Nanny Quit Without Notice: What to Do Now (Emergency Guide)

Your nanny just quit—with little or no notice. Whether they gave you a day's warning or walked out the door, you're now scrambling. Your child needs care. You have work obligations. You're stressed, possibly angry, and definitely overwhelmed.

Here's your emergency action plan.

Immediate Actions: The First 24-48 Hours

Step 1: Breathe and Accept Reality

This is stressful, but it's manageable. Thousands of families have navigated this before you.

Don't waste energy on:

Convincing them to stay (rarely works, usually awkward)
Expressing all your frustrations (you need to move forward)
Figuring out "why" right now (that comes later)

Focus on:

Getting through the next few days
Finding temporary coverage
Starting the search for replacement

Step 2: Assess Your Immediate Coverage Needs

Map out the next 5-7 days:

| Day | Date | Hours Needed | Potential Coverage | |-----|------|-------------|-------------------| | Mon | | 8am-6pm | ? | | Tue | | 8am-6pm | ? | | Wed | | 8am-6pm | ? | | Thu | | 8am-6pm | ? | | Fri | | 8am-6pm | ? |

Step 3: Activate Emergency Coverage

Option 1: Family and Friends

Call immediately:

Parents/in-laws
Siblings
Close friends with flexible schedules
Retired neighbors

Be specific about what you need:

"Our nanny quit unexpectedly. Could you help cover Monday and Tuesday from 8am-6pm while we figure out longer-term care?"

Option 2: Babysitters You've Used Before

Check your phone for past sitters
Reach out via text to multiple people at once
Offer premium rates for emergency coverage

Option 3: Backup Care Services

| Service | Speed | Cost | |---------|-------|------| | Care.com "last minute" | Same day-48 hours | $$-$$$ | | Sittercity | Same day-48 hours | $$-$$$ | | UrbanSitter | Same day | $$$ | | Backup care through employer | Same day if enrolled | Often subsidized | | Local nanny agency emergency line | Same day-48 hours | $$$$ |

Option 4: Drop-In Daycare

Search for "drop-in childcare [your city]" or "emergency daycare [your city]."

Many accept same-day drop-ins for:

$50-150 per day
Usually ages 6 weeks to 12 years
May require vaccination records

Option 5: Work Accommodations

Talk to your employer about:

Working from home temporarily
Flexible hours
Using emergency family leave (if available)
Taking PTO if necessary

Week One: Getting Stabilized

Temporary Coverage Strategy

You likely won't find a permanent replacement in one week. Your goal: stable temporary coverage while you search.

Ideal setup:

1-2 reliable temporary sitters
Backup options if they can't make it
Clear schedule communicated to everyone

Start the Permanent Search

Day 1-2: Post your job

Post on:

Care.com
Sittercity
UrbanSitter
Local nanny Facebook groups
Nextdoor
Local nanny agencies

Days 3-7: Screen candidates

Review applications daily
Schedule phone screens
Begin in-person interviews

Finding a Replacement: Accelerated Timeline

Standard Timeline vs. Emergency Timeline

| Step | Standard | Emergency | |------|----------|-----------| | Post job | Week 1 | Day 1 | | Review applications | Week 1-2 | Days 1-3 | | Phone screens | Week 2 | Days 2-5 | | In-person interviews | Week 2-3 | Days 5-10 | | Trials/second interviews | Week 3 | Days 7-14 | | Background check | Week 3-4 | Rush (2-3 days) | | Start date | Week 4-5 | Week 2-3 |

Speeding Things Up Without Cutting Corners

Do speed up:

Posting and responding to candidates
Scheduling interviews (evenings and weekends okay)
Background check (pay for rush processing)
Reference checks (call, don't wait for email)

Don't skip:

Background check (non-negotiable)
Reference calls (at least 2)
In-person meeting before committing
Trial period discussion

Interview Red Flags (Even When Desperate)

Still screen for:

Gaps in employment without explanation
Unwillingness to provide references
Bad-mouthing previous employers
Inconsistent stories
Reluctance to do background check

Desperation makes you vulnerable. Bad hires lead to the same situation in weeks or months.

Managing Final Pay and Logistics

What You Owe Your Departing Nanny

Final paycheck (required by law):

All hours worked
Any accrued, unused PTO (if your contract requires)
Issued within timeframe required by your state

What you DON'T necessarily owe:

Severance (unless in contract)
Unused sick time (unless in contract)
Reference (you decide)

Get Your Stuff Back

House keys
Car keys (if they used your car)
Credit cards
Garage door openers
Security system codes (change these)

Update Your Security

Immediately:

Change alarm codes
Collect keys (or re-key locks if not returned)
Change garage code
Update any shared passwords

Understanding Why They Left

Once the dust settles, reflect on what happened.

Common Reasons for Sudden Departure:

| Reason | Warning Signs You May Have Missed | |--------|----------------------------------| | Another job offer | Less engaged, unexplained appointments | | Burnout | Calling out more, less patient | | Personal crisis | Distraction, emotional changes | | Conflict with you/family | Tension, defensiveness | | Found the job too hard | Struggling with your child's needs | | Better opportunity | Networking, updating references |

Questions to Ask Yourself

Were there warning signs I missed?
Was communication open?
Were pay and conditions competitive?
Did I address concerns when raised?
Was the workload reasonable?

Not always your fault: Sometimes nannies leave for reasons completely unrelated to the job.

Preventing This From Happening Again

Improve Your Contract

Add these provisions:

2-4 week notice requirement
Consequences for inadequate notice (forfeit unused PTO, no reference)
"Guaranteed hours" that go both ways (you pay even if you don't need them; they show up even if they'd prefer not to)

Build Backup Into Your Routine

Always have:

2-3 backup sitters who know your child
A drop-in daycare option researched
Family/friend contacts ready
Knowledge of your employer's backup care benefits

Create Better Early Warnings

Regular check-ins:

Weekly: "How's everything going?"
Monthly: "Is there anything you need that would help you do your job better?"
Quarterly: "Are you happy? Is this working for you long-term?"

Watch for:

Decreased engagement
More call-outs
Less communication
Updating LinkedIn profile
Asking for references

Pay Competitively

Underpaid nannies leave faster
Review rates annually
Offer raises proactively
Provide benefits if possible

What If They Left Due to Conflict?

If There Were Unresolved Issues

Reflect honestly:

Were expectations clear?
Did you address concerns when raised?
Were you a good employer?
Could you have prevented this?

If You're Angry

You have a right to feel frustrated. Quitting without notice is unprofessional. But:

Acting on anger rarely helps
A calm final interaction is better for everyone
Your child may have heard/sensed the conflict
The nanny community is small (word travels)

Your Emergency Checklist

Day 1

[ ] Accept the situation
[ ] Map out coverage needs for next 7 days
[ ] Contact family and friends
[ ] Text backup sitters
[ ] Check employer backup care
[ ] Research drop-in daycares
[ ] Talk to your employer about flexibility

Days 1-3

[ ] Post job listings on major platforms
[ ] Contact local nanny agencies
[ ] Post in local Facebook parent groups
[ ] Secure coverage for first week

Week 1

[ ] Review applications daily
[ ] Conduct phone screens
[ ] Schedule in-person interviews
[ ] Begin background check on top candidates

Week 2-3

[ ] Final interviews and reference checks
[ ] Trial day with top candidate
[ ] Make offer and confirm start date
[ ] Transition to new nanny

FAQ

Q: Do I owe them anything if they quit without notice?

A: You owe them final wages for hours worked. Whether you owe accrued PTO depends on your contract and state law. You do NOT owe severance or a positive reference.

Q: Can I withhold their last paycheck?

A: No. You must pay final wages within the timeframe required by your state (often within 72 hours or on the next regular pay date). Withholding is illegal, even if they wronged you.

Q: Should I give them a reference?

A: That's your choice. You can decline to give a reference, give a neutral one (dates of employment only), or be honest about what happened. Never lie—but you don't have to do them favors.

Q: What if they're asking me to lie about why they left?

A: You're under no obligation to lie. If asked for a reference, you can decline or provide factual information only.

Q: Can I hire someone without a background check in an emergency?

A: You can, but it's risky. At minimum, do a quick reference call and a basic online background check. Complete a full check as soon as possible.

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