. Annual bonuses
A bonus is a lovely way of showing appreciation for a nanny’s hard work and dedication, and it doesn’t have to be exorbitant. Nannies may appreciate an additional week or two weeks’ pay presented as a yearly bonus. Note that bonuses are subject to payroll and income tax deductions and these calculations differ from regular wages. Be sure to include details of the bonus on the pay slip and make sure you are complying with all tax requirements.
10. Extra perks
When it comes to benefits, think outside the box. Consider adding a nanny to your existing gym membership or offering them one Friday off per month, if you’re able. Not only will perks like these help attract the best nanny, but they’ll help retain them, too. Consider the perks your family has at its disposal that might benefit your nanny. Do you have regular tickets or a box suite for events you can’t attend, or a ski lodge and ski pass available for them to use? These are great ways to reward your nanny’s hard work—just make sure you’re complying with all tax requirements.
Most importantly, regardless of the benefits you decide to offer, make sure each is clearly outlined in your initial agreement with your nanny and don’t add any surprise duties or changes in benefits down the road. Nannies have lives outside your family, too. What they want most of all is to feel comfortable with their employer and know that they have reasonable expectations of them. Caring for their own children and other work commitments may have claims on their time, and they want to be able to go on vacation or attend a medical appointment—just as anyone would in their day-to-day lives.
