7 Key Compliance Updates for Household Employers

Jun 28, 2024 | Domestic Workers' Rights, GTM Blog, Labor Laws

July is a popular month for states and cities nationwide to implement compliance regulations for employers. These often include families with household help like nannies, housekeepers, and senior caregivers. Here’s what household employers need to know.

Here’s what household employers need to know.

1. Minimum wage rate on the rise

Household employees need to be paid at least minimum wage, which will be the highest of the federal, state, or local rates. Several states and cities have increased their minimum wage rates for July 1.

California – Alameda: $17/hour

California – Berkeley: $18.07/hour

California – Emeryville: $19.36/hour

California – Freemont: $17.30/hour

California – Los Angeles (city): $17.28/hour

California – Los Angeles (county): $17.27/hour

California – Malibu: $17.27/hour

California – Milpitas: $17.70/hour

California – Pasadena: $17.50

California – Redwood City: $17.70/hour

California – Richmond: $17.20/hour

California – San Francisco: $18.67/hour

California – Santa Monica: $17.28/hour

Maryland – Howard County: $16/hour

Minnesota – Minneapolis: $15.57/hour

Nevada: $12/hour

Oregon – Portland: $15.95/hour

Washington, DC: $17.50/hour

Also, household employees need to be paid at least time-and-a-half for hours worked over 40 in a work week.

As of July 1, there will be a single rate of $12/hour in Nevada as the state will eliminate its two-tiered minimum wage system based on whether health benefits are offered.

Get a complete list of minimum wage rates for household employees.

2. New Jersey implements new domestic worker protections

The New Jersey Domestic Workers’ Bill of Rights will go into effect in July.

The law will provide a range of rights and employment protections for household employees, including wage protections, anti-discrimination and anti-harassment rights, health and safety protections, and privacy rights.

Here are some of the new domestic worker protection requirements for employers:

Work agreements
Meal and rest breaks
Wage protections
Termination notice
Privacy rights
Anti-harassment and retaliation protections
Notice of rights

For additional information, read New Jersey Household Employees Gain Protections with Domestic Workers’ Bill of Rights.

3. New York City requires Workers’ Bill of Rights notice

On July 1, all New York City employers – including families with household help – must post the “Know Your Rights at Work” poster in a location visible to their employees.

The Workers’ Bill of Rights is meant to serve as a comprehensive guide to rights in the workplace in New York City.

The notice must also be distributed directly to employees.

Download the “Know Your Rights at Work” poster.

4. Chicago increases paid leave requirements

The new Chicago Paid Sick Leave Ordinance will go into effect on July 1 after a several-month delay. The city already requires paid sick leave, but this new law will double the amount of leave available to employees – including domestic workers – making it one of the most generous policies in the nation.

Household employees working in Chicago will now get ten days of paid leave – five for sick leave and five for any reason.

Read more about the Chicago Paid Leave Ordinance, including reasons for leave, accruals, and more.

5. Washington, D.C. requires pay transparency

On June 30, Washington DC’s pay transparency law will go into effect.

The legislation will require employers with at least one employee in the District – including household employers – to provide pay ranges in all public job postings and inform job applicants of healthcare benefits associated with the position while prohibiting employers from seeking information about a job applicant’s salary history. Employers must post a notice in the workplace notifying employees of their rights under the Wage Transparency Act.

6. Rhode Island includes household employees in the state’s minimum wage rate

Household employees in Rhode Island now must be paid the state’s minimum wage under a bill just signed into law by Gov. Daniel McKee.Domestic workers in Rhode Island didn’t have that protection as they weren’t considered employees. The new law removes a provision that classifies “any individual employed in domestic service or in or about a private home” as not an employee, as it applies to the state’s minimum wage laws.

Before this new law, domestic workers in Rhode Island were only guaranteed the federal minimum wage of $7.25/hour. The state’s minimum wage is currently $14/hour and will increase to $15/hour on January 1, 2025.

The new law goes into effect immediately.

7. Colorado restricts age-related inquiries during hiring process

The Job Application Fairness Act takes effect in Colorado on July 1. The new law prohibits employers – including families with household help – from inquiring about a job applicant’s age during the hiring process.

Employers can’t inquire about an applicant’s age, date of birth, or dates of attendance at or graduation from an educational institution. If employers request that applicants provide application materials – such as transcripts or graduation certificates – they must notify applicants that they may redact information that identifies their age, date of birth, or school attendance or graduation.

If the Colorado Department of Labor and Employment finds an employer violated the law, the employer may be penalized.

GTM can help

Household employment can be complex. GTM can help ease compliance burdens with our easy-to-use payroll and tax service that automates payday and tax withholdings. Our integrated time tracking app can also help you keep track of an employee’s hours and paid leave, including sick time, PTO, vacation time, and more. Timesheets flow seamlessly into payroll for approval and processing. A team of household employment experts is standing by to help with any question or task. Need help with labor compliance and employee management? Our PHR-certified household HR advisor can help with onboarding new employees, reviewing employment practices, auditing benefit offerings, and offboarding workers. Call (800) 929-9213 for a complimentary, no-obligation consultation, or schedule time with us at your convenience.