19 MAR 2020: UPDATED INFORMATION ABOUT EMPLOYER RESPONSIBILITIES IS FOUND HERE

The spread of the coronavirus worldwide has caused employers and employees alike to adapt, sometimes rapidly, to changes to normal daily routines. Primary care physicians are using video chat to assess some patients presenting with flu-like symptoms rather than have them visit the office. Healthcare janitorial services have changed protocols. And many employers have banned corporate travel and liberalized remote-work policies. Airlines are cancelling flights and holiday and entertainment plans are being postponed or cancelled.

Many nanny employers are sole proprietors, operating their own small businesses, law practices, medical or accounting firms. These nanny employers turn to nanny care because they need the flexibility in their childcare to allow them to focus work time on growing their businesses. They honestly could not do it without in-home childcare, so it seems logical to pay your nanny through your business, right? Wait a minute, the tax code does not agree with you!  

Household employee payroll is a legal imperative, as well as the right way to treat your valued household employee. Although it is necessary, it is often a headache and a hassle. You can combat the hassles of household payroll by outsourcing to specialists. There are a number of benefits to outsourcing household your payroll needs, including the five listed below.

As a nanny, you are required to wear several different hats: authoritarian, event planner, cook, playmate, and more. During your employment, you may also be asked to step in to be an overnight nanny occasionally.  If you are okay with adding occasional overnight stays to your job duties, be sure to talk about this at the time you are first hired.

We are committed to help educate families, nannies and agencies about the value of legal nanny payroll.

WE BELIEVE THAT LEGAL NANNY PAYROLL:

• Establishes a principled relationship between the nanny and the employing family;

Today's families want to assist their aging loved ones to safely age in place, and increasingly hiring senior caregivers to provide care and support is the ideal solution.  There are many misunderstandings and misconceptions about the relationship with the caregiver and their payroll deductions. Many people think that their caregiver is not an actual “employee” and that they can just pay them in cash and call it good. Hiring a caregiver, for your aging loved one, whether they are an live-in caregiver, or one that works a set number of hours per day, means that you will need to understand the importance of senior care payroll deductions. Here are some must-knows about paying your senior caregiver.

The City of Philadelphia joins 10 states and two other cities with legislation known as a Domestic Worker Bill of Rights. This legislation is part of a decade long community level movement nationwide to establish basic worker protections to the growing domestic services industry. While the numbers of nannies and housekeepers remains stable, the in-home senior care component of the domestic services field continues to experience vigorous growth as aging baby boomers overwhelmingly prefer to "age in place," therefore requiring senior caregivers to help them remain safe and independent.

You’ve hired a nanny and now comes the details of getting payroll set up with proper taxes withheld. It might seem like a good idea to pay your nanny partly on the books with the rest of payments off the record, because it could save you on taxes while still contributing to her work history. However, there are a variety of reasons you should not go this route, which we cover here.

The health insurance marketplace continues to change, and starting 1 January 2020 employers of nannies, senior caregivers, and other household employees will have a new choice for assisting or supporting their employees with their health insurance and other health care expenses.