Nanny rates by state (2026)

The verifiable baseline

The Bureau of Labor Statistics tracks “childcare workers” as an occupation (daycare staff, after-school workers, and nannies all grouped together). Its latest wage data is the most defensible floor:

Working nannies typically earn well above that baseline — often 50–150% more — for three reasons: private-home work commands a premium, the role usually includes responsibilities beyond pure childcare, and major metros push rates higher than the national median.

What drives the rate

Six factors push your number above (or below) the regional baseline. None are surprising, but families don't always price them in until you point them out.

• Cost of living in the area
• Your years of experience and specializations
• Hours per week (full-time often pays a higher per-hour rate than part-time)
• Single vs. multiple kids in the household
• Specialty work — newborns, multiples, special needs, live-in
• Driving, swimming, tutoring, and other premium-paid extras

Directional ranges by region

Hourly gross rates — what you charge before any taxes come out. The family pays roughly an extra 8–10% in employer taxes on top. State-by-state precision isn't possible with the data that's publicly available, so these are grouped into cost-of-living bands rather than per-state rows.

Ranges are directional, not source-verified per metro. They're where typical conversations start; specialty work and high-demand families pay above the top of the range.

Live-in vs. live-out

Live-in nannies usually earn a lower hourly cash rate because room and board are part of the compensation. The federal Fair Labor Standards Act exempts live-in domestic workers from overtime — meaning a family can schedule 50+ hour weeks without time-and-a-half kicking in.

Several states override that: California, New York, Maryland, and Massachusetts require overtime for live-ins regardless of the federal rule. If you're considering a live-in role, negotiate the full compensation as a weekly or monthly figure with the room-and-board value made explicit — not just an hourly number.

When to ask for a raise

Four reliable signals. A reasonable annual increase is 3–8% depending on cost-of-living changes and your tenure. Families expect this, but most are uncomfortable initiating it themselves — bring it up yourself, ideally in writing, with a specific number.

• You're being asked to take on a new child without a rate adjustment.
• The schedule has expanded materially since you started.
• Your responsibilities have grown — cooking, tutoring, errands.
• It's been 12+ months since your last increase.

How to verify your own number

The directional table above is a starting point. Three free ways to pressure-test your specific number before you quote a family:

1. 1

   Pull BLS state-area wage data for childcare workers.

   Your local figure plus a 50–150% premium is a defensible floor.

2. 2

   Check the International Nanny Association's annual salary survey.

   Industry-specific (just nannies, not daycare workers), broken out by experience and region.

3. 3

   Ask two or three working nannies in your area what they're charging.

   The most accurate signal, and the one most rate surveys can't match. Nannies are usually happy to share — there's no rate-suppression upside to staying quiet.

This guide is descriptive, not prescriptive. Your specific rate depends on your experience, the family's needs, and your local market. None of this is legal or tax advice; for state-specific overtime rules, consult an employment attorney in your state.