How NannyOra works

In New Zealand, nannies are legally classified as household employees, meaning you cannot pay them cash-in-hand or treat them as independent contractors. You are responsible for deducting PAYE tax, ACC levies, and KiwiSaver. We believe hiring a nanny should be a joy, not a headache. That's why we recommend using a payroll system to take the stress out of your employer obligations. It's mobile friendly, automates the entire process, handles the IRD filings, tracks holiday pay, and pays your nanny directly. The DIY Way: You can choose to register as a domestic employer with the IRD and run payroll yourself using your own software or spreadsheet system.

A nanny's primary responsibility is the safety, development, and well-being of your children. Standard duties include planning educational play, preparing children's meals, driving to activities, and keeping child-related areas tidy (e.g., washing the children's dishes, wiping down play surfaces, and handling the children's laundry). A nanny is not a general housekeeper; heavy household cleaning or cooking dinner for the adults should be negotiated separately and paid at a higher rate.

Yes. Under the Holidays Act 2003, if a public holiday falls on a day your nanny would normally work, they are entitled to the day off with regular pay. If they agree to work, you must pay them Time and a Half plus give them an alternative day off (day in lieu). Nannies also qualify for 10 days of paid sick leave per year after 6 months of continuous employment.

Yes, as a household employer, you are legally entitled to include a 90-day trial period. However, for it to be legally valid, the employment contract must be fully signed by both you and the nanny before their very first day of work.

You are an employee. In New Zealand, the law states that private in-home nannies cannot be independent contractors. This means you are entitled to full employment rights, including a written employment agreement, paid annual leave (4 weeks), paid sick leave, and employer KiwiSaver contributions (if eligible).

If you use your personal vehicle for work-related tasks (like school runs or taking the kids to the park), your employer must reimburse you. You should keep an accurate logbook of your kilometres. Your employer will then reimburse you tax-free per kilometre, usually matching the current standard Inland Revenue (IRD) mileage rates.

Trust and discretion are vital. You must respect the family's privacy and keep all household matters strictly confidential. You must never post photos or videos of the children, or mention details about the family on your personal social media accounts (such as Instagram, TikTok, Facebook, or Xiaohongshu) without explicit written permission from the parents.

Your first priority is comfort and safety. Assess the symptoms, administer any parent-approved first aid or medication (according to the family's health policy), and contact the parents immediately to notify them. If it is an emergency, always call 111 first before notifying the parents.

Yes, but only for the children. You are expected to prepare nutritious, balanced meals and snacks for the children during your shift, and clean up the kitchen afterward. You are not expected to cook dinner for the parents or the wider household unless this was explicitly agreed upon and written into your contract.