Operational Gaze:
How to Run Payroll in California?

February 20th 2024

Payroll processing in California encompasses the entire spectrum of compensating employees for their work. This includes calculating the total earnings for each employee, handling deductions, submitting necessary reports, navigating payroll tax procedures, and ultimately distributing payments.

Given the unique considerations related to minimum wage, tax regulations, and employment laws in California, effectively managing payroll in this state requires a comprehensive understanding of the local regulatory environment.

That’s why we have compiled a series of step-by-step guidelines to help you navigate each pay cycle specifically in California. This article aims to provide you with essential insights into the intricacies of payroll operations in the state, ensuring you have a clear understanding of your situation and can identify areas where you might require additional assistance.

This Article Covers

Laws That Affect Payroll Procedures in California
Worker Classifications in California
Payroll Forms and Relevant Bodies in California
Applicable Taxes in California
Key Pay Elements That Impact Payroll in California
Step-by-Step Guide to Payroll in California

Laws That Affect Payroll Procedures in California

In the space of payroll procedures, certain legal regulations govern how employees are compensated and businesses must adhere to these rules. 

California Laws

A number of state legislation will impact your payroll processing, including:

  • California Labor Code: The California Labor Code addresses wage payments, sick leave, and workers’ compensation.
  • Overtime and Rest Periods: California overtime laws determine overtime pay by daily and weekly hours worked, as well as the total days worked. Employers must compensate employees with an extra $100.00 per day if they cannot take their designated rest breaks.
  • Unemployment, Disability, and Workers’ Compensation: California employers are required to participate in the state’s unemployment fund, and both disability and unemployment insurance are legally mandated by the state.
  • Minimum Wage: The minimum wage in California stands at $16.00 per hour, with varying rates applicable to different employee categories (e.g., part-time, full-time, contractors) and cities. Download U.S. Minimum Wage 2024 Poster now.
  • Wage Theft Protection Act: The Wage Theft Protection Act mandates that every employer must furnish each new employee with a written notice containing specific details upon hiring. This notice should be presented in the language typically used by the employer to convey employment-related information to the employee. Additionally, the legislation necessitates the Labor Commissioner to supply employers with a template that meets the notice’s stipulated requirements.
  • Paydays and Pay Periods: In California, wages must generally be paid at least twice a month on specified regular paydays, with wages earned from the 1st to the 15th of the month due by the 26th and wages earned from the 16th to the last day of the month due by the 10th of the following month. For other payroll periods (e.g., weekly, biweekly, or semimonthly), payment should be made within seven calendar days after the end of the respective earning period. Overtime wages should be paid in the following regular payroll period.
  • Paid Time Off and Leaves: California state regulations pertaining to paid sick leave, maternity leave, disability, and unemployment benefits differ based on your company’s size. Most of these regulations are applicable to businesses with a minimum of 5 employees.
  • Payment Records: Employers in California must provide pay stubs either twice a month or at the time of each wage payment. These pay stubs must include the employer’s name, address, all deductions, and other mandated information.
  • Payroll Taxes: California has a total of four payroll tax laws, with two being the responsibility of employers and two being covered by employees.
  • Final Paycheck: When an employee is terminated, whether it’s due to discharge or the end of seasonal work involving perishable items like fruit, fish, or vegetables, they are entitled to receive all their wages, including accrued vacation pay, promptly. In the case of a group of employees laid off due to seasonal employment termination, payment should be made within 72 hours after the layoff. If requested and a mailing address is provided, payment can be sent by mail to such employees.

Federal Laws

There are three key pieces of federal legislation that will impact your payroll processing steps:

  • The Fair Labor Standards Act (FLSA): The FLSA sets benchmarks and criteria for minimum wage, overtime compensation, recordkeeping, exemption classification, and regulations concerning child labor within various sectors, including private businesses as well as federal, state, and local government entities.
  • The Federal Insurance Contributions Act (FICA): Under FICA, both employers and employees are obligated to contribute to Social Security and Medicare. Employers are responsible for deducting 6.2% for Social Security tax and 1.45% for Medicare tax from each employee’s paycheck. Furthermore, employers must match these deductions, resulting in a combined FICA payroll tax processing rate of 15.3% for each employee.
  • The Federal Unemployment Tax Act (FUTA): The FUTA mandates that employers pay unemployment taxes, which fund benefits for qualifying employees who experience job loss. While not precisely a payroll deduction, as it pertains solely to employers, FUTA contributions still necessitate recording in every payroll cycle. Exceptions might be applicable according to the industry, but generally, a 6% tax on the initial $7,000 paid to an employee annually is expected.

HR Laws

  • New Hire Reporting: In California, mandatory new hire reporting is essential for setting up wage deductions for child support and tracking down parents who are behind on their payments. This information is also shared with the National Directory of New Hires to aid in the identification of debtors residing in other states. Such reporting is done through a DE 542 Form for independent contractors and a DE 34 Form for employees. 
  • Breaks & Lunches Requirements: Employers must mind paid and unpaid breaks to ensure accurate payroll. California break laws mandate that employers must provide a 10-minute paid rest break for every four hours worked and a 30-minute unpaid meal break for every five hours worked. If the employee is not fully relieved of duties during the meal break, it must be compensated at the regular pay rate. A second meal break is required for employees working over 10 hours, but meal breaks can be waived under specific conditions. 
  • Paid Time Off Requirements: While both California and federal laws don’t mandate paid time off (PTO), California imposes certain regulations on PTO. Accrued vacation time doesn’t expire, so the “use it or lose it” policy is prohibited. Employers can set limits on accrued PTO and notice requirements for its use. Earned vacation time is treated like wages. If an employee is terminated, they must receive compensation for unused PTO in their final paycheck. PTO cannot be taken away as a punishment, but it can be used for partial-day absences like extended lunches or half-day vacations.
  • Leave Requirements: California labor laws provide provisions for certain leave requirements. Employers must mind the impact of various paid and unpaid leave on payroll. Among these is that California employers with 50 or more employees must adhere to FMLA, providing up to 12 weeks of unpaid leave for various reasons. Additionally, California offers paid family leave for family care and bonding, granting eight weeks of paid leave at 60-70% of wages, with extra benefits for pregnant and new mothers. The state also mandates paid sick leave, with employees accruing one hour for every 30 hours worked. It becomes usable after 90 days, with usage subject to employer-set minimums.
  • Child Labor Requirements: In California, various regulations dictate minors’ pay and working hours. Most minors working in the state need a permit, which employers must possess before hiring them. The California Department of Industrial Relations has detailed requirements and penalties for child labor law violations categorized by age.
  • Poster Laws Requirements: It’s advisable to keep records of the minimum wage rates for each fiscal year and report any modifications to the company’s minimum wage policy. California has stringent requirements when it comes to compliance posters for business owners. The state requires all business owners to display their company’s wage policy, which includes details about earned wages, including minimum wage rates.

Worker Classifications in California

In California, there are primarily two categories of workers: employees and independent contractors. This classification has significant implications for the IRS tax forms that businesses need to generate.

Employees and Independent Contractors

When a worker is categorized as an employee, their employer typically has the obligation to furnish them with a completed IRS Form W-2.  Employees are a legal classification for a worker who has entered into an employment contract with their employer and receives regular pay, which may include a fixed salary, hourly wage, or commissions. Conversely, independent contractors usually receive a completed IRS Form 1099-MISC from the business that compensated them. Independent contractors are a legal categorization for a worker who undertakes freelance assignments, receiving compensation from their clients through Form 1099. Consequently, in the context of taxation, many individuals commonly refer to independent contractors as “1099 workers” and regular employees as “W-2 employees.” Beyond the distinctions in paperwork, how a worker is classified can also impact important legal rights.

In California, individuals who declare their earnings using a Form 1099 are classified as independent contractors (freelancers), whereas those who utilize a W-2 form are categorized as employees (staff members). Withholding payroll taxes is an automatic process for W-2 employees, whereas independent contractors bear the responsibility for remitting these taxes. Additionally, W-2 employees are eligible for employment perks such as worker’s compensation and minimum wage safeguards.

Assembly Bill 5 and the “ABC Test”

Assembly Bill 5, also known as AB 5, which became effective in 2020, in California, influences how individuals are categorized either as employees or independent contractors according to California’s legal framework. AB 5 tackles the issue of employment classification in cases where a hiring entity asserts that the person they’ve engaged should be treated as an independent contractor. The law mandates the use of the “ABC test” to ascertain whether workers in California should be considered employees or independent contractors in relation to the California Labor Code, Unemployment Insurance Code, and wage orders established by the Industrial Welfare Commission (IWC).

According to the ABC test, a worker is categorized as an employee rather than an independent contractor unless the hiring entity fulfills all three of these conditions:

  1. The worker operates independently, without being subject to the control and direction of the hiring entity, both in the terms of the work contract and in actual practice.
  2. The worker carries out tasks that fall outside the typical scope of the hiring entity’s primary business.
  3. The worker is typically involved in a self-established profession, trade, or business that is similar in nature to the work being performed.

This evaluation is employed to determine the classification of workers regarding specific rights and benefits as per state regulations. Certain industries, vocations, and business affiliations are exempt from this new assessment criteria. The California Employment Development Department’s Employment Determination Guide (DE 38) – EDD may assist business owners to assess whether a worker is probably an employee or an independent contractor. 

For further understanding of the entitlements of both salaried and hourly employees, individuals can refer to our articles on your rights as a salaried employee in California, and your rights as an hourly employee in California.

Payroll Forms and Relevant Bodies in California

California Payroll Forms

These are the most common forms that you are required to file and their filing dates with the California State Employment Development Department (EDD):

  • Form DE 34: Form DE 34 is used to report all new or rehired employees who work in California (Within 20 days of the start date). 
  • Form DE 542: Form DE 542 is to report hiring an independent contractor (Within 20 days of the start date). 
  • Form DE 9: Form DE 9 reconciles reported wages and paid taxes for each quarter (Quarterly).
  • Form DE 9C: Form DE 9C is used to report individual employee wages for each quarter (Quarterly).
  • Form DE 88: Form DE 88 is used to report and pay Unemployment Insurance (UI), Employment Training Tax (ETT), State Disability Insurance (SDI) withholding, and California Personal Income Tax (PIT) withholding to us. A DE 88 coupon is not required when payments are submitted electronically (Quarterly or on the same schedule as your federal tax deposits). 

Federal Payroll Forms

Employers are required by law to submit various forms related to their employees’ payroll to the IRS. Forms for Federal Payroll include:

  • W-4 Form: The W-4 Form aids employers in determining tax withholding from employee salaries.
  • W-2 Form: The W-2 Form is used to document the overall yearly earnings for each employee (individual form per employee).
  • W-3 Form: The W-3 Form is utilized to summarize total wages and taxes across all employees.
  • Form 940: Form 940 is submitted to the IRS to declare and compute unemployment taxes owed.
  • Form 941: Form 941 is used for quarterly filing to report income and FICA tax deductions from paychecks.
  • Form 944: Form 944 is used for yearly reporting of income and FICA tax deductions from paychecks.
  • 1099 Forms: The 1099 Forms furnishes the IRS with details about non-employee compensation, facilitating tax collection for contract work.

Federal and California Payroll/ Tax Bodies

  • Employment Development Department: The Employment Development Department (EDD) stands as one of the largest state agencies, operating with a workforce scattered across numerous service locations throughout the state. Since its establishment in 1936, within its spectrum of services, the department is responsible for administering programs such as Unemployment and State Disability Insurance. It also takes charge of audits and payroll tax collections, upholds employment records for a significant portion of California’s workforce, and actively facilitates the linkage between job seekers and potential employers. Additionally, EDD oversees various federally funded workforce development initiatives and plays a pivotal role in gathering, analyzing, and disseminating labor market information.
  • California Tax Service Center: The California Tax Service Center serves as a comprehensive online hub that offers information regarding both State and Federal tax obligations for businesses in one location.
  • Department of Fair Employment and Housing: The Department of Fair Employment and Housing (DFEH) enforces California state regulations that forbid harassment and discrimination in employment, housing, and public accommodations. It ensures fair wage practices. 
  • Internal Revenue Service (IRS): The IRS, or Internal Revenue Service, is the revenue service of the United States federal government. It operates under the authority of the Department of the Treasury and is responsible for administering and enforcing federal tax laws and regulations. The IRS collects taxes, processes tax returns, provides taxpayer assistance, and oversees various tax-related matters, including audits and investigations. Its primary mission is to ensure that individuals and businesses comply with the tax laws and fulfill their tax obligations.
  • The Social Security Administration (SSA): The Social Security Administration (SSA) ensures the financial well-being of American citizens, offering support across various life stages. The SSA oversees programs related to retirement, disability, survivor benefits, and family assistance, as well as facilitating Medicare enrollment. Furthermore, the SSA provides Social Security Numbers, unique identifiers crucial for employment, financial transactions, and determining eligibility for specific government services.
  • Wage and Hour Division (WHD): The Wage and Hour Division (WHD) of the United States Department of Labor ensures labor standards’ compliance for the welfare of the workforce. It enforces provisions of the Fair Labor Standards Act, covering federal minimum wage, overtime, recordkeeping, and child labor. Additionally, WHD enforces laws like the Migrant and Seasonal Agricultural Worker Protection Act, Employee Polygraph Protection Act, Family and Medical Leave Act, and wage garnishment rules under the Consumer Credit Protection Act, along with worker protections in immigration statutes. WHD also administers prevailing wage requirements in the Davis-Bacon Act and Service Contract Act, and oversees regulations for federal contracts involving construction and service provision.

Applicable Taxes in California

Four state payroll taxes apply in California. These include taxes that are covered by the employer as well as those to be withheld from employee wages:

Employer Contributions

  • Unemployment Insurance (UI): This nationwide initiative is designed to assist individuals during times of joblessness. Employers contribute to Unemployment Insurance (UI), and the rate schedule is updated yearly. In 2022, employers must pay unemployment taxes on the initial $9,000 of their employees’ annual earnings.
  • Employment Training Tax (ETT): As per the California government, the California Employment Training Tax (ETT) aims to allocate funds for enhancing the skills of workers in specific industries, thereby increasing the competitiveness of California businesses. Employers are responsible for covering this tax expense. The current rate for the California Employment Training Tax is 0.1% of the first $7,000 of each employee’s annual wages.

Withheld from Employee’s Wages

  • State Disability Insurance (SDI): The State Disability Insurance (SDI) Tax offers temporary benefits and financial support to employees who cannot work due to their own or an immediate family member’s disability, injury, or illness. This tax also encompasses family leave. Employers do not directly cover the SDI tax; instead, they are required to deduct it from their employees’ paychecks. Presently, the California SDI rate stands at 1.1%, with a maximum annual contribution of $1,601.60 per employee.
  • Personal Income Tax (PIT): California’s personal income tax (PIT) serves as a means to fund essential public services such as education, infrastructure, parks, and healthcare. The amount withheld is determined by an employee’s W-4 form submissions. Personal income tax rates in California range from 1% to 12.3%. Employers have the duty of deducting personal income tax according to their employees’ chosen withholding preferences on their W-4 forms.

Additional Relevant Subtractions to Withhold on Behalf of Employees

  • Federal Income Tax: Federal income tax liability can be determined for each employee by using the tax withholding tables provided in the most recent edition of IRS Publication 15-A.
  • FICA: This category encompasses Social Security and Medicare contributions. It’s essential to consider both the year-to-date income and the income thresholds for these deductions.
  • Employee Savings Contributions: Employers are responsible for processing and forwarding contributions to various employee social welfare programs, which can include health insurance, life insurance, 401(k) plans, and more.
  • Garnishments: Garnishment notices, if any, for an employee’s paycheck, should be promptly addressed to avoid potential legal complications.
  • Other Deductions: It’s crucial to meticulously review and ensure that all mandatory deductions from employee paychecks are accounted for, including loan repayments to banks and other lending institutions.

Key Pay Elements That Impact Payroll in California

Workers’ Compensation Insurance

California Labor Code Section 3700 mandates that all California employers must offer workers’ compensation benefits to their employees if the business has at least one employee. California Labor Code Section 3351 defines who qualifies as an employee under workers’ compensation policies. Executive officers and corporate directors must also be covered, except in cases where they fully own the corporation. Business owners can obtain coverage from private insurance companies or state-funded programs.

Minimum Wage

California’s minimum wage, currently at $16.00 as of January 1, 2024, is higher than the federal minimum wage. Unlike previous wage calculations based on workforce size, this new rate applies to all employers statewide. In addition to California’s higher minimum wage, many cities and counties have implemented their own wage rules surpassing state requirements. Employers must follow local regulations if they offer more favorable minimum wage rates than the state’s.

Overtime

In California, employees are entitled to receive 1.5 times their regular pay rate for any hours worked beyond 40 hours in a week or 8 hours in a day, which is equivalent to $24 for those earning minimum wage. Additionally, they should be compensated at a rate of 2 times their regular pay for any hours worked beyond 12 hours in a day or 8 hours on the seventh consecutive workday in a week (amounting to $32.00 for minimum wage earners).

Payment Method

While there are many different ways to pay employees, California’s Labor Code specifies that an employer must pay wages by either cash, check payable on demand without discount or fee, direct deposit (with employee consent), and pay cards (the use of pay cards is allowed in California as long as the employees are made aware of all payment options, and it is their choice to be paid via pay card).

Pay Stub Laws

California’s Labor Code requires employers to provide an itemized pay stub to employees with essential information on each payday. This includes the employer’s legal name and address, the employee’s name (with only the last four digits of their Social Security number), total gross and net earnings, pay period dates, applicable hourly rates, and hours worked (unless the employee is exempt from overtime pay: Download U.S. FLSA Exemption Salary Threshold 2024 Poster now). Additionally, deductions, if authorized in writing by the employee, can be grouped and shown as a single item on the pay stub.

California Payday and Minimum Pay Frequency

The California Department of Industrial Relations covers payday schedules and final wage payments. In California, most employers must pay employees twice a month on set paydays. They must notify employees of these paydays with a posted notice. Wages earned from the 1st to the 15th must be paid by the 26th of that month, while wages from the 16th to the end of the month must be paid by the 10th of the following month. If different payroll periods apply, payment must occur within seven days after the period ends. Executive, administrative, or professional employees can be paid monthly on or before the 26th day of the month under the Fair Labor Standards Act (FLSA).

Paycheck Deductions

In  California, employers can deduct amounts from an employee’s wages only in specific cases, such as when required by law, approved in writing by the employee for insurance premiums or similar deductions, or authorized by a wage or collective bargaining agreement for contributions to health, welfare, or pension plans (as per California Labor Code Sections 221 and 224). 

Final Paycheck

California Labor Code 202 governs final paycheck timing based on termination circumstances. For employees terminated, payment should be immediate unless exceptions apply. Employees who quit with 72+ hours notice get their pay upon quitting, while those with <72 hours notice must receive payment within 72 hours. Mail delivery is an option if the employee provides a mailing address. For labor dispute-related resignations, pay comes on the next payday. Laid-off employees should be paid within 72 hours, and mail delivery is available upon request with a specified address.

Step-by-Step Guide to Payroll in California

Providing a structured and consistent payroll procedure is crucial to ensure accurate processing during each pay period. Below, we list the vital steps for effectively managing payroll processing:

  • Step 1: Identify Payroll Rules Applicable to Your Company: Before initiating payroll procedures in California, it is crucial to understand the regulations that impact your organization, which encompass minimum wage, overtime, and tax legislation. Overlooking this aspect could result in audits, penalties, and financial penalties. The specific payroll rules affecting your business depend on factors such as your company’s size, geographic location, industry, and the employment status of your workers, whether they are full-time, part-time, or independent contractors.
  • Step 2: Establish Your Business as an Employer with IRS: On the federal level, this entails acquiring your Employer Identification Number (EIN) and establishing an account within the Electronic Federal Tax Payment System (EFTPS). For new businesses, it is essential to obtain an EIN before initiating the development of a customized, step-by-step payroll process flowchart. The EIN, which consists of nine digits, serves as an identifier employed by the Internal Revenue Service (IRS) to track a company’s tax-related activities. The application for an EIN can be conveniently submitted online using Form SS-4.
  • Step 3: Register as an Employer with the California Employment Development Department (EDD): Employers must register as an employer with the EDD if the business has an employee or more and pays wages exceeding $100 in a calendar quarter. e-Services for Business can be used to complete the registration process. Similarly, household employers with one or more household employees should register with the EDD once they’ve paid $750 or more in wages within a calendar quarter.
  • Step 4: Examine Obligations of Employers: As an employer, you need to be aware of the responsibilities that rest on you and those that rest on the employee. Employers in California must fulfill various responsibilities to avoid errors, penalties, and payroll delays. These include reporting employee wages and withholding State Personal Income Tax (PIT), paying Unemployment Insurance (UI) and Employment Training Tax (ETT) on employee wages, and withholding and remitting State Disability Insurance (SDI) and PIT on worker wages. Employers must also report newly hired or rehired employees within 20 days and post employee benefit information. If an employer has more than 10 employees, they must submit employment tax returns, wage reports, and payroll tax deposits to the EDD.
  • Step 5: Gather Employee Information: Collect essential details such as personal information, Social Security numbers, and tax filing statuses of all employees. When bringing new employees on board, employers should request the requisite payroll forms, including those specific to California. This should encompass forms like the Employee’s Withholding Allowance Certificate (DE 4). Additionally, other crucial data like bank details, medical insurance forms, and retirement plan authorizations need to be acquired.
  • Step 6: Monitor Time and Attendance: Accurate payroll necessitates meticulous timekeeping. Implement a well-defined time and attendance system encompassing workweeks, overtime, breaks, paid time off, and sick leave entitlements. Utilize software-based solutions, including timesheet software, a payroll hours tracker, or even a time off tracker to reduce errors. Employers should ensure that they collect timesheets with sufficient time to review and approve them before the state’s stipulated paycheck deadlines.
  • Step 7: Establish a Payroll Cycle: Set up the dates on which employees will be compensated. According to California regulations, employees must receive payment at least twice per calendar month, with predetermined payday schedules. Additionally, employers must publicly display information about these regular paydays, specifying the date, time, and payment location/method.
  • Step 8: Implement the Four California Payroll Taxes and Federal Taxes: In addition to the federal and state regulations that affect all employers, California has its own set of payroll tax regulations governing employment. California’s Employment Development Department (EDD) is responsible for overseeing payroll taxes in the state. In accordance with the business’s assigned schedule, all state tax payments must be remitted directly to the relevant agency. Federal tax payments should be processed through the Electronic Federal Tax Payment System (EFTPS). 
  • Step 9: Compute Gross Earnings: Calculate the total earnings by dividing the annual salary by the pay cycles for salaried employees, or by multiplying hours worked by the hourly rate for hourly employees. Ensure to include supplementary elements such as commissions, bonuses, overtime pay, and expense reimbursements.
  • Step 10: Determine Deductions and Net Earnings: Compute the net pay (take-home pay) using this formula: Net pay = Gross earnings – Payroll taxes – Other deductions. Apply deductions in the proper sequence, including pre-tax deductions, standard tax deductions, and post-tax deductions.
  • Step 11: Process Employee Payroll: Once you’ve calculated tax withholdings and net pay, the next step is deciding how to distribute the paychecks. You have the option to handle this process manually by removing check leaves from a designated checkbook and manually writing the checks. Alternatively, you can opt for a quicker method, which is direct deposits. However, direct deposits come with a one-time setup fee for each employee and a nominal transaction fee for each deposit. 
  • Step 12: Develop a Record Management System: Maintain up-to-date documentation for each employee, whether in paper files or an online system, including former or terminated ones, for a minimum of four years (eight years for exempt employees). This includes contracts, tax forms, medical and retirement plan documentation, agreements, employee handbooks, compliance forms, training records, etc.
  • Step 13: Observe Payroll and Taxes Due Dates and Filing Requirements: According to California’s payday regulations, earnings generated from the 1st to the 15th of the month should be disbursed on or before the 26th day of that same month. For work carried out between the 16th and the last day of the month, payment must be made by the 10th day of the subsequent month. Depending on the employer’s accounting preferences, they should employ payroll software, a calculator, or Excel to perform payroll calculations. Further, employers must regularly submit specific details as part of their obligations. These details encompass employment tax returns, wage reports, payroll tax deposits, and similar requirements. Furthermore, if your business undergoes any alterations, such as changes in business name, address, or legal structure, you have the option to utilize the e-Services for Business platform to fulfill these filings, which conveniently provides various payment methods. California tax forms and their filing dates can be found above. 

Final Thoughts

In summary, the intricate aspects of payroll processing, including employee pay calculations, deductions, tax procedures, and payment disbursement, emphasize its critical role in the employment landscape within California. Understanding and adhering to state-specific minimum wage regulations, tax requirements, and labor laws are essential for effective payroll management in California. Fortunately, there are several tools available to simplify this process. We have compiled a list of the top 6 apps designed to streamline your payroll operations in the US. Alternatively, if you already have a system in operation, we offer 10 tips to enhance the efficiency of your US payroll processes.

Important Cautionary Note

When making this guide we have tried to make it accurate but we do not give any guarantee that the information provided is correct or up-to-date. We therefore strongly advise you seek advice from qualified professionals before acting on any information provided in this guide. We do not accept any liability for any damages or risks incurred for use of this guide.