Nannies Of Boulder
Our method
With Nannies Of Boulder, connecting you with an in-home employee is our pleasure. Our service includes recruitment, background screening, a comprehensive industry-standard employment contract, and referral to payroll and other employer resources. These help you to foster a positive working relationship with your employee.
A great connection between your family and your employee grows from:
a well-written contract that defines expectations and job duties
complimentary work styles and workplace values
mutual respect for each other’s time and well-being
consistent and sincere communication about the work
appropriate boundaries from both parties
proper protections such as worker’s compensation insurance
Going Rates In Our Area
The placements we make are paid at $30 per hour or more, reflecting the experience and qualifications of the candidates we work with.
In 2026, typical pay ranges in our area are:
- A nanny with at least 2 years of consistent experience can expect to start at $25 per hour
- A well-qualified nanny with 5+ years of experience can expect to earn $32 to $35 per hour depending on number of children, ages, and benefits package
- A nanny or private educator with a graduate level childcare degree may earn $35 to $45 per hour
- Family assistants typically earn $34 to $36 per hour
- Home managers earn $35 per hour and up; a full-time, experienced home manager usually earns $80,000 per year or more
Hourly pay is one financial detail to consider, along with employer taxes, benefits, and a payroll service.
Benefits We Require
There are several benefits that Colorado requires employers to offer, and there are several benefits we require because they are an industry standard and attract great candidates.
- Guaranteed hours: this ensures that your employee receives a consistent paycheck; Example: your nanny is hired for 40 hours per week but sometimes grandparents visit and you need less, or during a vacation you might not need your nanny’s time at all. Your nanny will still receive a paycheck for 40 hours per week – families cannot “bank” these paid hours to use later because that is illegal
- Time-and-a-half pay if your employee works a federal holiday (industry standard)
- Paid federal holidays that fall on a scheduled workday if your employee is off (industry standard)
- Sick leave accrual required per the Colorado Healthy Families and Workplaces Act (HFWA) – read here
- Families who have an in-home employee for 20 weeks or more must sign up for Colorado’s FAMLI Family Leave Program (5 Things Nannies And Their Employer Should Know about FAMLI)
- Use of a legal payroll and W-2 is the law; it also helps you to attract the best candidates, and we are known for attracting great candidates because we advocate for legal pay and benefits
- PTO: 1 week per every 6 months worked, which becomes available 90 days after start date
- Annual cost of living increase based on inflation rate; required for full-time contracts of 1 year or more
Other Competitive Benefits to Interest Excellent Candidates
- Bereavement leave
- Enrollment in an employer-sponsored health insurance plan or a monthly contribution to the employee’s insurance plan – your payroll service can help; amount is negotiable and is typically $300 to $500 per month; many nannies purchase insurance through the marketplace and your contribution is impacted by Affordable Care Act (ACA) subsidies
- Annual bonus, contract renewal bonus, or holiday stipend
- Cell phone stipend
- 401K contribution
- Tuition support or reimbursement
- Gym or home gym membership
- Quarterly car detailing if your employee uses their personal vehicle to transport your child
- Paid time off for professional development days
Industry Standard Contract
We provide you with a work contract, which saves time and is a neutral tool to consult if questions or concerns arise. The contract outlines:
- your employee’s duties and work expectations
- weekly schedule, start date, and end date (or contract renewal date)
- payday, benefits and tax withholding, guaranteed hours, and the procedure to request time off
- procedure for COVID-19 and other family illness or employee illness
- grounds for termination, and a workplace code of conduct for employee and employer
- guidelines for occasional care of mild to moderately ill children
- contract early ending clause: if you need to end a contract early for any reason other than cause, you provide two weeks notice or two weeks severance pay
Payroll Resources
The proper handling of pay, taxes, and benefits enables you to make the most of your childcare tax credit or Dependent Care FSA, and helps to avoid expensive mistakes or penalties. A great payroll service simplifies record-keeping, maintains compliance with state and federal law, and gives you peace of mind.
Most home staffing payroll services range between $45 and $60 per month. Some assess an annual charge for W-2 preparation, usually $95 to $150.
We partner with Poppins Payroll, a locally founded Colorado company, to provide your first two months free, a $100 savings. Use code BOULDERBABYSITTERS and contact concierge@poppinspayroll.com or call (855) 420-1919.
We partner with HomeWork Solutions to waive your enrollment fee, a $100 savings. HomeWork Solutions provides a complimentary, in-depth consult to all prospective clients, so feel free to bring all of your employer tax questions! Schedule your consult and claim your discount here.
We partner with HomePay, to give you a complimentary first month of payroll service, a $59 savings. For over 30 years, HomePay has simplified HR and the household employer process for families, including payroll processing, tax filing and labor law compliance. Schedule a free consult with HomePay here.
We use Gusto payroll for our own employees, and highly recommend this easy-to-use system that carefully manages employer compliance. Use our referral link here.
You are welcome to use the payroll service of your choice.
Step 1: Consult & Plan
We provide a complimentary consultation to understand your family’s preferences and your hiring goals. We create a hiring plan.
Please anticipate a timeframe of 4 to 8 weeks for the hiring process.
Step 2: Interviews & Trial Days
We complete each candidate’s background check and verify their references before we introduce them to your family.
We recommend a working interview, or trial day, before making an offer.
Step 3: Payment & Contract
We draw up your contract and assist with questions and edits. We ensure that you and your new employee can sign electronically and receive a copy.
We provide you with referral to a payroll provider, if desired.
Commission Pricing
Short-Term Care
For needs shorter than one year, including school-year care and summer nannies
Agency Payment Terms
- Search retainer is $1295, with 50% credited to your invoice upon hire (retainer may or may not be needed, based on available caregivers)
- Commission payment equal to 15% of employee’s total gross wages
- Summer Nanny – $1500 (flat rate)
Investment includes:
- Replacement in the event that your working relationship with your employee ends within the first 30 days
- Complimentary enrollment in backup care coverage with our locally founded, in-house babysitting agency
- Completion of your candidates’ background checks and reference checks – we complete these before we introduce a candidate to your family
- Industry standard work contract, contract preparation, electronic signature, and referral to employer resources
- Partnership discounts on payroll services
Long-Term Care
A person to be part of your team and support your child for one year or more
Agency Payment Terms
- Search retainer of $1295, with 50% credited to your invoice upon hire
- Commission payment equal to 15% of employee’s total gross wages for one year
Investment includes:
- One Year Replacement Guarantee, unique to Nannies Of Boulder and standard for every client: pro-rated replacement in the event that your working relationship with your employee ends at any time during the first year
- Complimentary enrollment in one year of backup care coverage with our locally founded, in-house babysitting agency
- Completion of your candidates’ background checks and reference checks – we complete these before we introduce a candidate to your family
- Industry standard work contract, contract preparation, electronic signature, and referral to employer resources
- Partnership discounts on payroll services
faq
Do you offer a replacement guarantee?
Yes, we provide one replacement in the event that your working relationship with your employee ends at any time prior to your contract’s end date.
For temporary contracts, we secure one replacement from our current team and in the event that is not possible, you receive credit towards services. Terms apply.
What's the difference between a nanny and sitter?
A nanny provides care on a recurring basis with a set schedule, and typically has a written contract, benefits, and payroll. They agree to be available to your family for a set period of time, such as committing to a 1-year work contract.
A sitter provides occasional care on an as-needed or casual basis, and they typically do not have a long-term commitment with your family. For example, you and a sitter may agree to one Saturday night each month, for as long as they have the availability, which could be a few months or turn out to be a couple of years.
Where do I find worker's compensation insurance?
Start with the Colorado Department of Labor and Employment’s dedicated page, here. They even provide a free training video, Worker’s Compensation 101 for Colorado Employers.
What does a Family Assistant do?
A Family Assistant supports your family by performing tasks such as meal prepping for the family, doing family laundry, getting groceries, watering plants, running errands, taking pets to grooming appointments, updating your online shopping list for children’s items, and assistance with party planning. Their work extends beyond tasks which are specifically childcare-focused. They may handle some light housekeeping, although they do not replace a professional housekeeping service.
What does a Home Manager do?
A Home Manager sees to the smooth operation of your household and property. Their duties may include managing your family’s calendar, creating your system of calendar management and organization, scheduling travel, comprehensive party planning, supervising household staff, maintaining an inventory of household items and restocking as needed, making appointments for your pets, taking family vehicles in for maintenance, speaking with home services vendors, landscapers, and contractors, hiring organizers, and reviewing and paying bills and invoices.
What is Employment Practices Liability Insurance?
Employment Practices Liability Insurance (EPLI) provides employer coverage for the costs of legal defense and damages related to a variety of employment-related claims, such as allegations of discrimination, wrongful termination, or harassment. Learn more here with The International Risk Management Institute. EPLI does not cover all types of allegations or suits.
Many well-known insurance providers offer EPLI. Consult your legal counsel before purchasing any employment insurance product. The information here is not legal advice.