Household Employment Resources for Placement and Nanny Agencies
State-by-State Nanny Tax, Wage, and Labor Laws
Household employers must comply with all tax and wage laws that affect nannies and other household employees. While federal laws cover employers in all states, there are state-specific and city-specific rules and regulations that employers must also abide by. Visit a state page in our Nanny Tax, Wage & Labor Laws Guide to learn about laws and regulations affecting household employers in that state. View Nanny Tax, Wage & Labor Laws by State.
What Can Go Wrong? Six Things That Can Happen When Paying Your Nanny Under the Table
It may seem easy for families to just cut a check or hand over cash to their nanny each week for their services. That way they don’t have to deal with tax calculations, forms, and the hassles that come with being an employer. Their nanny may feel the same way. However, that’s a roll of the dice – for both the family and nanny – and one that a family may not be able to afford. Here’s why.
Benefits of Being Paid “On the Books”
Household employees hold jobs like any other professional and should be paid legally to gain important protections and advantages. They will need to pay taxes but the benefits will far outweigh the small amount taken out of their paycheck.
Health Benefits for Nannies and Other Household Employees
Offering health benefits is a great way for a family to attract the best talent to their position and retain their top employees. There are affordable, tax-friendly options to consider, which are better choices than giving money or a stipend. Check out health benefit options for household employees.
Independent Contractor or Employee? How to Classify Your Nanny
Federal law dictates that household workers like nannies, housekeepers, and in-home senior caregivers are to be treated as employees and not independent contractors. This is an important distinction for families and the employees they hire to work in their homes. Here are the differences between employees and independent contractors.