Hiring someone to work in your home—whether it’s a nanny caring for your children, a caregiver supporting an elderly parent, or a housekeeper helping manage your household—means stepping into the role of a household employer. Along with that role comes the responsibility of handling payroll correctly, including understanding what you’re allowed to deduct from your employee’s paycheck.
It might seem logical to deduct the cost of a broken item or a uniform, but labor laws are quite specific—and often strict—about what’s legal and what’s not. Improper deductions can lead to compliance issues, penalties, or worse, damage the trust you’ve worked hard to build with your employee.
Here’s a clear look at what you can deduct from your household employee’s wages—and what you definitely shouldn’t.
As a household employer, you are required to withhold your employee’s share of Social Security and Medicare taxes (commonly referred to as FICA taxes). This amounts to 7.65% of gross wages. You, as the employer, must also match that amount and pay your share.
Withholding federal and state income taxes, however, is a bit more nuanced:
Make sure to check your state’s specific rules before setting up withholdings, and when in doubt, speak to a household payroll expert.
If your employee has a court-ordered wage garnishment—such as for child support, unpaid taxes, or other legal judgments—you are legally required to comply. The garnishment order will specify the amount to withhold and where to send the payment. Ignoring it can put you at risk of legal penalties, even if the amounts seem small.
These deductions are mandatory and should be handled promptly and accurately.
If you offer your employee optional benefits—such as health insurance, dental coverage, or contributions to a retirement plan—you may deduct the employee’s portion of the contribution as long as the deduction is voluntary and documented in writing.
The key here is consent and clarity. You and your employee should agree in advance on the deduction amount, frequency, and what it covers. This agreement should be in writing and signed by both parties.
If you provide your household employee with a wage advance—for example, they request an early paycheck or need help with an emergency expense—you may deduct the repayment from future wages. However, there are a few important guidelines:
Treat this like any financial agreement: document everything and keep the lines of communication open.
Some states require household employees to contribute to state-run benefit programs, which means you may be required to withhold these amounts from their pay. These programs vary by state and may include:
If you’re unsure whether your state has such a program, don’t assume—it’s worth checking with a payroll provider or state labor agency to confirm your responsibilities.
Now let’s cover what you can’t deduct—no matter how justified it might feel. These rules are designed to protect workers, and the penalties for violating them can be significant.
If your employee needs a uniform or specific tools to perform their duties, you cannot deduct the cost if it would bring their pay below minimum wage. This is a federal rule, and many states have additional restrictions.
If you want your nanny to wear a specific shirt or your caregiver to use certain equipment, that’s absolutely fine—but you should discuss this during the interview process, and provide and pay for it yourself.
Whether a broken glass, a dropped phone, or a torn curtain—accidents are part of any job. You are not allowed to deduct pay for property damaged during the normal course of work, unless the employee acted with clear intent or extreme negligence. And even then, proving it can be tricky and potentially lead to disputes.
This may feel frustrating, especially when the damage is costly, but labor laws protect employees from shouldering these kinds of losses.
Did your employee overpay a service provider or misplace cash during a grocery errand? Unfortunately, unless you have proof that the mistake was intentional, you cannot deduct those costs from their wages.
Even honest mistakes are part of the employer's risk in the eyes of the law.
Providing meals or housing for your employee? In some cases, you may assign a fair market value to those perks and count them as part of compensation—but only if certain conditions are met.
These rules vary significantly by state, and improper valuation or documentation can cause wage violations.
This is a complex area of household employment law and should be handled carefully—ideally with the guidance of a payroll specialist.
Running a compliant household payroll isn't just about avoiding fines or paperwork. It’s about creating a respectful, transparent, and fair work environment. When deductions are handled legally and clearly, it helps build mutual trust between you and your employee.
Incorrect or undocumented deductions—even if made with good intentions—can lead to wage disputes, complaints to labor authorities, or audits. But with a little guidance, household payroll doesn’t have to be overwhelming.
At HomeWork Solutions, we’ve been helping families handle legal, stress-free household payroll since 1993. We understand the unique challenges of hiring in the home—and we make it easy to stay compliant, from paycheck to tax filing.
Whether you need help setting up payroll deductions, managing taxes, or ensuring you’re following your state’s latest rules, we’re here for you. Schedule a complimentary household employment consultation.