South Carolina

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 SC labor laws.

Have your employee fill this out at time of hiring. You do not submit this to anyone, just keep it filed in case of an audit.

I-9 form

Have your employee fill this out at time of hiring. Refer to the data input by the employee to complete the employee’s profile in the app (you can change withholdings throughout year if employee requests this). You do not submit this form to anyone, just file it in case of an audit.

W4 form

Please make sure your employee receives the following two required notices from the SC Labor website:

OSHA poster

Notice to Employees

Make sure to check the latest from SC Office of Wages and Child Labor to see if they have updates as requirements can change.

This is protection for you from liability if your employee gets injured or sick on the job.

You are not required to have Workers’ Compensation Insurance in SC. However, you may want to obtain voluntary coverage. The first place to start is to call the insurance company that you have your homeowner’s or renter’s policy with. You might already be covered, or you may need to add a rider to your coverage.

Overtime

Household employers in South Carolina must pay time-and-a-half (1.5× the regular rate) for any hours over 40 in a seven-day workweek. The live-in exception applies: if the employee resides in your home, overtime isn’t required (though regular wages must still be paid for all hours worked).

Minimum Wage

SC adopts the federal minimum wage. Get the most current minimum wage for SC here.

Fair Labor Standards Act

Domestic workers in SC are covered by the federal Fair Labor Standards Act.

Upon Termination

You are required to give your employee this notice:

Notice for Unemployment Insurance Benefits

When an employee is hired in SC, the employer is required to notify the employee in writing of:

1. the wages agreed upon

2. the normal hours the employee will work

3. the time and place wages will be paid

4. the deductions an employer may make from wages, including insurance

Changes to the above terms must be in writing at least seven (7) calendar days before they become effective

Additionally, having a contract reduces awkwardness and misunderstandings, especially as things come up you just didn’t anticipate. If you don’t have a contract 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.

Additionally, Hand In Hand, a non-profit that supports domestic employers + employees, is a good resource for tackling all sorts of challenges that come with household employment, creating a more dignified and respectful workplace for all. Take advantage of their excellent and free sample contracts and guide books.

Disclaimer: 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.