Childcare at home in France is undergoing a regulatory and salary transformation that profoundly changes how to secure this relationship. Understanding the available resources, from the conventional framework to verification tools, allows for structuring reliable care without improvisation.
Conventional salary and declaration: the contractual foundation of home care
Since April 2025, the branch grid sets the minimum conventional salary above the SMIC, around 12.51 to 12.70 euros gross per hour depending on the classification. This revaluation has a direct effect on the professionalization of the sector: it reduces the incentive for undeclared work and strengthens the recognition of the profession.
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For families, this increase requires recalculating the overall budget by incorporating employer contributions and the new scale of the Complement Mode of Care. We recommend simulating the net cost before any commitment, taking into account the actual classification of the caregiver (level of experience, additional qualifications).
Consulting all resources on Kids Sitter helps map out the different possible configurations, from simple care to shared care, and compare the associated administrative obligations for each option.
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Reform of the Complement Mode of Care: hourly calculation and removal of the remaining charge
The CMG has been deeply reconfigured for 2025-2026. The monthly flat-rate calculation has been replaced by a calculation based on actual hours worked, with an hourly cap set at 15 euros. This change benefits families whose childcare needs fluctuate from week to week.
The mandatory remaining charge of 15% for direct employment has been eliminated. For a family declaring their home care, the decrease in net cost can be significant. The CMG is now accessible until the child turns 12, extending coverage to after-school needs well beyond early childhood.
However, the shift to hourly calculation requires increased documentary rigor. Each hour must be tracked, which implies a signed record or a time-tracking tool shared between parent and caregiver. Without this traceability, the payment of the CMG may be suspended by the CAF.
Verification of skills and trustworthy childcare
Trust relies on verifiable elements, not on an impression during the first interview. Here are the non-negotiable checkpoints we consider before entrusting a child:
- The first aid training certificate (PSC1 or SST), to be verified by the validity date on the original certificate.
- The approval or declaration with the competent services: for a childminder, the PMI approval; for a home caregiver, the Urssaf declaration via Pajemploi or Cesu.
- Verifiable references from previous families, with contact authorization. A professional who refuses this transparency sends a warning signal.
- Coverage by professional liability insurance, separate from the employer parent’s home insurance.
A properly declared and insured caregiver also protects the family in case of an accident. Working off the books, even occasionally, removes any coverage for both the child and the employee.
Structured interview and situational assessment
We observe that families who formalize the hiring interview achieve better long-term results. Asking open-ended questions about managing a crisis situation (fall, sudden fever, conflict between children) reveals more than a discussion about availability.
Offering an hour of care in the presence of the parent allows for assessing the caregiver’s relational posture with the child. This paid observation time is part of the selection process.
Shared care and after-school care: structuring atypical arrangements
Shared care between two families divides the salary cost but multiplies organizational constraints. The employment contract must specify the distribution of hours, the primary location of care, and the respective responsibilities in case one of the families is absent. Each family remains a co-employer, with separate pay slips.
For after-school care, the extension of the CMG up to the child’s 12th birthday changes the game. Families who previously relied on informal solutions for school pickups can now declare these hours and benefit from assistance. The hourly cap of 15 euros covers most rates charged for after-school care.
Formalizing educational rules in writing
A shared document listing the house rules (screen time, diet, authorized outings, protocol in case of illness) avoids misunderstandings. This is not an excess of formality: unanticipated educational disagreements are the primary cause of breakdowns in regular care arrangements.
This written framework also protects the caregiver, who has a clear reference in case of doubt about the appropriate conduct.
Parental Law 2026 and absence authorizations: what changes for working parents
The law 2026-492 of June 2026 establishes a strengthened protective status for working parents. Special absence authorizations related to parenthood, published in the Official Journal in July 2026, will come into effect on January 1, 2027. These provisions provide for work schedule adjustments enforceable against the employer for common family events.
For parents managing home care, this evolution facilitates coordination with the caregiver. Being able to adjust work hours without case-by-case negotiation reduces situations where the child is left without suitable care solutions.
The combination of the CMG reform, the conventional salary increase, and the new legal framework on parenthood creates an environment where caring for children with confidence relies less on luck and more on mastering specific mechanisms. Families who invest time in understanding these systems secure their organization sustainably.