{"id":18624,"date":"2025-05-09T11:18:32","date_gmt":"2025-05-09T15:18:32","guid":{"rendered":"https:\/\/gtm.com\/household\/?p=18624"},"modified":"2025-05-19T15:07:23","modified_gmt":"2025-05-19T19:07:23","slug":"nanny-unemployment","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/nanny-unemployment\/","title":{"rendered":"What to Do if Your Nanny Files for Unemployment"},"content":{"rendered":"
\"nanny-unemployment\"

If you needed to let your nanny go, they may file for unemployment compensation. Household employers have unemployment-related responsibilities during their nanny’s employment and after their termination. Here\u2019s what you need to know when your nanny files for unemployment.<\/p><\/div>\n

Whether you gave your nanny a month\u2019s notice that you wouldn\u2019t need their services because your family\u2019s circumstances changed, or fired them on the spot, your now ex-caregiver may file for unemployment. If they are no longer working for you and haven\u2019t lined up another job, they may claim benefits to get financial help while searching for their next placement.<\/p>\n

As a household employer, you have unemployment-related responsibilities while your nanny is on the job and after they\u2019re terminated.<\/p>\n

Here\u2019s what you need to know when your nanny files for unemployment.<\/p>\n

Classifying your household worker<\/h2>\n

Someone\u00a0working in your home is an\u00a0employee, not<\/a><\/span>\u00a0an independent contractor<\/a>. The IRS has consistently ruled this way, and to classify your nanny as an independent contractor is considered felony tax evasion. You control your worker\u2019s schedule, tell them how to do their job, and provide the tools and equipment to perform their duties. That meets the definition of an employer-employee relationship.<\/p>\n

Why is this important? Employees are eligible for unemployment if they\u2019re let go through no fault of their own. Independent contractors don\u2019t enjoy this benefit.<\/p>\n

Paying unemployment taxes<\/h2>\n

When you employ a nanny, or any household employee, and pay total wages of $1,000 or more in any calendar quarter, you must pay unemployment taxes. Federal unemployment (FUTA) is six percent on the first $7,000 in wages.<\/p>\n

State unemployment (SUI) rates vary and typically fall between two and five percent. You may receive a new employer rate if you are a first-time employer. Then your state will provide an updated rate every year. Your rate is based on several factors, including longevity as an employer and the number of unemployment claims made by former employees.<\/p>\n

You may be able to take a credit against your FUTA tax<\/a> for payments made into your state unemployment funds.<\/p>\n

Federal and state unemployment taxes can be remitted every quarter.<\/p>\n

You don\u2019t have to pay unemployment taxes when your employee is your spouse, child under age 21, or your parent.<\/p>\n

Understanding unemployment benefits and eligibility<\/h2>\n

Unemployment payments are based on a percentage of the worker\u2019s income and typically run for 26 weeks. Your state will disperse funds generated through unemployment taxes. Those receiving benefits need to be actively seeking a new job or taking a job training program, and physically be able to work.<\/p>\n

If your nanny was let go through no fault of their own, then they likely will be able to receive benefits. Some reasons may include your children going to school and no longer needing a nanny, your family moving out of the area, and compatibility issues.<\/p>\n

If you fired your employee for cause, they may be ineligible for unemployment. These reasons could include misconduct such as dishonesty, theft, or insubordination; frequent violations of the work agreement<\/a>; repeated unexcused absences; and creating an unsafe environment for your children. You\u2019ll likely need to show any documentation that justified this type of termination. For example, you could provide the written warnings you gave your nanny that both parties sign.<\/p>\n

If your nanny left on their own accord, they won\u2019t be able to claim unemployment. They could be leaving the workforce, returning to school, or moving out of the area. They may also end their employment because they have found a new job. If they are terminated from that job within a year, you may still get a notification because benefits are \u201ccharged\u201d to all employers during the state\u2019s \u201cbase period.\u201d<\/p>\n

Responding to notifications<\/h2>\n

When your former employee files a claim for unemployment benefits, you\u2019ll receive a notification from your state. You\u2019ll need to provide information on why they were terminated and any compensation above and beyond their typical wages. You may have given them severance pay or paid out unused PTO. Or their final paycheck will be delivered a week after their termination date. This all needs to be reported to the state as it impacts the benefits your former employee can receive.<\/p>\n

Make sure you respond to these notifications. Not answering or replying late may result in a fine.<\/p>\n

Getting answers to your questions<\/h2>\n

For state-specific questions, here is a list of contacts for unemployment information and assistance<\/a>. Or contact GTM Payroll Services at (800) 929-9213<\/a>; we\u2019ll gladly help.<\/p>\n

GTM can help<\/h2>\n

If you’d rather not deal with the hassles of figuring out and remitting unemployment taxes, call GTM at (800) 929-9213<\/a>. We’ll handle all your tax obligations, including unemployment, Social Security, and Medicare, in addition to paying your employee and calculating their withholdings. We offer a complimentary, no-obligation consultation<\/a> with a household employment expert who can answer all your questions about hiring and employing someone for your home.<\/p>\n

Download The Complete Guide to Household Payroll<\/h2>\n

Get our complimentary guide and learn everything you need to know about paying your employees legally and filing your taxes the right way.
\n