Au Pair Salary Calculator

This Au Pair salary calculator, meant for guidance only, calculates gross wages – it is valid for all domestic workers in Ireland, at least 18 years of age, being paid the minimum wage for their experience level. Last updated January 1st 2018.

Information provided by this calculator is for illustrative purposes only. No responsibility is taken by for any errors, or for any loss, however occasioned, to any person by reliance on this calculator.

Au Pair Duties and Responsibilities

Because there is no legal definition of the role of an au pair in Ireland, there are no set rules relating to the tasks and responsibilities of an au pair. However, if using international guidelines as the standard, the day-to-day tasks your au pair will perform, should only relate to the care of your children.

If you expect your au pair to perform other duties, besides childcare, you should list them in the job description, during the job interview and, most importantly, in the job contract.

Au Pair duties and responsibilities include:

  • Getting children out of bed, and dressed
  • Washing, ironing and folding the children’s clothes
  • Housework related to the children – cleaning their room, making their beds, tidying up their toys, etc
  • Preparing food, assisting with feeding the children, and cleaning up after their meals
  • Entertaining the children – playing with them, taking them to the park, etc.
  • Bringing children to school, helping with their homework, bringing them to after-school activities
  • Bathing the children and helping to put them to bed
  • Running errands related to the children
  • Occasional babysitting

Agreeing responsibilities, with your au pair, that are clearly defined in your au pair’s contract is the best way of avoiding disagreement and conflicts at a later stage, and are in both parties interests.

Calling all Au Pairs! Lots of great jobs available in the Irish countryside

A lot of times we see two comparable au pair jobs posted, one is in a city and one is in the countryside. Although the terms and conditions are alike, the job in the city will get far, far more applicants than the one in the countryside – sometimes up to thirty times more.

We attribute this to most au pairs wanting to experience the excitement of life in the city, and be close to other au pairs, which is understandable, but there are also some great jobs going unfilled in beautiful parts of the country, close to our cities.

Au pairs, not currently living in Ireland, looking for jobs in Dublin, Cork, Galway, etc. seem to be especially disadvantaged when it comes to applying for these positions – host families prefer to shortlist candidates already in Ireland whom they can interview in person.

We advise any au pair, not currently living in Ireland, looking to experience Irish life, to also consider applying for positions in the countryside. If you also want to be close to cities maybe consider applying for positions in the counties around our cities – counties such as Kildare, Wicklow, Meath are all close to Dublin city centre, and have very regular bus services with Dublin, and there are online services available, such as, that are great for finding new friends in your area, no matter where you find yourself working.

Continue reading Calling all Au Pairs! Lots of great jobs available in the Irish countryside

Au Pair Placement Bill 2016 defeated

This week has been a very busy one in the Irish au pair scene – a bill, known as the “Au Pair Placement Bill 2016 “, proposed by Anne Rabbite T.D. (FF), was heavily defeated in the Dail. It was opposed by Fine Gael, Sinn Fein, and the Independents4Change group.

The bill set to formalise, and give legal definition to, the role of au pair in the home – with strict guidelines on the role of the au pair, the hours an au pair could work, living conditions, and how au pairs could be hired. It would also remove the au pair’s right to the minimum wage, instead favouring pocket money, and it also called for the setting up of an government agency to oversee the sector.

In his speech rejecting the bill, Minister for Employment and Small Business Pat Breen T.D. said:

“One of the key strengths of our employment rights policy is that we do not discriminate between different categories of workers. While the Bill is completely silent on employment law, it is clearly intended to remove au pairs, as defined in the Bill, from the protections of employment law.”

Independents4Change TD Thomas Pringle, described the bill as:

“outdated and irrelevant, and a flawed concept”

and Sinn Fein’s Maurice Quinlivan TD referred to it as:

“ill conceived; it is lazy sloppy legislation that is not fit for purpose.”

While the defeat of this bill does mean that host families won’t be able to revert to the old system of paying an au pair pocket money, there is light at the end of the tunnel, as, in his speech, Pat Breen T.D. also said:

“The current amount for board and lodgings (€54.13 per week or €7.73 per day) is set out in the National Minimum Wage Act 2000 (National Minimum Hourly Rate of Pay) Order 2000 (SI No. 95/2000). I am very conscious of the passage of time since these rates were set and I think it is timely that these rates be reviewed. To this end it is my intention to ask the Low Pay Commission to review the allowances for board and lodgings, provided for under the National Minimum Wage Act, as part of their next work programme”

This board and lodgings review is something we have been calling for since the WRC case in March:

“Our opinion on this ruling is that, it is only fair that au pairs are paid the minimum wage, however it is unfair to host families, given the cost of living in Ireland, that the maximum deduction a host family can make for hosting the au pair, is €54.13 for full board and lodgings per week.”

It’s clear that while existing labour laws can protect au pairs, and their legal recognition as employees is correct, we also hope that the Low Pay Commission can address the board and lodging rate as a matter of urgency.

Unlimited free au pair job posting adverts

We recently made some changes to employers’ membership plans on the site. Before the changes host families only had credit to post one, or two, job adverts, depending on their membership plan, but weren’t required to post a job. We changed it so that host families can now post unlimited jobs (not simultaneously, though) jobs, free, however they are required to post a job in order to access the main members area of the site.

We actually made these changes about two months ago, but given the public interest in the recent WRC finding, relating to au pairs’ wages, we postponed blogging about it, in favour of posting two blog entries related to the WRC ruling.

The impact of the WRC ruling on Au Pairs

[The following is a guest posting from Karen Conway from Graphite HRM]

A Recent landmark case was heard in the WRC regarding the hiring of Au Pairs. The decision found that the host family should have treated the Au Pair as an employee, therefore finding that they have breached many employee statutory rights. Namely being paid money owed for work, rest breaks, annual leave and public holidays. As it stands the WRC case has not changed any legislation, so the risk to families who hire Au Pairs at the moment is that an individual case could be taken against them personally.

This particular case is anonymous however the details showed that the employee was paid €100 per week plus board for working between 30 and 60 hours per week. If the legislation does change so that the relationship is to be seen as an employer/employee relationship, below are some of the mandatory changes that can be expected in a typical employer relationship.

  • Minimum wage must be paid and the current rate for an experienced adult is €9.55 per hour. If the Au Pair is living with you and receiving food they can get the amount taken from the minimum rate which is referred to as board and lodgings. This means a maximum of €7.73 can be included in the calculation of minimum wage per day for board and lodgings.
  • The Organisation of Working Time Act, 1997 stipulates that employees must get rest breaks during the working day, section 12 states employees must get a 15 minute break after 4.5 hours of work and at least a 30 minute break after 6 hours. The onus is on the employer to ensure that employees get their breaks and must keep a record of these breaks. An employer should introduce into the contract of employment a procedure to follow if they do not get a break during the day. A monthly timesheet can be signed which would include a sign off that the employee received their rest break. There must also be a minimum break of 11 hours between the end of one shift and the beginning of the next shift and at least 24 hours of continuous rest per week. This weekly rest break must be preceded by the 11 hour daily rest break.
  • An employer must not require an employee to work more than an average of 48 hours in each 7 days. The reference period can be calculated over a 4 month reference period.
  • Any employee that works at least 1365 hours per year is entitled to receive at least 4 normal working weeks per year of annual leave. The leave year according to the organisation of working time act is April to March. Anyone who works less than 1365 hours in a leave year is entitled to receive 8% of total hours work capped at a maximum of 4 normal working weeks.
  • There are 9 public holidays per year which employees are entitled to be compensated for as long as they have worked at least 40 hours in previous 5 weeks ending before the public holiday.
  •  It is also important that all employees are provided with a contract of employment. The Terms of Employment and Information Act, 1994 stipulates that all employees must be provided with a contract of employment within 2 months of commencing employment. According to the LRC code of practice SI146, 1996 for procedures dealing with Disciplinary and Grievances, employees must receive a copy of the disciplinary and grievance procedures within one month of commencing employment.

There has been a lot of media attention in relation to the hiring of Au Pairs and the Migrant Rights Centre who brought this case to the WRC has said there are currently between 30 – 40 cases pending in the WRC where they are supporting almost 1000 au pairs. The award for this particular case was nearly €10,000 that this family had to pay as ordered by the Adjudications officer.

If any of the above effects your organisation you can call Graphite HRM the advice line on 01 886 0350 for advice.

Recent Changes to Au Pair’s Wages

Given the recent court case which recognises that au pairs are employees entitled to be paid a minimum wage, currently (January 2018) between €7.64 and €9.55 per hour, we have updated our blog posting on au pair wages, you can view the posting at

Our opinion on this ruling is that, it is only fair that au pairs are paid the minimum wage, however it is unfair to host families, given the cost of living in Ireland, that the maximum deduction a host family can make for hosting the au pair, is €54.13 for full board and lodgings per week.

It’s a complex and emotive issue for most people involved, both host families and au pairs, and it will take some time to see the full effects of the ruling.

While there has been a notable increase in the salaries being offered on the site, in the two weeks since the ruling, we have also noticed a worrying (approximately) 30% decrease in jobs being posted. So, for the moment, it looks like it is a significantly reduced number of au pairs who are going to benefit from this ruling.

Further Reading

“Already applied for job” notification

We’ve added some new functionality for jobseekers. If a logged-in jobseeker has already applied for a position, they will be notified of that under the job title on the job description page. Previously the jobseeker was only notified when they went to submit their application, but now they will be warned on the job description page itself. This functionality only works for logged in job seekers, who apply for jobs using the inline job application form.

County and Country links on job descriptions and job search results pages

We’ve added cross-linking to the Locations on our job descriptions, and to our job search results pages.

This new functionality allows a jobseeker who’s looking at either a job description, or looking at a job search results page, to click the job’s location and view all jobs listed for that location. This functionality has existed on the Au Pair Ireland homepage for some time – job seekers can click the View Jobs by County links, to see all jobs in that county – however we’ve now made that functionality available throughout the site as a navigation aid to users.

New Homepage design

We’ve just launched a new homepage design, The new responsive homepage replaces the older one, which has existed in one format or another for about three years or so. The new, cleaner, design cuts down on visual clutter and prioritises the functionality based on feedback we got from heatmap of visitors’ interaction of the page. This new page retains all the functionality of the old page, so there’s nothing missing in the new version.