Nanny Contract (Ireland)
NANNY EMPLOYMENT CONTRACT (IRELAND)
This Employment Contract is entered into on [Employment Start Date] between:
[Employer Name] (phone: [Employer Phone]), of [Employer Address], Revenue employer registration: [Employer Tax Number] (the "Employer");
and
[Nanny Name] (phone: [Nanny Phone]), of [Nanny Address], PPS Number: [Nanny PPSN] (the "Employee").
1. EMPLOYMENT TERMS
The Employer engages the Employee as a childcare worker / nanny with effect from [Employment Start Date] on a [Contract Type] basis.
Working hours: [Working Hours]
Primary work location: [Work Location]
Probation period: [Probation Period]
The Employee is a worker as defined in the Employment (Miscellaneous Provisions) Act 2018 and all statutory employment rights apply, including the right to receive a written statement of core terms within 5 days of commencement.
2. PAY AND BENEFITS
Gross hourly rate: EUR [Gross Hourly Rate], paid [Payment Frequency].
The Employer shall deduct PAYE income tax and employee PRSI from wages and remit these to Revenue in accordance with the Taxes Consolidation Act 1997 and the Social Welfare Consolidation Act 2005. The Employer shall also pay the employer's PRSI contribution.
Additional benefits: [Additional Benefits]
3. DUTIES
Children in care: [Children Details]
Primary duties: [Primary Duties]
Garda vetting completed: [Garde Vetting Status]. The Employee acknowledges the importance of child safeguarding and agrees to comply with all child protection policies and the principles set out by Túsla — the Child and Family Agency.
4. ANNUAL LEAVE, SICK LEAVE AND PUBLIC HOLIDAYS
Annual leave: [Annual Leave Weeks] per year, as entitled under the Organisation of Working Time Act 1997.
The Employee is entitled to paid time off on all Irish public holidays under the Organisation of Working Time Act 1997 and to statutory sick pay under the Sick Leave Act 2022 (5 days in 2024, increasing to 7 in 2025).
Notice period: [Notice Period] in accordance with the Minimum Notice and Terms of Employment Acts 1973–2005.
5. CONFIDENTIALITY
Confidentiality clause included: [Confidentiality Clause]. The Employee agrees to keep all information about the family's private and personal affairs, home, and children strictly confidential during and after employment.
6. GOVERNING LAW
This Contract is governed by Irish law. Disputes may be referred to the Workplace Relations Commission (WRC) under the Workplace Relations Act 2015.
Employer
________________
Signature
Date: ________________
Employee (Nanny)
________________
Signature
Date: ________________
What Is a Nanny Contract (Ireland)?
A Nanny Contract in Ireland sets the job duties, pay, hours, leave, and notice terms that bind employer and employee, and is shaped by the Employment Equality Acts 1998-2015.
The legal framework governing the Nanny Contract (Ireland) in Ireland draws on several key statutes and regulatory bodies. Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements. Parties executing a Nanny Contract (Ireland) in Ireland should confirm the document reflects current Irish law, including any amendments enacted since the original drafting date. The Employment Equality Acts 1998-2015 sets the foundational requirements, while secondary legislation and statutory instruments may impose additional obligations depending on the specific circumstances of the transaction. Under Section 67 of the Land and Conveyancing Law Reform Act 2009 and the Registration of Title Act 1964, property-related elements must comply with the Property Registration Authority (PRA) requirements. The Competition and Consumer Protection Commission (CCPC) enforces the Consumer Rights Act 2022 in consumer-facing transactions. The Companies Act 2014, Section 169, and the Employment Equality Acts 1998-2015 impose non-discrimination obligations on all commercial agreements executed in Ireland.
The legal framework governing the Nanny Contract (Ireland) in Ireland draws on several key statutes and regulatory bodies. Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements. Parties executing a Nanny Contract (Ireland) in Ireland should confirm the document reflects current Irish law, including any amendments enacted since the original drafting date. The Employment Equality Acts 1998-2015 sets the foundational requirements, while secondary legislation and statutory instruments may impose additional obligations depending on the specific circumstances of the transaction.
When Do You Need a Nanny Contract (Ireland)?
An Irish nanny contract is needed as soon as a family engages a nanny on a regular basis. Under the Employment (Miscellaneous Provisions) Act 2018, employers must provide employees with a written statement of their core terms within 5 days of commencement. The contract protects both parties by clearly setting out hours, pay, duties, leave entitlements, notice periods, and confidentiality obligations. It also provides evidence of the employment relationship for Revenue, the Department of Social Protection, and the Workplace Relations Commission (WRC).
Parties in Ireland should prepare a Nanny Contract (Ireland) proactively rather than waiting for a dispute to arise. Irish courts, including the District Court, Circuit Court, and High Court of Ireland, interpret agreements based on the written terms rather than oral representations. Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements. Where the transaction involves regulated activities, prior approval from the relevant authority — such as the Central Bank of Ireland, Companies Registration Office (CRO), or Data Protection Commission (DPC) — may be required before execution. Consulting a qualified Irish solicitor confirms all regulatory steps are completed in the correct order.
What to Include in Your Nanny Contract (Ireland)
A thorough Irish nanny employment contract should include the employer's name, address, and Revenue employer registration number; the nanny's name, address, and PPS number; the employment start date and contract type; working hours and location; the gross hourly wage (at or above the National Minimum Wage); PAYE and PRSI obligations; annual leave entitlement (minimum 4 weeks under the Organisation of Working Time Act 1997); sick leave entitlement under the Sick Leave Act 2022; children's details and primary duties; Garda vetting status; notice period under the Minimum Notice Acts; and a confidentiality clause. The forms-legal.com Nanny Contract (Ireland) template covers the mandatory elements under Employment Equality Acts 1998-2015.
Additional compliance elements for a Nanny Contract (Ireland) used in Ireland include: Data Protection — the Data Protection Act 2018 and GDPR Article 6 require a lawful basis for processing personal data; Governing Law — specify Irish law and the jurisdiction of Irish courts; Dispute Resolution — parties may refer disputes to the Workplace Relations Commission (WRC) for employment matters or initiate proceedings in the Circuit Court or High Court of Ireland for civil claims. Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements. Revenue Commissioners require appropriate tax treatment of payments made under the agreement, including VAT under the Value-Added Tax Consolidation Act 2010 where applicable. Under Section 67 of the Land and Conveyancing Law Reform Act 2009 and the Registration of Title Act 1964, property-related elements must comply with the Property Registration Authority (PRA) requirements. The Competition and Consumer Protection Commission (CCPC) enforces the Consumer Rights Act 2022 in consumer-facing transactions. The Companies Act 2014, Section 169, and the Employment Equality Acts 1998-2015 impose non-discrimination obligations on all commercial agreements executed in Ireland.
Additional compliance elements for a Nanny Contract (Ireland) used in Ireland include: Data Protection — the Data Protection Act 2018 and GDPR Article 6 require a lawful basis for processing personal data; Governing Law — specify Irish law and the jurisdiction of Irish courts; Dispute Resolution — parties may refer disputes to the Workplace Relations Commission (WRC) for employment matters or initiate proceedings in the Circuit Court or High Court of Ireland for civil claims. Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements. Revenue Commissioners require appropriate tax treatment of payments made under the agreement, including VAT under the Value-Added Tax Consolidation Act 2010 where applicable.
Sources & Citations
Statutory citations link to official government sources.
- GDPR Article 6EU – GDPR
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Nanny Contract (Ireland) (Ireland) [Legal document template]. Forms Legal. https://forms-legal.com/ireland/employment/contracts/nanny-contract-ireland
"Nanny Contract (Ireland) (Ireland)." Forms Legal, 2026, https://forms-legal.com/ireland/employment/contracts/nanny-contract-ireland.
@misc{formslegal-nanny-contract-ireland,
author = {{Forms Legal}},
title = {Nanny Contract (Ireland) (Ireland)},
year = {2026},
howpublished = {\url{https://forms-legal.com/ireland/employment/contracts/nanny-contract-ireland}},
note = {Free legal document template. Based on Employment Equality Acts 1998-2015}
}Also available for these jurisdictions:
Frequently Asked Questions
In Ireland, a nanny who works regularly in a private home is almost always classified as an employee rather than as a self-employed contractor, regardless of how the arrangement is described between the parties. Revenue and the WRC (Workplace Relations Commission) apply a 'Code of Practice for Determining Employment or Self-Employment Status' which considers factors such as: whether the nanny is required to work specific hours set by the employer; whether they use equipment provided by the employer; whether they work exclusively (or predominantly) for one family; whether they bear any financial risk; and whether they can substitute someone else to do the work. A nanny who works regular hours in one household, is told what to do and when, uses the family's equipment, and has no financial risk in the relationship is almost certainly an employee. Misclassifying a nanny as self-employed to avoid employer PAYE/PRSI obligations is unlawful under the Social Welfare Consolidation Act 2005 and can result in significant back-payment of PRSI contributions, penalties, and interest. Families employing nannies in Ireland must register as employers with Revenue and operate PAYE/PRSI on the nanny's wages.
A family employing a nanny in Ireland must register as an employer with Revenue, deduct PAYE (Pay As You Earn income tax) and PRSI (Pay Related Social Insurance) from the nanny's wages, and remit these deductions to Revenue on a monthly basis. The family must also pay the employer's share of PRSI (currently 11.15% for most employees) in addition to the nanny's gross wage. Revenue has published specific guidance for domestic employers through their 'Nanny Tax' guide. Families can use the Revenue Online Service (ROS) to manage employer tax obligations. Revenue also offers a PAYE Anytime system for domestic employers and a dedicated helpline. Nanny wages are subject to the National Minimum Wage Act 2000 (as amended) — from 1 January 2026 the minimum wage is €14.15 per hour (up from €13.50 in 2025). Failure to operate PAYE/PRSI can result in Revenue assessments, penalties of up to 100% of the underpaid tax, and interest on late payments. The nanny is also entitled to a P60 (annual certificate of earnings and deductions) and a P45 on leaving employment.
A nanny employed in Ireland has the same statutory leave entitlements as any other employee under Irish employment law. Annual leave is governed by the Organisation of Working Time Act 1997 and the nanny is entitled to a minimum of four working weeks of paid annual leave per year (pro-rated for part-time or shorter service). The nanny is also entitled to paid time off on the ten Irish public holidays each year. Under the Maternity Protection Acts 1994–2004, a female nanny is entitled to 26 weeks of paid maternity leave (with DSP maternity benefit) plus up to 16 weeks of additional unpaid maternity leave. Under the Parental Leave Acts 1998–2019, the nanny is entitled to 26 weeks of unpaid parental leave per child under 12. Under the Work Life Balance and Miscellaneous Provisions Act 2023, the nanny is entitled to five days of paid leave per year for medical care purposes and may request remote or flexible working arrangements (though the nature of nanny work makes this largely inapplicable). Sick leave is covered by the Sick Leave Act 2022. The nanny contract should set out all leave entitlements clearly and indicate any enhanced entitlements above the statutory minimum that the employer is providing.
Garda vetting (equivalent to DBS in the UK) is strongly recommended for nannies employed in Ireland and may be legally required in certain circumstances. Under the National Vetting Bureau (Children and Vulnerable Persons) Acts 2012–2016, 'relevant organisations' that employ people to work with children or vulnerable adults are required to obtain Garda vetting disclosures before engaging such persons. While private families employing a nanny in a domestic household are not typically defined as 'relevant organisations' under the Acts and are not legally required to obtain Garda vetting, it is considered established standards and is strongly recommended by Túsla (the Child and Family Agency) and childcare professionals. Many nanny placement agencies in Ireland require Garda vetting as a condition of registration. A family can request that a nanny apply for vetting through a third party such as a registered childcare organisation, or the nanny may already have a current vetting disclosure from previous employment. References from previous employers should also be carefully checked. The nanny contract should include a clause confirming that the nanny consents to Garda vetting and that engagement is conditional on a satisfactory disclosure being received.
A Nanny Contract (Ireland) does not legally require a lawyer in Ireland, and individuals and businesses may draft and execute the document independently. The Employment Equality Acts 1998-2015 does not mandate legal representation for the creation or signing of this type of document. However, seeking independent legal advice from a qualified Ireland lawyer is recommended for transactions involving substantial financial value, complex regulatory requirements, or cross-border elements where multiple legal jurisdictions may apply. A lawyer can verify that the document complies with all applicable statutory requirements, identify potential risks specific to the transaction, and confirm that the terms adequately protect the interests of all parties involved. The High Court of Ireland has jurisdiction over disputes arising from this type of document, and Companies Registration Office (CRO) may impose additional compliance obligations depending on the nature of the underlying transaction. Professional legal review is particularly advisable where the document will be submitted to government agencies or used as evidence in legal proceedings.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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