Why Frontloading Sick Leave Matters in Your Nanny Contract

If you’re hiring a nanny in Washington State (or many other places), the law says household employees accrue 1 hour of paid sick leave for every 40 hours worked. That means a nanny must work 320 hours just to earn one full 8-hour sick day.

Instead of making your nanny wait months to earn a single sick day, consider frontloading a set number of sick days. Offering a set number at the start of employment is a small, meaningful way to show you value their health and your working relationship.

Nannies get sick too, and should never feel pressured to work while ill. Not only is it a way to stir resentment from your nanny, it puts your family and your children at risk of getting sick too.

Waiting to “earn” sick time puts them in a vulnerable position, especially early in the job.

Frontloading builds trust and sets the tone for a respectful, professional relationship. It shows you’re not just following the law, you’re choosing to be a great employer.

Concerned about frontloading right away? One option is to offer it after a short trial period. Just don’t forget: under the law, your nanny must still accrue sick leave from their very first day of work.

A thoughtful nanny contract doesn’t just meet the legal minimum, it reflects how much you value the person caring for your child!

Frontloading even just 24 hours (3 days) of sick leave is a simple way to support your nanny and build a lasting, professional relationship.

For this and more, check out the Knowledge for Nannies Employment Agreement available here ➡️ https://www.knowledgefornannies.com/free-nanny-contract