The Summer Nanny Contract: How to Protect Your Family and Your Caregiver

May 18, 2026 | GTM Blog, Household Employee Management

With the school year winding down, many families are preparing to welcome a summer nanny into their homes. Whether it’s a college student home for break or a seasonal professional, they are a household employee.

At GTM, we’ve seen that the most successful summer arrangements start with a clear, written contract. A well-drafted agreement prevents misunderstandings, protects your family legally, and ensures your nanny knows exactly what is expected. Because the summer season is often more relaxed, it is even more important to have boundaries in writing.

Here are some examples of what you should include in your summer nanny contract.

Precise Schedule

Since summer positions are temporary, you must clearly define the timeframe.

Specify the exact start and end dates. This prevents the “early exit” issue in which a nanny leaves two weeks before school starts to go on their own vacation.
Summer schedules can change. Include a clause stating how much notice you will give if hours need to shift, and how much notice the nanny must give to request time off for summer trips.

Compensation, Overtime, and Tax Compliance

This is the most critical section for legal protection. Even for a short-term role, the IRS considers a nanny a household employee if they earn more than $3,000 (in 2026).

Never pay a nanny a “flat weekly salary.” Under the Fair Labor Standards Act (FLSA), nannies are non-exempt employees and must be paid by the hour.
Legally, you must pay 1.5x the regular hourly rate for any hours worked over 40 in a seven-day workweek.
Explicitly state that you will withhold Social Security and Medicare taxes and provide a W-2. Professional nannies appreciate this as it builds their work history and qualifies them for unemployment, and, in some states, disability benefits.

Summer Activities and Transportation

Summer nannies are often out and about with the kids, so transportation information is always important in the contact.

Will they drive the kids to the town pool or the zoo? Specify if they will use your vehicle or their own.
If they use their own car, verify they have adequate insurance. If they use yours, ensure they are added to your policy.
If the nanny uses their personal vehicle for work purposes (not commuting), you should reimburse them at the current IRS standard rate. This covers gas as well as wear and tear.

Household Duties: What’s In (and Out)

Avoid “job creep,” where the nanny slowly becomes a housekeeper. Be specific:

Is the nanny responsible for the kids’ laundry? Preparing their lunches? Tidying up the playroom?
If you expect the nanny to load your dishwasher or run errands, put it in writing. If these aren’t part of the job, stating that clearly helps maintain a professional relationship.

Digital Boundaries and Privacy

In an era of social media, your contract must address your family’s privacy.

Can the nanny post photos of your children at the beach or the park? Many families prefer a no-post policy to protect their children’s digital footprint.
Define when it’s okay to be on a personal phone (like during nap time) and when it’s a distraction (while at the pool).

Expenses and Fun Money

Summer is expensive! Between ice cream runs and museum tickets, your nanny shouldn’t be out of pocket.

Define how activities will be paid for. We recommend a dedicated pre-paid card or a weekly “petty cash” envelope with a simple log to track receipts.
Set an expectation that all receipts must be turned in every Friday.

The Termination and Notice Clause

Even though the job has a natural end date, things don’t always work out.

At-Will Employment: State that employment is “at-will,” meaning either party can end the relationship for any reason. The exception is Montana, which applies a “good cause” standard to employee terminations.
It’s standard to request (and offer) one to two weeks’ notice. This gives you time to find backup care and gives the nanny time to find a new role.

Why Professional Guidance Matters

Managing nanny taxes, state-specific labor laws, and workers’ compensation can feel overwhelming when you’re just trying to enjoy your summer. That’s where we come in. Contact us today at (800) 929-9213 to get started or schedule a complimentary, no-obligation consultation with a household employment expert.