New Hampshire Household Employer Checklist
We’ve got you covered on the payroll end. Please read carefully the following resources and information to help keep you in compliance with NH labor laws.
Workers’ compensation insurance coverage for employees is required of every employer in New Hampshire, whether part time or full time. This is an insurance requirement, not a tax, and covers on-the-job injuries. You may already be covered through your homeowners’ or renters’ policy for 20 hours/week and under, but please call your insurance company to make sure. For 20+ hours/week, you may need to add coverage to your policy.
Federal law requires that all employers request this form to be completed by the prospective employee. Don’t submit it to anyone, just keep it with your employer records in case of an audit.
I-9 form: https://www.uscis.gov/i-9
W-4 form: https://www.irs.gov/pub/irs-pdf/fw4.pdf
To be sure your employee doesn’t get an unexpected tax bill, or have too much withheld, have them complete a W-4 form when they are hired, or anytime they experience a change in their withholding requirements (marriage, birth of child, additional income, etc.). You can update your employee’s profile in the Nest Payroll app at anytime during the year.
All NH employers are required to provide these notices to their employee at the time of hiring: Mandatory Notices
Having an agreement reduces awkwardness and misunderstandings, especially as things come up you just didn’t anticipate. If you don’t have an agreement with your employee, you can download this one and modify for your situation. This one is for a nanny, but you can easily change out the role of the employee, such as for a housekeeper or caregiver, making it work for you. NH requires the contract to include the employee’s hourly rate of pay and whether the employer will provide benefits such as paid vacation days, sick days, holidays, severance pay or any other benefits.
Additionally, Hand In Hand, a non-profit we love that supports domestic employers + employees, is a great resource for tackling all sorts of challenges that come with household employment, creating a more dignified and respectful workplace for all. Please consider taking their Fair Care Pledge, plus take advantage of their excellent and free sample contracts and guide books.
PAID SICK TIME: NOT MANDATORY
While not required, you may want to offer this benefit. In your employee’s profile, enter sick time upfront (for example, 24 hours for three full time sick days). When taken, paid sick time can be entered in the Nest Payroll app when creating a paycheck, and the remaining balance will display for you and on your employee’s pay stub.
VACATION TIME or PAID TIME OFF: NOT REQUIRED
Paid vacation time is not required, but it could be an important benefit to offer. To offer the PTO/vacation hours, enter the total hours for a full year upfront in your employee’s profile, and then the hours will be prorate for the remaining portion of the year. Vacation/PTO hours taken can be entered in the Nest Payroll app when creating a paycheck.
MINIMUM WAGE: REQUIRED BY LAW
All household employees are classified as hourly (non-exempt) and are subject to minimum wage protections. To check what the current NH minimum wage rate is, and if your city has a higher minimum wage requirement, click on the following:
The Economic Policy Institute - Minimum Wage Tracker
When you add an employee to the Nest Payroll app, the minimum wage for your city/state should pop up.
OVERTIME: REQUIRED BY LAW
Overtime of at least 1.5x the hourly rate for any hours worked over 40 regular hours in a 7-day workweek. Live-in employees are not required to be paid overtime. Overtime is not required to be paid when work is performed on a holiday.
Details: NH Dept. of Labor
The information provided on this page is general in nature. This is not to be taken as tax, legal, benefits, financial, or HR advice. Since rules and regulations change over time and can vary by location, consult an attorney or financial advisor for your specific situation.