A live-in nanny is most commonly called exactly that: a live-in nanny. There isn’t a separate, more formal title that the childcare industry uses instead. However, depending on the specific duties, living arrangement, and background of the person, several other titles may apply, including au pair, governess, household manager, or family assistant. The IRS classifies all of these roles under one umbrella term: household employee.
Live-In Nanny Is the Standard Title
In job postings, employment contracts, and everyday conversation, “live-in nanny” is the most widely recognized term for a childcare provider who resides in the family’s home. The “live-in” part distinguishes the role from a “live-out nanny,” who commutes to and from work each day. Both do the same core job: caring for children on a full-time basis. The difference is simply where the nanny sleeps.
Professionally trained nannies typically have education or certification in early childhood development, first aid, or a related field. Families hiring a live-in nanny generally provide a private room (and often a private bathroom), meals, and a salary on top of the room and board. The nanny is a standard employee, not an independent contractor, and must be paid at least the applicable minimum wage.
Au Pair: A Different Role Entirely
People sometimes use “au pair” and “live-in nanny” interchangeably, but they are legally and practically distinct. An au pair is a young person from another country who lives with a host family as part of a cultural exchange program. In the United States, au pairs enter on a specific visa tied to that program and are limited in the number of hours they can work per week.
The primary purpose of an au pair arrangement is mutual cultural exchange, not professional childcare. Au pairs receive weekly pocket money rather than a full salary, and they are typically less experienced than career nannies. They are also temporary, with stays usually capped at one or two years. A live-in nanny, by contrast, can be from the same country as the family, does not need a special visa (assuming work authorization), earns a regular salary, and may stay with a family for many years.
Governess, Household Manager, and Other Titles
A few related titles describe roles that overlap with or expand on what a live-in nanny does:
- Governess: An older term, still used in some countries and wealthy households, for a live-in caregiver who focuses heavily on educating children at home. A governess typically handles academic tutoring, language instruction, or structured learning in addition to general childcare.
- Household manager: When a nanny’s responsibilities grow beyond childcare to include running the household (grocery shopping, scheduling, coordinating vendors, managing budgets, overseeing other staff), the role may be better described as a household manager or family manager. Some families hire both a nanny and a separate household manager.
- Family assistant: A broader title that can cover childcare, household errands, scheduling, and personal tasks for the parents. This role blends nanny duties with personal-assistant duties.
- Nanny/housekeeper: Some job listings combine both roles into one position, making clear that the person is responsible for both childcare and housekeeping tasks like laundry, cooking, and cleaning.
The IRS Calls Them Household Employees
Regardless of the title you use day to day, the IRS classifies a live-in nanny as a “household employee.” You have a household employee if you hire someone to do work in your home and you control not just what work is done but how it is done. The IRS specifically lists nannies alongside babysitters, housekeepers, cooks, drivers, and private nurses as examples of household workers.
This classification matters because it triggers tax obligations. As a household employer, you are responsible for withholding and paying Social Security and Medicare taxes once your worker’s wages cross the annual threshold. You may also owe federal unemployment tax. The term “household employee” is what appears on official tax forms and in federal labor guidance, so you will encounter it when setting up payroll or filing your return.
How Federal Labor Law Treats Live-In Workers
The Fair Labor Standards Act draws a specific line between live-in and live-out domestic workers. To qualify as a live-in worker under federal law, a person must reside on your premises either permanently (seven days a week with no separate home) or for extended periods, defined as five or more days per week or at least 120 hours per week of combined working and sleeping time on the premises.
The practical difference: live-in domestic workers are exempt from the federal overtime requirement. That means you are not required to pay time-and-a-half for hours over 40 in a workweek, though you still must pay at least the federal minimum wage for all hours worked. You and the nanny can also agree in writing to exclude bona fide sleep time, meal periods, and off-duty time from compensable hours, as long as any interruptions during those periods are counted as work time. Many states have their own rules that provide stronger protections, so the federal standard is a floor, not a ceiling.
One important note: if you hire a live-in nanny through an agency and the agency is the employer of record, the agency cannot claim the overtime exemption. It must pay overtime for hours over 40 regardless of the living arrangement.
Which Title Should You Use?
If you are writing a job listing or a contract, “live-in nanny” is the clearest and most searchable title. Candidates know exactly what it means, and it signals the living arrangement upfront. If the role includes significant household management or educational duties, consider adding that context in the job description or adjusting the title to something like “live-in nanny and household manager.”
If you are the nanny and building a resume, use the title that most accurately reflects your responsibilities. “Live-in nanny” works for straightforward childcare roles. “Private governess” or “household manager” may better represent a position that involved tutoring, managing staff, or overseeing a large household budget. Whichever title you choose, the role carries the same legal standing: you are a household employee, your employer owes payroll taxes, and federal and state labor protections apply to your work.