Written by Brooke Strickland for Nannies Plus

Have you recently hired or are you considering hiring a nanny or family assistant? In addition to paying a competitive wage, it is important to understand mandated leave policies and industry standards when it comes to paid time off for your domestic employee. Not only should you plan to abide by all relevant laws, but offering industry-standard PTO shows your employee that you are a conscientious employer. Here, we’ll talk about some important details surrounding creating a paid time off plan with your nanny or family assistant this year.

Paid Time Off (PTO):
Paid time off (PTO) is generalized paid time away from your nanny or family assistant’s regular schedule and can be used however your employee would like – vacation, personal appointments, mental health days, or something else. As the employer, you can designate how many PTO days per year you provide your nanny. You are also allowed to designate whether the days can roll over from year to year. That said, when you are thinking about a paid time off policy, it’s important to offer your nanny or family assistant at least two work weeks of paid vacation and paid holidays (at least 6 or 7 major holidays). This is the industry standard and is what the most qualified candidates are seeking. This provides enough flexibility throughout the year for your nanny or family assistant to take the time they need to rest and relax, take care of personal wellness, and/or spend extra time with their families, then come back to the job energized and refreshed!

Sick leave:
Sick pay is separate from vacations and holidays. Accrued paid sick leave is legally required in California. The amount can depend on the specific city, so be sure to check what requirements your city has. We recommend at least one work week of sick pay annually, even if your city mandates less.

Bereavement Leave:
Unfortunately, there may be difficult and unexpected tragedies in the life of your nanny or family assistant that requires them to take bereavement leave. Allowing accommodations in your paid time off policy for these types of situations is a good idea. Your nanny may need time to make funeral arrangements, attend a funeral, or deal with legal matters related to a family member’s death. It is standard to provide three to five days of paid bereavement leave after the death of an immediate family member. For non-immediate family members, employers usually offer one or two days. This policy should be clearly written out in your work agreement so there is no confusion during a difficult time.

Paid Family Leave:

This type of time off is required in 14 states, including California. If eligible, your employee can receive benefit payments for up to eight weeks, with payments being about 60 to 70 percent of their weekly wages. Note: this type of leave is not the same as the Family and Medical Leave Act (FMLA), which is a federal act that employers are required to adhere to.

Not sure what to include in your PTO policy for your nanny or family assistant in 2023? As we help find the right person to join your family team, we can also refer you to resources for answering all of your “benefits” questions. If you are a Bay Area parent seeking a full-time nanny or a family assistant, call our team at Nannies Plus today to start the hiring process!