Paid Holidays for Nannies: What Full-Time & Part-Time Nannies Should Actually Receive

If you want to hire a professional nanny, you need to understand something upfront: professional nannies expect professional benefits.

One of the biggest issues in the nanny industry right now is families wanting career-level childcare while offering benefits that don’t even match entry-level corporate jobs. And unfortunately, paid holidays are one of the most common areas where confusion — and resentment — starts.

Let’s be blunt: if your nanny is helping raise your children, manage your household, protect your peace, and provide consistent care year-round, major holidays should not feel like a fight every single time one comes around.

What Are the Standard Paid Holidays for Nannies?

Industry standard paid holidays for nannies typically include major federal holidays — especially for full-time positions.

The most commonly paid holidays for nannies are:

• New Year’s Day

• Memorial Day

• Independence Day (4th of July)

• Labor Day

• Thanksgiving Day

• Christmas Day

These six holidays are generally considered the baseline minimum for many professional nanny positions.

However, many experienced nannies — especially career nannies working full-time — also receive additional paid holidays such as:

• Martin Luther King Jr. Day

• Presidents Day

• Juneteenth

• Good Friday

• Christmas Eve

• Day After Thanksgiving

• New Year’s Eve

How Many Paid Holidays Should a Full-Time Nanny Receive?

A full-time nanny should typically receive around 8–12 paid holidays per year.

That number may vary slightly depending on:

• guaranteed hours

• schedule flexibility

• travel expectations

• overnight care

• household management duties

• salary structure

• years of experience

But offering only a handful of paid holidays while expecting full-time reliability is usually considered below industry standard in most professional nanny markets.

Families also need to understand this:

Most professional workplaces close for major federal holidays. Banks close. Schools close. Government offices close. Many corporate offices close.

Your nanny notices when everyone else in the country gets a paid holiday except her.

What About Part-Time Nanny Paid Holidays?

Part-time nannies should still receive paid holidays.

This is another area where families often get it wrong.

Just because a nanny works part-time does not mean she should receive zero professional benefits. Most part-time nanny positions still offer a prorated holiday package based on scheduled workdays.

For example:

• If a nanny normally works Mondays and Memorial Day falls on a Monday, that holiday should typically be paid.

• If a nanny works three consistent days per week, many families will still offer several paid federal holidays annually.

Professionalism should not disappear simply because the schedule is part-time.

Guaranteed Hours and Paid Holidays Are Not the Same Thing

This is where many families become confused.

Guaranteed hours protect consistent weekly income when a family chooses not to use their nanny.

Paid holidays are separate benefits entirely.

A nanny should not have to “earn” Christmas by using PTO.

A nanny should not lose income because Thanksgiving exists.

And guaranteed hours should not replace standard paid holidays.

These are separate parts of a professional compensation package.

Why Families Lose Good Nannies Over Benefits

Families are often shocked when they burn through multiple nannies in a short amount of time.

But experienced nannies talk.

They compare contracts.

They compare benefits.

They compare treatment.

And when a nanny realizes she is receiving fewer benefits than industry standard while still being expected to provide professional-level care, burnout and resentment happen quickly.

Sometimes families think they are “saving money” by cutting benefits.

In reality, they are usually increasing turnover.

The Best Nanny Relationships Start With Clear Contracts

One of the best things families can do is finalize a detailed nanny contract before employment begins.

A strong contract should clearly outline:

• paid holidays

• guaranteed hours

• PTO

• sick pay

• overtime

• schedule expectations

• travel expectations

• duties

• payroll classification

• termination policies

When expectations are unclear, conflict usually follows.

At Tried & True – Nannies & Sitters, we strongly encourage families and nannies to discuss benefits openly before a position officially begins so everyone feels respected, protected, and aligned from day one.

Final Thoughts on Paid Holidays for Nannies

Career nannies are professionals — not occasional babysitters.

Professional benefits matter.

Paid holidays matter.

And clarity matters.

If families want long-term, loyal, experienced childcare, the compensation package needs to reflect that.

Because at the end of the day, families are not just hiring someone to “watch the kids.”

They are trusting someone with the most important people in their lives.