Au Pair & Live‑In Childcare in Canada – FAQ

In Canada, “au pair” is more of a marketing or cultural term than a legal one. Traditionally, an au pair is a young person from abroad who lives with a host family, helps with childcare and light household tasks, and receives room, board, and pocket money in return, with a strong emphasis on cultural exchange and language practice. Canadian law, however, doesn’t define a special “au pair” category, so anyone doing childcare is treated as a worker under standard employment and immigration rules.

A nanny, by contrast, is simply a childcare worker — live‑in or live‑out — employed to care for children. In practice, an au pair in Canada often looks very similar to a junior live‑in nanny, but the expectations differ: au pairs typically work fewer hours, earn less than a full salary, and are here temporarily to experience Canadian life. Families should be careful not to label a full‑time childcare employee as an “au pair” to justify below‑standard wages or conditions; local labour standards still apply regardless of the title used.

No. Canada does not have a government‑run au pair program or a dedicated “au pair visa.” Unlike some European countries, there is no national legal framework that sets fixed rules for au pair hours, pocket money, insurance, or course attendance. Instead, au pair‑type arrangements operate under general immigration and employment rules, most often using other existing work permits such as International Experience Canada (IEC) Working Holiday permits.

In practice, that means families and candidates must piece together the arrangement themselves: choose a lawful visa route, sign a clear written agreement covering duties, hours, pay, and time off, and comply with provincial employment standards (minimum wage, overtime rules, vacation pay, and statutory holidays). Families should be cautious with agencies or websites that suggest Canada has a “special” au pair category — even if the cultural spirit is there, legally the person is still a worker and must be treated as such.

The key is that the young person must hold a status that legally allows them to work in Canada. Most commonly, this is an open work permit under the International Experience Canada (IEC) Working Holiday category, which is available to citizens of certain partner countries in the 18–30 or 18–35 age range, depending on nationality. With an open work permit, they can legally work for a host family as a live‑in childcare provider, provided provincial labour laws and minimum wage standards are respected.

If the person does not qualify for IEC, other options can be more complex and usually require a formal job offer and, in many cases, an employer‑specific work permit. For most families, the simplest legal au pair‑style solution is to match with someone who already has, or can obtain, an IEC Working Holiday permit and then sign a written employment agreement that clearly sets out pay, hours, duties, and conditions, while ensuring registration on payroll where required.

Families in Canada typically use a mix of dedicated childcare platforms and au pair–focused services. Childcare marketplaces such as NannyServices.ca and similar sites allow parents to search for live‑in nannies, caregivers, and international applicants who may already be in Canada or planning to arrive on a suitable work permit. These platforms usually provide profile filters, background information, and messaging tools so families can screen candidates and arrange video interviews.

In addition, some specialized au pair agencies focus on matching IEC‑eligible candidates with Canadian host families, often providing support with expectations, sample contracts, and cultural orientation. Families can also use broader job boards and social media, but those channels require more careful screening and verification. Regardless of where the match happens, families should always independently verify references, identity, visa status, and, ideally, obtain a recent police or vulnerable‑sector check before confirming a live‑in arrangement.

Parents should be clear from the beginning that, even if they call the role “au pair,” it is still a job with defined responsibilities and rights. That means jointly agreeing on core duties (for example, supervising children, preparing simple meals, school runs, light tidying related to the children), the approximate weekly schedule, maximum working hours, free time, and rules for evenings and weekends. A written agreement helps avoid misunderstandings about what is included in “light housework” or how often the au pair is expected to babysit at night.

At the same time, families should emphasize the cultural‑exchange side: encouraging language practice, involving the au pair in family life, sharing Canadian traditions, and allowing time to explore the city or study. Real au pair arrangements usually include respect for personal boundaries (a private room, clear privacy expectations) and a fair balance between work and free time. If the schedule looks like a full‑time nanny job with very limited time off, it may be more honest — and safer legally — to treat and pay the role as a regular nanny position.

Foreign nationals can work in Canada in au pair–style roles, but only if they hold the right immigration status. There is no special “au pair visa,” so candidates must qualify under another category that permits work, most commonly the International Experience Canada (IEC) Working Holiday program or a caregiver‑related work permit. Working casually on a visitor visa, or providing childcare in exchange for room and board without authorization, is not allowed and can lead to serious immigration consequences for the worker and, in some cases, problems for the host family.

For most young applicants, an IEC Working Holiday permit is the most flexible path because it grants an open work permit, allowing them to change employers if a placement does not work out. Candidates who do not qualify for IEC might explore employer‑specific caregiver programs, but those typically require a formal job offer, meeting education and language thresholds, and, in some cases, a Labour Market Impact Assessment (LMIA). Because rules change frequently, it is wise to check the latest requirements directly with Immigration, Refugees and Citizenship Canada (IRCC) or an authorized immigration consultant or lawyer.

The most common pathway for au pair–style work is the International Experience Canada (IEC) Working Holiday category. This program is open to youth from specific partner countries, usually between ages 18 and 30 or 18 and 35, depending on their nationality. Successful applicants receive an open work permit for a limited period (often up to 12 or 24 months), which allows them to work for almost any employer, including families seeking live‑in childcare and light household help.

Outside of IEC, some candidates may come under caregiver or home‑care worker programs linked to a specific employer. These options generally require a formal job offer, proof of relevant training or work experience, and meeting language and education standards. Unlike IEC, these permits are usually tied to one employer and may provide a pathway to permanent residency if the caregiver completes a required amount of qualifying work. However, they are more complex to obtain and are not designed as short‑term cultural‑exchange visas.

International applicants usually start by searching on Canadian childcare platforms, au pair matching sites, and reputable agencies that specifically mention Canada and IEC. It is important to create a detailed profile that highlights childcare experience, language skills, driving ability, and any formal training such as first aid, CPR, or Early Childhood Education (ECE) courses. Most families will expect to see written references from previous employers or host families, plus at least one video call before they make a firm offer.

In parallel, candidates should research immigration options early, because a Canadian family cannot simply “invite” someone to work without the candidate having the proper status. For IEC, applicants must first confirm that their country has an agreement with Canada and then follow the pool and invitation process. For caregiver‑style permits, they will need a more formal job offer and often support from the employer for paperwork such as LMIA or program‑specific documentation. Being transparent about timelines and visa requirements from the very start helps avoid disappointment on both sides.

Most Canadian families look first for hands‑on childcare experience, not just enthusiasm. That can include previous au pair placements, nanny or babysitting work, summer camps, tutoring younger children, or experience caring for siblings. Experience with infants or toddlers is particularly valued, and candidates may be asked specific questions about feeding, nap routines, diapering, and safety. Having a valid first aid and CPR certificate, especially one focused on infants and children, is often a strong advantage.

Soft skills matter just as much: reliability, clear communication, emotional maturity, and a positive, calm attitude around children are all essential. Many families also prefer candidates who can drive safely in Canadian conditions (including winter), speak at least basic English or French, and feel comfortable helping with light household tasks connected to the children. While a formal childcare diploma is usually not required for au pair–style roles, it becomes more important for longer‑term or more professional nanny and caregiver positions.

In large cities like Toronto, Vancouver, Calgary, and Montreal, there is steady demand for childcare, but also significant competition among applicants, especially for roles that offer attractive conditions such as central locations, private bathrooms, or generous time off. Families often receive many messages from candidates abroad, so profiles that clearly explain visa status, availability dates, and real childcare experience tend to stand out. Candidates who are already in Canada with valid work authorization often have an advantage because the family can meet them in person and avoid long immigration delays.

In smaller cities or suburban areas, there may be fewer applicants overall, which can be an opportunity for flexible and open‑minded candidates, especially those willing to drive or live slightly farther from downtown. However, the cost of living and public transit options vary widely, so candidates should realistically assess whether the offered pocket money or salary will cover their personal expenses beyond room and board. Being honest about preferences — city life versus quieter family‑oriented areas — helps avoid mismatched expectations later.

The Live‑in Caregiver Program (LCP) was a long‑standing Canadian immigration program designed for foreign nationals who provided full‑time live‑in care for children, elderly people, or persons with disabilities in a private home. Under the LCP, caregivers came to Canada on a specific type of work permit tied to a single employer and were required to live where they worked. After completing a certain number of years of authorized full‑time work, many could apply for permanent residency, which made the program attractive to caregivers seeking a long‑term future in Canada.

For families, the LCP offered a structured pathway to hire overseas caregivers when qualified local workers were not available, though it involved significant paperwork, government fees, and compliance obligations. For workers, it represented both an opportunity and a risk: while it could lead to permanent residency, the requirement to live in the employer’s home and the power imbalance made some caregivers vulnerable to exploitation if conditions were not monitored carefully. These concerns were one of the reasons Canada eventually shifted toward newer caregiver pilot programs.

No. The Live‑in Caregiver Program has been closed to new applicants for several years. Only caregivers who were already approved under the LCP — or who had an LMIA and first work permit issued under that program before the cutoff dates — can continue along that pathway and, in some cases, still apply for permanent residency through the LCP rules. New applications from abroad are no longer accepted under this program, and families cannot start a fresh LCP case today.

Instead, Canada has introduced other caregiver pathways, such as the home‑care‑worker‑focused pilot programs that allow some caregivers to work in Canada and then apply for permanent residence if they meet the experience, language, and education requirements. These newer programs generally do not require the caregiver to live in the employer’s home and are designed to offer better protection and flexibility. Anyone reading about the LCP online should always check the date of the information, as many older articles no longer reflect the current reality.

Yes, in many cases caregivers who are already in Canada and previously held or still hold an LCP work permit can apply for permanent residency, provided they meet the program’s remaining requirements. Typically this includes completing a specified period of authorized full‑time live‑in caregiver work, maintaining valid temporary status, and meeting admissibility criteria such as medical and security checks. These applications follow legacy rules and are processed under the specific LCP permanent‑residence streams set out by IRCC.

However, caregivers who never entered Canada under the LCP, or who arrived after key cutoff dates, cannot newly join this pathway now. They must instead consider other caregiver or economic programs. Because the situation can be complex — especially for people who changed employers, had gaps in status, or worked without authorization — it is often worth consulting a licensed immigration professional to review individual timelines and records before applying.

Newer caregiver programs, such as the home‑care‑worker‑focused pilots introduced in recent years, aim to improve working conditions and reduce the vulnerability associated with the old live‑in model. One major change is that caregivers are generally no longer required to live in the employer’s home, even if some still choose to for convenience. The newer programs also link the pathway to permanent residence more directly to a set amount of qualifying work experience and clearer language and education standards, making the expectations more transparent.

For families, these programs often mean stricter eligibility rules and sometimes higher administrative effort, including providing formal job offers that meet prevailing wage levels and job‑duty definitions. For workers, they can offer more mobility and protection — for example, they may not be tied to a single household in the same way as under the LCP. Because some older pilots have now closed and been replaced by new ones, it is essential to check which caregiver immigration options are currently available at the time of planning.

International Experience Canada (IEC) is a government program that allows young people from partner countries to work and travel in Canada for a limited period, usually between 12 and 24 months depending on the agreement. The Working Holiday category within IEC provides an open work permit, meaning the participant can work for almost any employer anywhere in Canada. Many au pair–style placements rely on IEC because it is one of the few flexible ways for young foreigners to work legally for a Canadian family without a long, employer‑specific process.

For au pairs, IEC Working Holiday strikes a balance between cultural exchange and lawful work: they can live with a host family, provide childcare, and still change employers if the placement is not a good fit. However, places in IEC pools are limited, eligibility depends on nationality and age, and applicants must show funds, insurance, and sometimes a return ticket. It is not a guaranteed pathway — candidates should plan ahead, follow the official pool and invitation system, and be prepared for the possibility of not receiving an invitation in a given season.

Hiring a foreign caregiver on an employer‑specific work permit is more formal than hosting an IEC au pair, but it can be appropriate for long‑term or full‑time childcare needs. In many cases, the family must offer a position that matches an official occupation (such as home child care provider), pay at or above the prevailing wage in their region, and sometimes obtain a Labour Market Impact Assessment (LMIA) to show that no suitable local worker is available. The caregiver then applies for a work permit linked to that job and employer.

This route gives the caregiver a clearer professional status and, under certain programs, may lead to permanent residence after enough qualifying work experience. However, it also creates stronger obligations for the employer: maintaining proper payroll records, following provincial employment standards, and respecting any housing commitments if the caregiver is live‑in. Families should not attempt to “sponsor” someone informally; using the correct legal pathway protects both the worker and the family in the long run.

No. Visitors in Canada are not allowed to work, whether paid in cash, by bank transfer, or in kind (such as receiving free room and board). Providing regular childcare or housework in exchange for accommodation is considered work and requires authorization. Similarly, students with a study permit may have limited off‑campus or on‑campus work rights, but those rights are defined by their permit and do not automatically cover full‑time childcare or live‑in family arrangements. Working beyond the authorized scope can jeopardize both the person’s status and future immigration applications.

Families and candidates sometimes assume that “helping out as a family friend” is acceptable, but if the tasks and schedule resemble a job, authorities may treat it as unauthorized work. The safest approach is to ensure the person either has an open work permit (for example, IEC Working Holiday) or a specific caregiver‑type work permit. If someone is already in Canada as a visitor or student and wants to change their status to work in childcare, they should check carefully whether in‑Canada work‑permit applications are allowed in their situation and seek professional advice if needed.

In theory, a true cultural exchange guest — for example, a friend or distant relative visiting on a tourist visa — might occasionally help with small, voluntary tasks, just as any guest would, without being considered an employee. However, as soon as there is a regular schedule, ongoing responsibilities, or an expectation of childcare and housework in exchange for room, board, or pocket money, the arrangement looks like employment, not casual help. Immigration and labour standards authorities focus on the substance of the relationship, not just the label used.

Families who genuinely want a cultural exchange should still avoid creating informal “work for accommodation” arrangements with people who do not have work authorization. A safer model is to host someone who already has an open work permit (for example through IEC) and clearly define a part‑time paid job within that context. That way, the cultural exchange and family atmosphere can flourish, but the underlying childcare work remains legal and transparent.

Unpaid or semi‑formal arrangements — for example, “you live with us for free and just help with the kids” — may sound friendly but carry real risks. For the caregiver, working without proper authorization can lead to removal from Canada and difficulties with future visas. For the family, there can be liability issues if the person is injured, if there is an accident while they are responsible for the children, or if a dispute arises about hours, privacy, or treatment. Without a clear contract, expectations can drift and resentment can build on both sides.

Additionally, if authorities view the situation as employment, provincial labour standards may apply, including minimum wage, overtime, and record‑keeping requirements. Families might also face questions about whether they have failed to remit taxes and contributions. The safest path is to treat live‑in childcare as real work: use a legal work permit route, agree on a written schedule and compensation, and keep basic records. A warm, family‑like atmosphere is still very possible within a properly structured employment relationship.

Hiring a local live‑in nanny typically involves a straightforward employment relationship governed by provincial labour standards, without immigration complexity. The family posts a job, interviews candidates who already have the right to work in Canada, and then sets up payroll, taxes, and benefits according to local rules. The main challenges are finding the right match and ensuring the living arrangement is comfortable and respectful for both sides.

Bringing a foreign au pair or caregiver adds an immigration layer: the candidate must either qualify for an open work permit (such as IEC) or the family must support a more structured work‑permit application. This can be rewarding — adding cultural and language exchange to the household — but it requires more planning, higher upfront administrative effort, and sometimes longer wait times. Families should carefully weigh whether their needs are short‑term and flexible (where IEC au pairs might fit) or long‑term and professional (where a formal caregiver program or local hire may be more appropriate).

Beyond the caregiver’s wage or pocket money, families should plan for several categories of cost. These can include government fees related to work‑permit or caregiver programs, potential LMIA costs if applicable, and any agency or matching‑service fees if they choose to use a recruiter or au pair agency. They should also account for the value of room and board, utilities, and any extra household expenses such as increased food, transportation, or car‑insurance premiums if the caregiver drives the family vehicle.

From a payroll perspective, families may need to register as an employer with the Canada Revenue Agency and remit income tax, Canada Pension Plan (CPP), and Employment Insurance (EI) deductions where required. Some provinces also have specific rules for live‑in domestics or caregivers around how room and board credits can be applied toward minimum wage. A brief consultation with an accountant or employment lawyer can be very useful to set things up correctly from the start.

Compliance starts with knowing which provincial employment‑standards law applies, since rules differ between, for example, Ontario, British Columbia, Alberta, and Quebec. Families should confirm the minimum wage, maximum daily and weekly hours, rest periods, overtime rules, and vacation entitlements. Even when room and board are provided, there are usually limits on how much can be deducted from wages, and families must keep basic records of hours worked and pay provided. Simply calling someone an “au pair” does not remove these obligations.

A clear written agreement goes a long way toward staying compliant: it should outline duties, expected hours, how on‑call or overnight shifts are handled, and how holidays and sick days are treated. Families should also have a process for raising and resolving concerns from both sides, ideally with regular check‑ins during the first months. When in doubt, parents can call their provincial employment‑standards office anonymously to clarify how the rules apply to their situation.

A positive relationship usually starts with realistic expectations. Before the caregiver arrives, families can prepare a simple “family handbook” that covers daily routines, house rules, boundaries (for example, privacy, visitors, quiet hours), and any specific parenting approaches they follow. Once the caregiver is in the home, regular check‑ins — perhaps weekly during the first months — create a safe space to discuss what is going well and what could be improved, on both sides.

Families should also make an effort to support the caregiver’s life outside of work: encouraging language classes, helping them navigate transit, and being understanding when they want to meet friends or explore the city. Small gestures, like including them in family outings when they wish or celebrating their birthday, reinforce that they are valued as a person, not just as staff. At the same time, respecting their time off and personal space is crucial to prevent burnout and maintain a healthy long‑term arrangement.