Salary of childminder employed by an individual employer
Verified 01 January 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
The remuneration of the registered childminder is an essential element of the employment relationship. Rules specific to this sector of activity are used to calculate the basic salary. Increases and allowances must be paid according to the hours of on-call service. We present you the main information to know.
Applicable hourly rate
The gross hourly rate varies depending on the level of training of the childminder. He cannot be inferior the minimum hourly wage set by the national collective agreement for individual employers and home employment.
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The childminder has the professional title "Childminder - childcare"
Gross hourly wage cannot be less than €3.79 (minimum hourly wage provided for in the national collective agreement for individual employers and home employment increased by 4%).
Other
Gross hourly wage cannot be inferior the following amounts:
- Minimum hourly wage provided for in the national collective agreement for individual employers and home-based employment
- Legal minimum, either €3.38 per hour of reception and per child.
It's the most advantageous amount which applies.
The employer and the childminder can agree on a higher basic gross hourly 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 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 payments enable the childminder to be paid a regular salary. It does not apply in the case of occasional reception.
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Regular welcome
Reception over 52 weeks per 12 consecutive months
The basic 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 basic wage.
Reception over 46 weeks or less per 12 consecutive months
The basic salary is calculated as follows:
- 1re step : 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 basic wage.
Please note
One regularization forecast is made each year at the anniversary date of the employment contract. This regularization is calculated by comparing the monthly wages that have been paid with the wages that would have been paid on an hourly basis actually carried out. This provisional regularization shall be established in writing signed by the parties. But no money is paid at this stage.
At the end of the employment contract, the sums remaining due for regularization shall be declared and settled.
Occasional welcome
When the reception is occasionalHowever, the salary is not monthly. It is calculated as follows:
Gross salary to be paid = gross hourly salary × number of hours of reception 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 be required 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 duration stipulated in the contract and up to a maximum of 45 hours per week
The overtime shall be paid at 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 in these hours shall be determined by agreement between the childminder and the employer.
This rate cannot not be less than 10% and must be specified in the employment contract.
The reception of a child with special, temporary or permanent difficulties entitles to an increase in salary. This increase varies according to the extent of the difficulties caused by the reception of the child.
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.
Remuneration must be calculated taking into account absences, both of the child in care and of the childminder.
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Absence of the child
Illness and hospitalization of the child
Short absences due to illness, consecutive or not, shall not be paid up to 5 days per year. The individual employer notifies the childminder of the absence.
He shall forward the proof of absence to the childminder as soon as possible and at the latest on the return of the child.
In case of new absence of short duration beyond this limit of 5 days per year, the individual employer must pay the salary.
Absence for illness or hospitalization that lasts 14 calendar days consecutive is not remunerated.
If the absence continues, the employer must resume payment of salary or break contract. The salary is taken back for the period of absence beyond the first 14 consecutive calendar days the absence in question.
These limits are calculated in a rolling 12-month period from the effective date of the hiring or its anniversary date.
Other case
The days of reception provided for in the contract, but not performed due to 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 case of sick leave or unpaid leave.
The regulations differ according to whether the holiday is the 1er May or another public holiday. It also varies according to whether the holiday is worked or unemployed.
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May 1
On 1er may is a paid and non-working holiday if it falls on usual day for the child.
The employer and the childminder may agree that the day is worked. Today's work must be exceptional. In this case, the childminder has the right to double her remuneration.
Other public holidays
Other public holidays may be non-working days or working days:
Public holidays
Public holidays unemployed persons falling one day usually worked entitle to the maintenance of remuneration subject to conditions. For this, the childminder must have worked last working day which precedes the public holiday and the 1ster working day which follows the public holiday.
Example :
A childminder looks after a child 4 days a week (Monday, Wednesday, Thursday and Friday). A holiday falls on a Wednesday. In order to be entitled to maintain her pay, the childminder must have worked on Monday (last working day before the public holiday) and Thursday (1er working day following the public holiday).
Please note
If the individual employer has authorized the absence, the day is considered to be worked.
Working holidays
The child's reception hours are paid with an increase of 10%.
The reference period short of 1er June of the previous year to May 31 of the current year.
The gross compensation leave shall be equal to:
- Either 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 gross total remuneration (including that paid for paid leave taken in the reference period) received by the employee during the reference year. This calculation does not take into account allowances (maintenance, food, etc.).
The employer must apply the calculation the most advantageous for the childminder.
The time at which paid leave is paid differs depending on whether the reception is over 52 weeks or not:
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Reception over 52 weeks per 12 consecutive months
Leave is paid when it is taken. Remuneration due for paid leave replaces the base salary.
Reception lasting 46 weeks or less per 12 consecutive months
Remuneration due for leave with pay for the reference year is in addition to the basic gross monthly salary.
The amount of leave with pay is calculated as of May 31 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 single time in June
- When taking the main leave
- As you take your leave.
Warning
Any other conditions for the payment of paid leave are forbidden. He is not 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 are included in the employment contract.
Maintenance allowance
The childminder shall receive a maintenance allowance to cover the following costs:
- Games and awakening materials
- Sleeping and childcare equipment and products (except diapers provided by parents)
- Consumption of water, electricity, heating, for example.
The indemnity provided for in the collective agreement is at least equal to €3.83 per child and for a day of 9 hours.
The amount varies according to the duration of the reception. But it cannot be less than €2.65.
A simulator proposes to carry out a monthly estimate of maintenance allowances:
Meal Expense Allowance
When the childminder provides meals for the child being welcomed, a meal allowance shall be paid by the individual employer. This allowance is in addition to salary.
The employment contract shall specify the nature, number of meals provided and the amount of compensation determined between the parties on the basis of the meals provided.
Please note
The meal allowance is not not taken into account to determine the amount of leave with pay to be paid to the employee.
Driver's allowance
The childminder may, at the request of the employer, agree to transport the child with his personal vehicle (at school or a playground for example).
The employer then pays the childminder a mileage allowance.
This amount cannot not be inferior to the scale of administration and it may not not be superior to the tax scale. These two scales constitute a low limit and one high limit.
Low limit set by the scale of administration
Type of vehicle | Up to 2,000 km | From 2,001 to 10,000 km | More than 10,000 km |
|---|---|---|---|
5 CV and less | €0.32 | €0.40 | €0.23 |
6 CV and 7 CV | €0.41 | €0.51 | €0.30 |
8 CV and more | €0.45 | €0.55 | €0.32 |
High limit set by the tax schedule
A simulator proposes to carry out an estimation of this upper limit:
Actual costs: calculate your mileage costs
When multiple employers If they request travel, the compensation payable by each of them is calculated on the basis of the number of children transported.
The number of children transported corresponds to the children present in the vehicle, including the children of the childminder if the trip is made to meet their needs.
Each employer then owes the childminder a portion of the calculated allowance for his child.
Please note
Allowances related to driving a vehicle are not taken in determining the amount of paid leave to be paid to the employee.
Reimbursement of transport costs
When the reception is carried out in a nursery home (Mam), employers shall reimburse transport costs corresponding to the expenses incurred by the employee to go to his workplace.
The employer pays the salary to the childminder every month, on a date and under the conditions laid down in the employment contract.
The employer declares its remuneration online to Urssaf Pajemploi Service.
Urssaf Pajemploi Service Online
The employer can use the following means of payment: transfer, check, Cesu securities pre-funded or cash. Salary can be paid in cash up to €1,500 per month.
The Pajemploi center prepares and sends a pay slip to the childminder.
Please note
The employer can also join the service Pajemploi+ from his personal space.
In this case, 2 days after the declaration of salary of the childminder, Urssaf service Pajemploi is responsible for taking the salary from the bank account, after deducting the amount of the CMG.
3 days after the declaration, he pays the salary to the bank account of the childminder.
Disputes fall within the competence of the labor court council the home of the childminder.
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The informants who answer you belong to the ministry in charge of labor.
Labor Code provisions applicable to childminders (Article L423-2)
Employment contract
Allowances and supplies for the maintenance of the child (Article L423-4), remuneration during periods of training (Article L423-5)
Allowance 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 the 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 (Article 114-1 and 2), allowance for use of the employee's vehicle (Article 113), public holidays (Article 47)
Conventional minimum wages for childminders from 1 April 2025
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