Yes, You Can Hire More Than One Household Employee
There is no law stating that you can only have one household employee. While most people have a nanny or a housekeeper, maybe a landscaper, some households have a combination of household employees to support their needs.
Here’s something to remember: as you continue to hire one employee after the next, the organization becomes increasingly more important.
Here are three tips to guide you as you bring additional employees into your household:
1. Know What Type of Help You Need
In other words, you want to hire the right person for the job.
For example, you shouldn’t hire a nanny if you’re looking for someone to clean your home and prepare meals.
Make a clear list of the tasks you want your employee to tackle, all with the idea of determining what role you are really looking to fill.
2. Clearly Assign Responsibilities
When you have one household employee it’s simple to manage what this person is doing.
Your nanny may be responsible for nothing more than caring for your children while you’re at work. Easy enough, right?
However, when you add more employees, you need to clearly assign responsibilities to each one. This goes a long way in ensuring that one person doesn’t get in another person’s way, and prevents you from paying for redundant work.
3. Implement an Efficient Payroll System
Most people hire a household employee because they don’t have enough time to complete specific tasks, or they need help managing a work-life balance. For this reason, you might not have the time, or the interest, in handling household payroll yourself.
Staying current with tax filings, calculations, and paychecks can be a pain in the neck. Fortunately, you can work with a household payroll provider to eliminate any headaches associated with this part of being an employer and ensure that the filing requirements for household employers are met.
So, what do you think? Is it time to hire your first household employee? Are you hoping to bring another worker into your home?
View Our Plans and Pricing
Small business is our business.
This website contains articles posted for informational and educational value. SurePayroll is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, SurePayroll. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant. If you require legal or accounting advice or need other professional assistance, you should always consult your licensed attorney, accountant or other tax professional to discuss your particular facts, circumstances and business needs.