Nanny Agency JobsTo request a nanny employment verification letter, first find out exactly what the recipient needs. Then ask the employer who can confirm that employment to prepare or approve the response. Keep the request focused on facts, leave disputed details open for checking and agree how the finished document will reach the recipient.
GoodHire distinguishes employment verification, which confirms employment facts, from a reference, which evaluates work or character. Establish which document you have been asked to obtain before approaching a current or former employer.
This guide offers an original request worksheet and correspondence examples. They are administrative aids, not an employer’s signed statement or a promise that a particular recipient will accept a letter.
Turn the incoming request into a clear task
Keep the recipient’s original instructions together rather than relying on your memory of a call. If the request simply says “proof of employment,” ask what information and format they want. They may have a specific form or a route for contacting the employer themselves.
Separate what is explicitly requested from what you think might help. Ask for clarification when a field is unclear instead of sending several documents in the hope that one will work.
Also establish the deadline and destination. “I need this soon” gives your employer little to plan around. If those dates conflict, take that information back to the recipient; do not promise a delivery date on someone else’s behalf.
Identify who can confirm the employment
Think about the actual employment arrangement. The agency that introduced you to a family may not be your employer. A parent who coordinated the daily routine may need another person to check records. Start by asking who handles this kind of request for your employment.
Explain the purpose plainly and ask whether they are able to provide the requested confirmation.
If the former employer is unreachable, tell the recipient. Ask what alternative evidence or process it accepts. A statement you write about your own history should remain clearly yours; it must not look like a letter issued by an employer who has not reviewed it.
Keep a request for praise separate. Someone may be able to confirm employment facts without writing a recommendation. If an agency needs a professional reference, use its stated reference process rather than treating this letter as a replacement.
Prepare a compact request worksheet
Use this original labelled-list worksheet to organize the conversation. It is a planning record, not a set of mandatory letter fields.
- Incoming request: Save the recipient’s exact instructions and identify any unclear wording.
- Employment to check: Identify the relevant role and period, marking uncertain dates as questions.
- Requested facts: List only the items the recipient actually asked the employer to confirm.
- Person handling it: Record who agreed to review the request and how you should contact them.
- Destination and timing: Note the agreed delivery route, recipient and requested deadline.
- Open questions: Keep unresolved details visible rather than filling them with assumptions.
- Completion record: Record when the employer issued the response and whether any correction remains pending.
For a straightforward employment-history request, the discussion might concern your name, the role and its dates. Let the actual instructions determine the final content. This worksheet does not prescribe pay disclosures, financial evidence or information about children and their household.
Send a request the employer can act on
An original message to adapt:
“Hello [name], I’ve been asked by [recipient] to obtain confirmation of my employment with you. Their instructions are attached. Could you let me know whether you can handle this request, or who I should contact? I have noted the role and dates I understand below, with one date marked for checking. The recipient has asked for a response by [date] through [route]. Please let me know what is workable and whether you need anything else from me.”
Do not add an employer signature, reproduce a signature from an old document or describe your notes as an approved letter. If the employer asks you to organize information in a draft, label it “For employer review” and keep the unresolved points obvious.
Fictional example: Taylor’s new agency asks for confirmation of a past nanny role and its dates. Taylor remembers starting regular work in September but also attended an orientation afternoon in August. Instead of choosing a date silently, Taylor flags the distinction in the request. The former employer checks the records and the agency clarifies which date its process requires. Taylor does not change the résumé or letter based on a guess.
Keep employer review, delivery and corrections visible
Before delivery, ask the employer to check the facts they are confirming and complete any authorship or signature step required by the recipient. A candidate’s carefully formatted draft still needs the employer’s own review and approval.
Agree who sends the finished response. If the employer must send it directly, confirm the destination with the recipient and pass those instructions on. If you are permitted to forward it, send the issued version without editing the employer’s wording.
If you notice an error, describe it precisely: “The end month appears as June; my records show July. Could you check before this is used?” Ask the employer to issue the correction. If an earlier copy has already been delivered, ask how the corrected version should be identified and sent.
Keep a short record of what was issued, when and to whom. Delivery and acceptance are separate steps. If the recipient needs something further, return with that specific request rather than quietly altering the letter yourself.
Sources
GoodHire: Employment Verification Letter, dated October 6, 2026, supports the distinction between factual verification and evaluation. The request process, worksheet and fictional example above are original NAJ administrative guidance.