Salary of a childminder employed by an individual employer
Verified 01 November 2024 - Directorate for Legal and Administrative Information (Prime Minister)
The remuneration of the registered nursery assistant is an essential element of the employment relationship. How is the basic salary calculated? Should surcharges be applied on the basis of hours spent on call? What compensation should be paid? What is the impact of an absence on salary? Here are some of the key facts to know.
Applicable hourly rate
The gross hourly rate varies according to the mother's level of training. He cannot be inferior the minimum hourly wage laid down by the national collective agreement for individual employers and homeworkers.
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The maternal assistant has the professional title "Maternal assistant - childcare"
Gross hourly wages may not be less than €3.64 (minimum hourly wage provided for in the national collective agreement for individual employers and homeworkers plus 4%).
Other
Gross hourly wages cannot be inferior to the following amounts:
- Minimum hourly wage provided for in the national collective agreement for private employers and homeworkers
- Legal minimum, or €3.34 per reception hour and per child
That's the most advantageous amount.
The employer and the childminder may agree on a higher gross hourly basic wage.
FYI
Allowances paid to the childminder for maintenance, meals, mileage allowances, for example, are not taken into account in determining the conventional minimum wage.
Method of calculating the basic monthly salary
The salary is mandatory monthly payment regardless of the number of working hours per week and the number of working weeks in the year. Monthly payment allows a regular salary to be paid to the childminder. It does not apply to occasional accommodation.
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Regular welcome
52 weeks per 12 consecutive months
The base salary is calculated as follows:
- 1re step: number of working hours per week × 52 weeks / 12 months = number of smoothed working hours per month
- 2nde step: number of hours smoothed per month × gross hourly wage = monthly base wage
Reception over 46 weeks or less per 12 consecutive months
The base salary is calculated as follows:
- 1re stage : number of working hours per week × number of scheduled weeks / 12 months = number of smoothed working hours per month
- 2nde step:number of hours smoothed per month × gross hourly wage = monthly base wage
Please note
One regularization shall be carried out each year at the anniversary date of the employment contract. This regularization is calculated by comparing the monthly salaries paid with the salaries that would have been paid on the basis of hours actually performed. Such regularization shall be established in writing, signed by the parties.
Occasional welcome
When the welcome is occasional, the salary is not monthly and is calculated as follows:
gross wage payable = gross hourly wage × number of reception hours worked during the month
FYI
In the case of a fixed-term contract (CDD) to replace an absent childminder, the smoothing of the remuneration is calculated over 12 months regardless of the duration of the CDD.
The childminder may have to work hours " additional ”. The increases to be applied for these hours vary according to the volume of hours worked.
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Hours worked in excess of the weekly contract duration and up to a maximum of 45 hours per week
The additional hours shall be paid at the basic gross hourly wage. They may be increased by written agreement between the childminder and the employer.
Increase in hours worked beyond 45 hours per week
Hours worked beyond 45 hours per week are increased.
The rate of increase for these hours shall be fixed by agreement between the childminder and the employer.
This rate cannot not be less than 10% and must be specified in the contract of employment.
The reception of a child with special, temporary or permanent difficulties entitles him to a salary increase. This increase varies according to the extent of the difficulties caused by the child's reception.
The rate of increase in the basic salary shall be fixed by agreement between the childminder and the employer. It is specified in the contract.
The remuneration must be calculated by taking into account the absences of both the child in custody and the mother's assistant.
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Absence of the child
Illness and hospitalization
Short absences due to sickness, whether consecutive or not, shall not be remunerated up to 5 days per year. The individual employer notifies the maternal assistant of the absence. He shall forward the proof of absence to the maternal assistant as soon as possible and at the latest on the child's return.
Absence due to illness or hospitalization that lasts 14 calendar days shall not be paid. If the absence is prolonged, the employer must reinstate the salary or terminate the contract.
The calculation of these limits is done in 12-month rolling periods from the effective date of the hiring or its anniversary date.
Other case
The reception days provided for in the contract, but not carried out because of the absence of the child, are remunerated (custody of the child by his grandparents for example).
Absence of the childminder
The remuneration paid by the employer may be reduced in the absence of the childminder. For example, in the event of a work stoppage due to illness or leave without pay.
The regulations differ depending on whether the holiday is 1er May or another public holiday. It also varies depending on whether the holiday is worked or unemployed person.
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May 1
The 1er may is a public holiday unemployed person and paid if one falls usual day child care.
The employer and the childminder may agree that the day is worked. Today's work must be exceptional. In this case, the mother's assistant is entitled to double her remuneration.
Other public holidays
Other public holidays may be non-working or working
Non-working holidays
Public holidays unemployed falling one day usually worked are entitled to the maintenance of remuneration subject to conditions.
The childminder must have worked last working day before the holiday and on the 1er working day which follows the public holiday.
Example :
A childminder cares for a child 4 days a week (Monday, Wednesday, Thursday and Friday). A holiday falls on a Wednesday. In order to be entitled to the maintenance of her remuneration, the maternal assistant must have worked on Monday (last working day before the holiday) and Thursday (1er working day following the holiday).
Please note
If the individual employer has authorized the absence, the day is considered to be worked.
Public holidays worked
The child's reception hours are remunerated with an increase of 10%.
The reference period court of 1er June of the previous year to May 31 of the current year.
The gross remuneration leave is equal to:
- Either to the gross remuneration that the employee would have received for a period of work equal to that of paid leave, excluding allowances (maintenance, food, etc.)
- Or 1/10e the total gross remuneration (including that paid for paid leave taken during the reference period) received by the employee during the reference year. This calculation does not take into account allowances (maintenance, food...)
The employer must apply the calculation most advantageous for the childminder.
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52 weeks per 12 consecutive months
Leave is paid when it is taken. Remuneration due for paid leave replaces base salary.
Reception for 46 weeks or less in any 12-month period
Remuneration due for holiday pay for the reference year is in addition to the basic gross monthly salary.
The amount of the paid leave allowance shall be calculated on 31 May of each year.
Such remuneration may be paid, in accordance with the agreement of the parties to be specified in the contract, in one of the following ways:
- In 1 time only in June
- When primary leave is taken
- As the leave is taken
Warning
any other condition for the payment of paid leave is prohibited. He's not possible to pay paid leave every month.
Occasional welcome
Leave with pay allowance for the reference year is not included in the gross monthly salary.
Remuneration for paid leave due is paid at the end of each reception.
Any allowances paid to the childminder shall be included in the employment contract.
Maintenance allowance
The childminder shall receive a maintenance allowance to cover the following costs:
- Wake-up games and equipment
- Sleeping and childcare equipment and products (except diapers supplied by parents)
- Water, electricity, heating consumption, for example
The compensation provided for in the collective agreement shall not be less than €3.80 per child and for a day of 9 hours.
The amount varies according to the length of stay but cannot be less than €2.65.
A simulator proposes to make a monthly estimate of maintenance allowances:
Meal allowance
When the maternal assistant provides meals for the child being hosted, a meal allowance shall be paid by the individual employer. This allowance is in addition to salary.
The contract of employment shall specify the nature, number of meals provided and the amount of the allowance defined between the parties and determined on the basis of the meals provided.
Please note
Meal allowance is not not taken into account to determine the paid leave allowance payable to the employee.
Driving allowance
The childminder may, at the request of the employer, agree to transport the child in custody with her personal vehicle (at school or a playground for example).
The employer then pays the childminder a mileage allowance.
This amount may not not be inferior the scale of administration and he cannot not be superior to the tax schedule. These 2 scales constitute a low limit and one upper limit.
Low limit set by the administrative scale
Type of vehicle | Up to 2,000 km | From 2,001 to 10,000 km | More than 10,000 km |
|---|---|---|---|
5 HP or less | €0.32 | €0.40 | €0.23 |
6 HP and 7 HP | €0.41 | €0.51 | €0.30 |
8 HP or more | €0.45 | €0.55 | €0.32 |
High limit set by the tax scale
A simulator proposes to estimate this upper limit:
Actual charges: calculate your mileage charges
When multiple employers requests travel, the compensation due by each of them is calculated according to the number of children transported.
The number of children transported corresponds to the children present in the vehicle, including the children of the maternal assistant if the movement is made to meet their needs.
Each employer then owes the childminder a portion of the calculated allowance for her child.
Please note
Driving allowances are not taken on account for the purpose of determining the holiday pay to be paid to the employee.
Reimbursement of transport costs
When the reception takes place in a Mom, employers shall reimburse transport costs corresponding to the expenses incurred by the employee to travel to his place of work.
The employer pays the salary to the childminder every month, on a date and under the conditions laid down in the contract of employment.
Employer reports compensation online to Urssaf Service Pajemploi.
Urssaf Service Pajemploi en ligne
The employer may use the following means of payment: transfer, check, Cesu securities pre-financed or cash. Salary can be paid in cash until €1,500 per month.
The Pajemploi center prepares and sends a pay slip to the mother's assistant.
Please note
The employer may also join the service Pajemploi+ on his personal space.
In this case, 2 days after the mother's declaration of salary, Urssaf service Pajemploi takes care of taking the salary from the bank account, after having deducted the amount of the GMC.
3 days after the declaration, he pays the salary into the maternal assistant's bank account.
Disputes shall fall within the jurisdiction of the prud'homme council of the home of the childminder.
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For more information on this topic, you can contact Allô Service Public.
Attention: the service does not have access to users' personal files and cannot therefore provide information on their status.
He does not respond questions relating to unemployment compensation and representations to France Labor (formerly Pôle emploi), the officials or contractual of the fpublic service, the amount or payment of contributions social, wage or management.
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The informants who answer you belong to the ministry responsible for labor.
Provisions of the Labor Code applicable to maternity assistants (Article L423-2)
Employment contract
Allowances and supplies for the maintenance of the child (Article L423-4), remuneration during training periods (Article L423-5)
Compensation representative of paid annual leave
Maintenance allowances (Article L423-18), remuneration (Article L423-19), remuneration in case of absence of the child (Article L423-20)
Terms of employment contract (Article D423-5), allowances and supplies for the maintenance of the child (Article D423-6), maintenance allowance (Article D423-7), food allowance (Article D423-8), overtime (Article D423-10)
Remuneration (Article 1 Annex 5), maintenance allowances and meal expenses (Articles 114-1 and 2), allowance in case of use by the employee of his vehicle (Article 113), public holidays (Article 47)
Conventional minimum wages for childminders from 1 May 2024
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Urssaf Caisse nationale (formerly Acoss)
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