“Nanny Rates in New Zealand: How to Negotiate a Fair Salary”

Understanding the Landscape of Nanny Pay in NZ

In New Zealand, nanny salaries vary depending on a range of factors: location, experience, special skills, and whether you work full‑time, part‑time, or on an agency basis. While there is no statutory “nanny wage”, the IRD sets a general minimum wage of NZ$22.70 per hour, and the Living Wage Foundation recommends about NZ$20.53 to cover a realistic cost of living.

Typical Hourly Rates by Experience & Location

Rates are averages and can fluctuate based on family needs and your qualifications.

What Factors Influence Your Salary?

• Experience & Special Skills: Additional qualifications (e.g., child‑first aid, early childhood education) justify premium rates.
• Hours & Schedule: Full‑time, weekend, or overnight work typically commands higher pay.
• Location: Urban areas have higher living costs, so wages follow suit.
• Family Requirements: Families with two babies, needing transportation, or requiring meal prep may offer higher compensation.
• Additional Duties: Babysitting, cleaning, or tutoring can be negotiated as separate line‑items.

Research: Knowing Your Market Value

Before you negotiate, gather data:

1. Check local classifieds or nanny agencies for typical hourly rates.
2. Use online salary calculators (e.g., Bilingual Money List) to compare similar roles.
3. Consult professional networks – join NZ nanny groups on Facebook or LinkedIn.
4. Read reviews of families on nannyHall to gauge what employers are paying.

Negotiating the Negotiation: Practical Steps

1. Prepare Your Pitch

Draft a brief outline of:

• Hourly rate you’re targeting.
• Justification (experience, qualifications, extra duties).
• Preferred flexible schedule or shift types.
• Proposed benefits (holiday allowance, professional development stipend).

<h3>2. Timing Matters</h3>

<p>Ideally, start negotiations after you receive a job offer but before confirming your acceptance. If you’re starting without an offer (e.g., applying via an agency), bring your expectations into the initial interview.</p>
<h3>3. Leverage “Same‑Day or Same‑Week” Trades</h3>

<p>If the family needs you on short notice, offer to cover an unexpected absence in exchange for a higher rate for that week.</p>
<h3>4. Use a Written Agreement</h3>

<p>All negotiated terms should be drafted in an employment contract or written agreement, including:</p>

<ul>

    <li>Hourly rate and payment schedule.</li>

    <li>Total hours per week or month.</li>

    <li>Hours for overtime, if applicable.</li>

    <li>Holiday entitlement and how it’s calculated.</li>

    <li>Professional development allowance.</li>

    <li>Termination notice period.</li>

</ul>
<h3>5. Be Ready to Walk Away</h3>

<p>While families may be flexible, a wage below the <a href="https://www.ird.govt.nz" target="_blank">minimum wage</a> is not legally sustainable. Know your floor and be prepared to politely decline if negotiations don’t meet your baseline.</p>

Common Employer Expectations (and How to Meet Them)

Key Takeaway: Treat Your Work as Business

Negotiating a fair salary isn’t about “bargaining” in the traditional sense; it’s about setting clear, mutually understood expectations. Treat your hourly numbers like a business line item:

1. Your *value* (skills, experience).
2. Your *cost* (living wage, taxes, health).
3. Employer’s *budget* (family financial capacity).

When all three align, you create a sustainable, respectful employment package that lets you deliver high‑quality care while earning what you deserve.