A written agreement turns the role discussed during hiring into shared expectations. It should be understandable, specific, and consistent with employment standards. It does not remove statutory rights, and it should not be used to label an employee an independent contractor when the facts indicate otherwise.
Identify the parties and start date
List the employing person or people, the caregiver’s legal name, work location, expected start date, and whether the arrangement is ongoing or for a defined term. If two families share a nanny, each family’s role, payment responsibility, and supervision must be explicit.
Describe the schedule
Record regular days and hours, meal or rest periods where applicable, guaranteed hours if offered, and how schedule changes are approved. Explain overtime, overnight care, travel, on-call expectations, and what happens if the family returns late.
A vague phrase such as “flexibility required” is not a workable schedule. State the normal arrangement and a process for requesting changes.
List duties and limits
Separate child care from child-related household tasks and from broader household work. Include ages, school or activity transportation, meals, laundry, outings, homework, pet-related duties, and any agreed housekeeping. State which tasks require additional consent or training.
Include boundaries around discipline, medication, swimming, guests, photos, social media, and driving. Emergency instructions should live in a separate, easily updated family document.
Document compensation
Specify the gross rate or salary, pay frequency, overtime treatment, payroll deductions, pay statements, and how raises or reviews are considered. Add mileage, parking, transit, activity expenses, and reimbursement deadlines.
Household employment obligations vary with the actual arrangement and province. Families should check current provincial employment standards and Canada Revenue Agency guidance on employee status, payroll deductions, CPP, EI, and information slips.
Cover time away from work
Explain vacation scheduling, public holidays, sick time, family cancellations, weather closures, and the caregiver’s planned time off. If the family travels without the caregiver, clarify whether guaranteed hours or another policy applies. Terms cannot provide less than applicable minimum standards.
Protect privacy and respectful boundaries
Address confidential family information, images of children, home security, device and Wi-Fi access, and the handling of keys. If monitoring devices are present, disclose their location and purpose as required; do not rely on a broad clause to justify undisclosed surveillance.
Add communication and review points
Name the person who gives work direction. Set a short check-in after the first week and a fuller review after the first month or probationary period, if one is used lawfully. Explain how either side raises concerns and how changes to duties or hours are documented.
Plan how the relationship may end
Include notice, final pay, return of keys and property, confidentiality after employment, and any severance or termination obligations that apply. Contract wording cannot waive minimum legal entitlements. Obtain professional advice for complex arrangements.
Final checklist
Before signing, both sides should be able to answer:
- Are the schedule, gross pay, and duties unambiguous?
- Are overtime, expenses, vacation, and family cancellations addressed?
- Are driving, outings, privacy, cameras, and photos covered?
- Does the agreement match what was advertised and discussed?
- Does either side need time or advice before signing?
Give each party a signed copy and revisit the agreement whenever hours, duties, pay, or the children’s needs materially change. The next step is a structured first-day orientation.