An Au Pair is generally a young person from another country who lives with a host family and helps with childcare while experiencing Canadian life and culture.

In Canada, the Au Pair must receive legal wages and is typically live in. The Host Family must provide accommodation and provide the Au Pair to travel in Canada.

Although the arrangement includes a cultural-exchange element, an Au Pair who performs regular childcare duties is still doing paid work. Canadian families must therefore follow the employment standards of the province or territory where the Au Pair works.

An Au Pair and a nanny can perform similar childcare duties, but the overall arrangements are often different.

An Au Pair is commonly a young international participant who comes to Canada temporarily for a combination of work, travel and cultural experience. Au Pairs frequently live with their host families and may have less professional childcare experience than career nannies.

A nanny is generally hired primarily for their childcare experience and professional abilities. A nanny may be Canadian or foreign, live in or live out, and may seek a longer- term position. Experienced nannies also frequently command wages above minimum wage.

The job title does not determine the family’s legal obligations. Whether the person is described as an Au Pair, nanny, mother’s helper or caregiver, the family must verify their right to work and comply with employment, payroll and minimum-wage requirements.

The best option depends on the family’s schedule, privacy preferences, budget, children’s needs and desired level of experience.

Au Pairs working with Canadian families come from many different parts of the world. However, a large number of available applicants come from Europe, the United Kingdom, Ireland, Australia and New Zealand.

Canadian families may also meet Au Pair candidates from Asia and Latin America, including Japan, South Korea, Taiwan, Hong Kong, Chile and Costa Rica.

There is no official Canadian government ranking showing exactly which countries produce the most Au Pairs. The term “Au Pair” is not a separate Canadian immigration category, so Au Pairs are not counted independently from other temporary workers or Working Holiday participants.

However, the country’s most commonly represented among Au Pair applicants tend to be countries whose young citizens can participate in the International Experience Canada Working Holiday program.

Most Au Pairs are young adults between 18 and 30 years old, although some applicants may be eligible to work and travel in Canada until age 35.

Many Au Pairs are in their early to late twenties. They may be taking a gap year, travelling after completing university or gaining international experience before beginning their long-term careers.

Canada does not have a separate Au Pair program. Most Au Pairs working in Canada use a valid open work permit, commonly obtained through the International Experience Canada Working Holiday category. IEC allows eligible young people from participating countries to work and travel in Canada, sometimes for up to two years depending on their citizenship and eligibility.

A Canadian family can legally hire an Au Pair as long as the individual is authorized to work in Canada and the family follows all applicable employment laws.

A Working Holiday open work permit normally allows its holder to work for most employers anywhere in Canada. However, families should read the actual permit carefully because restrictions may be printed directly on it.

The title “Au Pair” does not create an exemption from employment laws. The individual must be paid legally and treated fairly as an employee.

There is no standalone Canadian immigration category called an “Au Pair visa.” An overseas applicant must have valid authorization that permits them to work in childcare.

One of the most common options is an open work permit obtained through the International Experience Canada Working Holiday program. This program is available to eligible citizens of participating countries, generally between the ages of 18 and 30 or 35, depending on the country.

A Working Holiday open work permit allows the participant to work for most Canadian employers and does not normally require the person to have a job offer before entering Canada. Eligibility, participation limits and permit length vary by citizenship.

Families should never assume that an applicant is eligible simply because the applicant is young, is already visiting Canada or has applied for a permit. The family should see the valid work permit before any employment begins.

Yes, however some families find that it is a very time consuming process and end up using an agency at the end.

Before the Au Pair begins working, the family should verify:

• The person’s identity and valid work permit
• The expiry date and conditions shown on the permit
• Whether the permit allows employment in childcare
• The provincial minimum wage and employment standards
• Payroll, tax, CPP and EI requirements
• Any provincial rules concerning room-and-board deductions

No. A visitor visa, electronic travel authorization or visitor record does not normally authorize a person to work in Canada.

Providing childcare in exchange for wages, accommodation, meals or another benefit is still considered work. Calling the payment “pocket money,” “spending money” or an “allowance” does not make unauthorized employment legal.

The Government of Canada warns that unauthorized work can have serious consequences for a foreign national, including removal from Canada and difficulties with future immigration applications.

A family must not allow an Au Pair to begin childcare duties while waiting for a work permit to be approved. The family must first verify that the person has received valid authorization and that the permit does not contain a restriction preventing work in childcare.

The cost of hiring an Au Pair depends on the province, the number of working hours, the agreed wage and the services included in the arrangement.

Families should budget for more than the Au Pair’s take-home pay. Potential costs include:

• Gross wages based on actual hours worked
• Employer CPP and EI contributions
• Vacation pay and statutory holiday pay
• Overtime, when applicable
• Payroll administration
• Workers’ compensation requirements, where applicable
• Accommodation and additional household expenses
• Transportation, insurance or phone expenses included in the agreement
• Recruitment or placement assistance

The Au Pair must generally receive at least the minimum wage required in the province or territory where the work takes place. Minimum wages change, so families should confirm the current rate before calculating their budget.

A realistic budget should be based on the complete employer cost—not simply the amount deposited into the Au Pair’s bank account.

An Au Pair must be paid according to the employment standards of the province or territory where they work. At a minimum, this normally means paying the applicable provincial minimum hourly wage for every hour worked.

Au Pairs should not be compensated exclusively through accommodation, meals or “pocket money.” Free or reduced-cost accommodation can be a valuable part of the arrangement, but it does not replace the requirement to pay legal wages.

Any deduction for room and board must comply with provincial rules and should be clearly explained in a written employment agreement. Families must also follow the applicable requirements for vacation pay, statutory holidays, overtime and permitted wage deductions. Employment conditions vary across Canada, so families should consult their provincial or territorial employment standards office.

A written contract should clearly state the hourly wage, expected schedule, pay periods, benefits and any lawful deductions.

In Canada, the Host Family will be considered the employer because the family determines the schedule, assigns the duties, provides the workplace and supervises the work.

The Canada Revenue Agency examines the actual working relationship rather than the title given to the worker. A childcare provider is generally more likely to be an employee when the family specifies what work must be completed, determines the hours and supervises how the work is performed.

As an employer, the family may need to:

• Register for a CRA payroll account
• Obtain the employee’s Social Insurance Number
• Have the employee complete the required tax forms
• Calculate and remit payroll deductions
• Provide a pay statement for each pay period
• Keep accurate payroll and hours-of-work records
• Issue a T4 slip
• Follow provincial employment standards
• Families who are uncertain about the worker’s status can request guidance from the CRA or speak with a qualified payroll professional.

Canadian families may be able to claim qualifying amounts paid for in-home childcare through the federal child care expense deduction.

Eligibility depends on factors including the child’s age, the reason childcare was required, which parent claims the deduction and the annual limits established by the Canada Revenue Agency. The deduction is generally calculated using Form T778.

When a family pays an individual to provide childcare in its home, the family may also have responsibilities as an employer. The employer’s share of CPP contributions and EI premiums paid for an in-home childcare employee may be included as a childcare expense when the CRA’s eligibility requirements are met.

Families should keep employment contracts, pay records, receipts and payroll remittance information. A tax professional can confirm which expenses are deductible in the family’s particular situation.

An Au Pair’s schedule should be reasonable, clearly defined and compliant with provincial employment standards.

Typical duties may include:

• Supervising and caring for children
• Preparing simple meals or snacks for the children
• Helping children get ready for school
• Taking children to activities
• Organizing games, crafts and outings
• Tidying children’s rooms and play areas
• Washing children’s clothing
• Helping with homework and bedtime routines
• An Au Pair should not be treated as an unlimited source of household labour simply because they live in the family’s home. General house cleaning, constant availability, overnight responsibility and regular weekend work should not be assumed unless these duties are clearly discussed, legally scheduled and properly compensated.
• Families should record all working hours. Overtime, rest periods, vacation, statutory holidays and maximum hours of work are governed mainly by provincial or territorial employment standards.

Most Au Pair arrangements are live-in because living with the host family is part of the cultural-exchange experience. It also gives the Au Pair an affordable place to live and can provide the family with greater scheduling flexibility.

However, the words “live-in” should not mean “always working.” The Au Pair must have:

• A private, safe and comfortable bedroom
• Reasonable privacy
• Clearly defined working and personal time
• Regular days off
• Freedom to leave the home during personal time
• Respectful use of shared household spaces
• Some families and candidates may agree on a live-out arrangement. What matters legally is that the individual is authorized to work, receives proper wages and is employed according to provincial standards.
• Before matching, both sides should discuss household routines, guests, meals, transportation, curfews, privacy, vehicle use and expectations concerning shared family time.

The length of an Au Pair’s stay depends on the expiry date and conditions of their work permit.

International Experience Canada participation can allow eligible foreign youth to work and travel in Canada for periods of up to two years, but the permitted length varies by citizenship and program eligibility. Some participants may receive a shorter permit.

The host family should inspect the actual work permit rather than relying on the applicant’s expected length of stay. A passport that expires early, insufficient insurance or other eligibility factors may affect the permit’s validity period.

An Au Pair must stop working when their authorization expires unless they have obtained another legal authorization that permits them to continue working.

Yes, it is possible by switching the Au Pair’s work permit to a different stream. Typically an Immigration professional can assist with this process.

An immigration medical exam is important for an applicant who intends to work in childcare. Without the appropriate medical examination, a work permit may contain a condition preventing the person from working in childcare, health services or certain educational settings.

IEC applicants are also commonly required to provide police certificates for countries or territories where they have lived for six consecutive months or longer since turning 18. Immigration requirements do not prevent a family from conducting its own careful screening.

A responsible screening process should include:

• Recent criminal record or police checks
• Verified childcare references
• Character references
• Identity and work-permit verification
• First aid or CPR training
• Driving-record verification when driving is required
• A detailed interview concerning safety and childcare experience

Families can search independently through Au Pair websites and personal referrals or work with an experienced placement agency.

Regardless of the method used, families should never match solely because they like a candidate’s photographs or introductory message. A thorough process should evaluate the applicant’s legal eligibility, childcare experience, maturity, communication style and expectations.

Families should conduct more than one interview, speak directly with references, verify documents and put all agreed terms into a written employment contract.

An Au Pair may be a good choice for a family that needs flexible childcare, multiple children and has space for another person in the home and is comfortable welcoming someone from another culture into daily family life.

An Au Pair arrangement may suit your family when:

• You have a suitable private bedroom available
• You need help before or after school
• Your schedule changes from week to week
• You are prepared to become an employer
• You value cultural exchange
• You can communicate expectations clearly
• You are comfortable sharing your home
• You understand that an Au Pair needs personal time and independence
• You can pay legal wages and employment costs
• You are willing to help a young person adjust to Canada
• An Au Pair may not be the right choice when the family needs a highly experienced childcare professional, expects around-the-clock availability or is uncomfortable sharing its home.
• The most successful placements begin with realistic expectations. An Au Pair can provide meaningful support, but they should be welcomed as both an employee and a young person adapting to a new country—not treated as an inexpensive replacement for every form of childcare and housework.

For busy Canadian families, balancing work, school schedules, activities and household responsibilities can feel like a daily juggling act. Hiring an Au Pair can provide reliable childcare support while introducing your family to a rewarding cultural experience.

1. More Flexible Childcare

One of the greatest benefits of hiring an Au Pair is the flexibility it can provide.

An Au Pair’s working schedule can often be arranged around your family’s actual childcare needs. This may include help before school, after school, during school closures or around changing work schedules.

• Depending on the agreed schedule, an Au Pair may assist with:
• Morning and bedtime routines
• School and activity drop-offs
• After-school childcare
• Homework supervision
• Children’s meals and snacks
• Occasional evening childcare
• An Au Pair must still have clearly established working hours, proper time off and compensation that complies with provincial employment standards. However, having someone living in the home can make coordinating childcare considerably easier.

2. More Support With Everyday Family Life

An Au Pair can provide an extra pair of hands during the busiest parts of the day.

In addition to supervising the children, an Au Pair may help with child-related tasks such as preparing simple meals, organizing play areas, washing children’s clothing and getting school bags ready for the following day.

This everyday support can give parents more time to focus on work, spend meaningful time with their children or simply catch their breath.

An Au Pair should not be expected to manage all of the family’s housework. Duties should be reasonable, clearly discussed and primarily connected to the care of the children.

3. Consistent Care From Someone Your Children Know

Many families rely on a combination of daycare, babysitters, relatives and activity programs. Although these options can work well, they may involve several different caregivers and frequent schedule changes.

An Au Pair can offer greater consistency because the children are cared for by someone they know and see regularly.

Over time, the Au Pair becomes familiar with the children’s:

• Personalities and interests
• Daily routines
• School schedules
• Food preferences
• Activities and friendships
• Individual support needs
• This continuity can help children feel more comfortable and secure, particularly during busy mornings, transitions or changes in the family’s routine.

4. A Meaningful Cultural Experience

Hosting an Au Pair is about more than childcare. It is also an opportunity for cultural exchange.

Your children can learn about another country through its language, traditions, celebrations, music and food. The Au Pair, in turn, has the opportunity to experience Canadian culture and become part of family and community life.

Children may develop a greater curiosity about the world and a better understanding of people from different backgrounds. Some families also enjoy learning words and phrases in the Au Pair’s first language.

The most successful arrangements allow both the family and the Au Pair to learn from one another.

5. More Breathing Room for Parents

Perhaps the most important benefit of hiring an Au Pair is the difference that regular support can make to the entire family.

Knowing that another trusted adult is available to help with the children can reduce the pressure parents feel when trying to manage work, appointments, school activities and
household responsibilities.

An Au Pair may give parents more opportunities to:

• Spend individual time with each child
• Enjoy family meals without rushing
• Attend appointments or activities
• Manage demanding work schedules
• Make time for themselves
• Be more present when the family is together
• An Au Pair does not remove every challenge of family life—but the right person canmake everyday life feel more manageable.

Using an Au Pair agency does not remove the family’s responsibility to interview candidates, verify documents and follow Canadian employment laws.

However, the right agency can reduce uncertainty, provide structure and help families avoid common mistakes. For busy parents hiring an Au Pair for the first time, experienced guidance can make the entire process feel considerably more manageable.

The greatest benefit is not simply access to applicants. It is having support through the screening, matching, preparation and placement process.

Many Au Pairs have a valid driver’s licence from their home country, but not every applicant drives or has enough experience to feel comfortable driving in Canada.

Before allowing an Au Pair to drive the family vehicle, contact your insurance provider and make sure the Au Pair is properly listed and covered under the policy.

A copy of the licence and driving record should be requested whenever driving is part of the job. It is also wise to arrange a supervised practice drive before the Au Pair transports the children alone.

Families hiring privately are responsible for managing the entire search and hiring process themselves.

This usually includes:

• Advertising the position or joining Au Pair websites
• Reviewing applicant profiles
• Confirming work-permit eligibility
• Conducting interviews
• Checking childcare and character references
• Reviewing police-record documents
• Confirming driving experience, if required
• Preparing the employment agreement
• Setting up payroll and employment records
• Arranging the Au Pair’s arrival and orientation
• However, the search can take much longer when families receive few suitable applications, need to verify documents themselves or are looking for specific qualifications such as strong driving experience, infant care or fluency in another language.
• Families hiring privately should allow enough time to complete proper screening rather than selecting an applicant simply because they are available.

Using an agency can make the process faster and more organized because the agency may already have screened applicants who are actively looking for host families.

Depending on applicant availability, a family may begin reviewing suitable profiles soon after completing the agency’s registration and family-information process.

An agency may assist with:

• Identifying suitable candidates
• Reviewing basic work-permit eligibility
• Conducting applicant interviews
• Checking childcare references
• Helping the family prepare for interviews
• Explaining the matching process
• Preparing or organizing employment documents
• Providing guidance before the Au Pair arrives
• Supporting the family after the placement begins

The family must still interview candidates carefully and decide who is the best fit. However, much of the initial searching and screening may already have been completed.

Hiring privately may work well for families who already know a suitable Au Pair or have experience recruiting and employing in-home childcare workers. However, families should be prepared to spend considerable time reviewing applicants, checking references and verifying documents.

Families should ideally begin looking at least two to four months before their preferred start date.

Starting early provides enough time to compare applicants, conduct more than one interview, verify references and prepare the employment arrangement properly.

Families hiring an overseas applicant who still needs work authorization should begin even earlier, as immigration processing and travel arrangements can add significant time.

Whether you hire privately or use an agency, choosing an Au Pair should not be rushed. A thoughtful search and matching process can make a considerable difference to the success of the placement.

In most Canadian Au Pair arrangements, the Au Pair pays for their own airfare to Canada. This is particularly common when the Au Pair enters Canada through the International Experience Canada Working Holiday program.

Working Holiday participants are expected to arrive with either a ticket to leave Canada or enough money to purchase one. However, families and Au Pairs are free to agree on a different arrangement.

In some Canadian provinces, a host family may charge an Au Pair a limited amount for room and board. However, the rules vary by province or territory, and the deduction must comply with local employment standards.

An Au Pair is performing paid work and must be treated as an employee. Providing a bedroom and meals does not allow a family to replace legal wages with “pocket money” or unpaid accommodation.

A family employing an Au Pair with an IEC Working Holiday open work permit may be able to charge a modest amount for room and board, but only when provincial employment standards permit it.

Even with careful interviews and reference checks, an Au Pair placement may not always work out as expected. Personalities may be incompatible, family circumstances may change or the Au Pair may discover that the position is different from what they anticipated.

A placement ending early does not necessarily mean that either party has done something seriously wrong. What matters is that the situation is handled fairly, professionally and with the children’s well-being in mind.

An agency cannot guarantee that every placement will succeed. However, having an
experienced third party involved can make difficult conversations more constructive and
prevent smaller concerns from becoming larger problems.

Hiring an Au Pair can provide families with flexible childcare, meaningful cultural exchange and valuable day-to-day support. However, this arrangement is not suitable for every household.

Before hiring an Au Pair, families should carefully consider whether their expectations, home environment and childcare needs are well suited to a live-in arrangement. An Au Pair may not be the right choice if you require a highly experienced nanny, are uncomfortable sharing your home, primarily need housekeeping support or are not prepared to provide guidance and training to a young person adjusting to a new family and country.