Guidelines for Effective Nanny-Employer Relationship




Nanny / Employer Communication is critical to ensure the longevity and happiness of the working relationship. Conflict, resentment and frustration can build up if communication lines are not kept open and issues are not dealt with effectively. Without communication between the two parties, the relationship will fail.

When a new nanny starts with a new family it can take time for both the nanny and the family to get used to each other’s ways of doing things. The settling in period takes some time for both parties, and compromise may be necessary on both sides.

Here are some important guidelines for communication with your nanny to get your relationship off to a good start –

  • Schedule morning and evening debriefing routines.
  • Ask your nanny to maintain a daily diary / log of main activities and happenings – Rockmybaby® has a nanny diary you can purchase which will allow you to keep track of the child’s / children’s day – contact to order one.
  • Have a daily check-in time via phone or email / whatsapp.
  • Hold a weekly or monthly meeting in a quiet area with no interruptions.
  • On the agenda for these weekly meetings should be children, job tasks, expectations etc – both parties should be open and share their feelings and opinions in a diplomatic way. Both parties should feel comfortable and respected in sharing their feedback with each other. Be as honest and open as you can focusing on positives and areas of improvement in a diplomatic way.
  • It is best to always be open and direct in your communication and don’t expect your nanny to read between the lines.
  • Be supportive and empathetic when discussing more sensitive topics with your nanny like areas of development. Remain calm and do not show anger or be disrespectful in any way. Always keep communication professional.
  • Communicating around serious issues should be dealt with effectively and in a timely matter, so as not to let resentment and frustration build up.
  • Be an active and good listener.
  • Communicate how grateful you are for your nanny and her work and once in a while give her an unexpected bonus, time off or small gift to show your appreciation.
  • Praise her for the work well done – saying something kind or highlighting what she does well will go a long way to building a positive relationship
  • Be prepared to compromise on less important areas and be open to the nanny’s suggestions and ideas.

Remember that you have an employee-employer relationship with your nanny.

As much as your nanny might feel like part of the family, this is an employer / employee relationship at the end of the day. Always make sure your expectations are clear from the outset to make sure there are no misunderstandings, and have respect for her time off, the contract and duties.

The most successful nanny/employer relationships are where there is a mutual respect between both parties. The nanny / employer is unlike any other employer/employee relationship as she becomes part of your family. It is important for nannies to feel valued and for you to feel heard, hence ongoing communication is critical. With the right amount of attention and care, you can nurture your relationship to be one of the most important ones you will have for your family.

For you nanny recruitment needs, please contact Tanya at –



Benefits of a Live-in Nanny



Have you been thinking of whether a live-in or live-out nanny is better suited to your family? Here are some benefits of a Live-in Nanny which may help you in your decision.

  • Are you in need of a flexible nanny? If you need to travel frequently for work, have irregular working hours, have a busy social life etc, you may want a more flexible nanny than when you have quite predictable working hours.
  • Do you want mornings to be less stressful? A live-in nanny is already in your home, so there is no waiting around in the morning until the nanny arrives.
  • Is cost a factor for you? Live-in nannies receive room and board as part of their compensation package, hence can cost less than live-out nannies.

Whatever you decide, live-in or live-out, be sure to decide for a person that fits in with your family and needs.

Contact us on for your nanny needs –



Sleep Training Offered by Babyem in Zurich 3 September 2016!

SLEEP TRAINING COURSE! Great news! For those that attended to the Maternity Nurse Training by Babyem this year or last – you may be interested in the OCN Level 3 Sleep Training going to be offered by Babyem in Zurich on the 3rd of September – if interested, please email


Childcare ideas over the summer


Girl blowing dandelion in the green spring grass

I know when summer holidays start approaching we think.. how are we going to manage working / getting things done when the kids are off school It is that time of year again, summer break. Some of us are going home or on holiday and others are working most of the summer or partly.  Lining up summer childcare is a process that normally starts in winter / spring but rarely works out that a single solution to summer child care does the trick. Particularly for those of us who work, even if you do have to employ several of these summer childcare ideas, the sooner you make a plan for summer, the easier life will be. So for those still needing help here are some ideas –

  • Summer Camps for the kids are all over Switzerland with different themes i.e. sports, theatre, excursions, arts and crafts etc. Check with your local town hall as well as any private schools in the area that may also offer summer childcare programs
  • Ask your company for flexible working / work from home options
  • Juggle care between you as parents – take turns as parents taking time off work
  • Swap childcare with other parents – alternate childcare days where you take their kids for a day and vice versa – plus it gives the kids a chance for a playdate!
  • Host a Summer Aupair –  Rockmybaby® can also help finding you a Summer Aupair or Live-in Nanny for a shorter period to cover the summer holidays
  • Ask family for support – if you have family in Switzerland now is a good time to enlist their help!

Hope this helps and if you need support with a Nanny / Babysitter or Summer Aupair, don’t hesitate to contact Rockmybaby to discuss your childcare needs on


Letter of Termination for a Nanny


Kündigungsschreiben Vorlage quitt.chBlog post provided by

Terminating the employment relationship with your nanny is in general not a particularly pleasant thing to do. It is however part of the administrative obligations you face when employing a nanny or household staff. Below you can download a correct template for the letter of termination.

There may be diverse reasons for terminating the contract of a nanny, babysitter or domestic help. They may be of professional or private nature. Whatever the reason of terminating the contract of your nanny may be, the letter must be formulated correctly and in accordance to the contractual notice period and with indication of all information necessary. Writing such a termination letter to babysitter is not the easiest thing to do, therefore we provide you with a template, free to download.

Download letter of termination

What you need to consider when terminating the contract of your nanny

We would highly recommend submitting a written notice. If you should decide on sending the letter of termination to your nanny by mail, we do, for evidentiary purposes, recommend sending it by registered mail. If the letter of termination should be handed over to your nanny in person, a written receipt would be the best way of confirmation. The termination of the contract will only come into effect, when your nanny has received the letter.

Furthermore, the current address and name as well as the address and name of your nanny or babysitter have to be specified in the letter of termination, the place and date as well as the contract being terminated on the next possible termination date (based on Art. 335c OR regulating notice periods). Both parties have to sign the letter of termination – the employer and the nanny.

Possible protection against dismissal for a nanny

There are several reasons for protection against dismissal for employees in private households. You may not dismiss your nanny in case of sickness, an accident or pregnancy. The duration of military and civilian services is also covered by that regulation in Art. 336c OR. During these periods, your nanny is protected from termination of the contract. Only after that lock up period, the termination can be legally executed.

Being legally protected and insured as an employer

As an employer during the employer-employee relationship in general and after termination of the same, there is always a risk for a legal dispute between the parties. This might be the case when your nanny doesn’t show up for work or never shows up on time anymore as soon as you have terminated their contract on the next possible date. Therefore we recommend a legal protection insurance for private households employing a nanny. The insurance offers a solid protection against legal disputes with household employees. Thanks to the cooperation with the FORTUNA insurance, offers you a stable, inexpensive solution. Find out more about this insurance option here.

Key Receipt – Handing over your Keys to your Nanny

Blog Post by Quitt

Key receipt: You and your nanny on the safe side

During a hand-over of keys between you and your nanny, it is smart and foresighted to have a written document that acknowledges the hand-over and states the approach if the key gets lost. This is where a key receipt is of great help to you.

A key receipt can avoid precarious situations and brings clarity regarding several questions that may occur if a key gets lost. Such questions could include: Which house keys did I give to my nanny? What day was it again? Did one of my children lose one of the keys or was it my nanny? Did I lose them? As the key number is written down on the key receipt, it is clear which exact key was handed over and who will cover the costs in case of a loss of the keys. Therefore, it prevents a big source of misunderstandings and unjustified accusations right from the start.

Key receipt – Reliability for both sides
Our key receipt can be downloaded for free and is available in German, English and French.

Key receipt German
Key receipt English
Key receipt French

Using the provided template is a rapid way to prepare an adequate scripture to document the key hand-over while considering the interests of both sides – the employer and the employee. On the key receipt, the employer and nanny have a choice of two different options of agreement about what to do if the key is lost.

First option: The employer has to cover all expenses that occur if the key gets damaged or lost. If there is any case of gross negligence detectable on side of the employee, he could get held liable and needs to bear a part of the expenses (Art. 321e OR).

Generally speaking, the hand-over of a key brings a big portion of responsibility for the nanny. The risk of a housebreaking after the loss or damage of a key depends on what information is visible on the key. Never sign a key with name or address of the employer. Considering this little hint, it is not necessary to exchange all locks and keys if a single key gets lost. High costs can be avoided by this simple procedure. You will find more information on the legal situation here.
Second option: This is the carefree way. In case the employer has taken out a household insurance with, any costs incurred through the loss or damage of the keys are covered by the household insurance. With this insurance, there will be no trouble in case a key disappears. The nanny as well as the employer can solve the problem without big excitement.

Don’t wait too long with filling out the key receipt. We highly recommend filling out the key receipt right after the signature of the employment contract. This provides the best start for the new employment and supports a good cooperation.
By the way, all employees of have signed this exact key receipt as well!

Preparing for an interview – for nannies

Preparing for Interview.

We all know how exciting it is to hear that we have been successful in gaining an interview after applying for a position, but planning for this big occasion can cause some nervous anxiety. Here’s some advice for making the most of this exciting opportunity:

  • It’s important to remember that the client has chosen you above other applicants for a reason and therefore they believe you may be a good fit for their family! The next step is to ensure you are fully prepared and ready to demonstrate to the client why they should employ you above all other applicants.
  • Preparing well is the success to most things in life and is crucial to the interview process. Being prepared is a clear indication to the potential employer that you are organised and seriously committed to the position you have applied for. Remember that by ensuring you are well prepared, this reflects positively on how you may also take care of the most precious things in the employer’s life – their children.
  • As geography can make it difficult to interview in person at times, and because potential employers are interviewing for such an important position, many interviews are now completed over Skype or similar video conferencing apps. Many of us find this form of interaction much more difficult to really show off our skill set and particularly our personality. This is why, it is even more important to be prepared. Practice using Skype by video chatting with friends.. There’s nothing worse that arranging an interview, only to have the other person dealing with technical issues. Finally, remember that the interview is two sided. You will also need to decide whether you feel that the position is a good match for you.

Below are a few pointers to keep in mind:

  • Presentation – remember, first impressions count. Make sure you are well dressed, tidy and professional at all times. Even if the interview is over skype, they can see you!
  • Research – know the details of the position you have applied for and show enthusiasm for the role! Use the children/s names and ages in conversation. Let the employer know you are interested in their children; ask about them.
  • Requirements – ensure you have an idea of the job expectations beforehand. When asked questions, expand your answers, highlighting any previous experiences you have that reflect the question. Make sure you include in the conversation any special skills you may have in addition to the requirements. Be precise with your answers and stick to the point! Clarify any unclear job expectations during the interview and try to be positive and flexible where you can be; also be clear with your limits.
  • Paper work – Make sure your CV is at hand and also any written references you may have. This can help if you are asked to clarify anything precise such as previous employment length and dates.
  • The most important of all –Be confident, be yourself and smile!