Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Onboarding Requirements for New Hires
In the state of New Hampshire, employers must provide each employee with a statement of deductions made from his or her wages for each pay period in which deductions are made. Employees must acknowledge in writing that they have received their rate of pay and all policies pertaining to vacation pay, holidays, sick leave, bonuses, and all other fringe benefits. Employers must also inform employees of any changes in pay prior to the effective date of the change.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to provide us with some key pieces of information prior to joining our platform. Here are the steps to do that.
New Hampshire - State Unemployment Insurance
New Hampshire employers can find the most up-to-date minimum wage requirements from the New Hampshire Department of Labor.
State Retirement Program
The New Hampshire Retirement System is the state of New Hampshire's program designed to give employees access to a retirement savings plan when their employer does not offer a private plan meeting the minimum standards. You can read more about state retirement programs at the link below.
Pregnancy Disability Leave
New Hampshire employers with more than 6 employees are required to provide pregnancy disability leave. An employee who is temporarily unable to work due to pregnancy, childbirth, or related conditions may take time off for as long as she is disabled.
New Hampshire employers should familiarize themselves with specific compliance issues and certain key considerations for separating employees.
In New Hampshire, If an employee quits or resigns, their final wages are due by the next regular payday. If the employee is fired, the wages are due within 72 hours from the time of the separation
To schedule a payment for a New Hampshire employee who is involuntarily separated, please contact Justworks support.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.