Not for nothing, the New Hampshire state motto is “Live free or die.” Famously independent and self-sufficient, Granite Staters eschew sales taxes and income taxes. They also enjoy the state's unbeatable fall foliage and abundant winter sports opportunities. Visitors and residents alike flock to the White Mountains in all seasons to hike among the tallest mountains on the Eastern Seaboard. So if your next employee is a New Hampshirite, chances are they won’t want to leave. Fortunately, in this era of remote work, it’s easy to collaborate across state lines.
Bringing on a new employee can be exciting, but there’s often a lot to do as well. You want to onboard your new hire as quickly and smoothly as possible to ensure their success at your organization. But before you get started with onboarding, you’ll need to register your company with the state of New Hampshire.
Register your business in New Hampshire in one easy step:
- As a new employer in New Hampshire, you’ll need to register with New Hampshire Employment Security. You can register using their online application form.
Because there is no state income tax, you do not need to register for withholding taxes.
After you’ve registered, you’ll receive a notification of liability along with your account number in seven to ten business days. Once you’ve received your account number, you’ll be able to register new employees, file wage reports, and submit unemployment taxes online. Remember, in general, you are responsible for paying an unemployment tax once you’ve paid $1500 in wages in a single calendar quarter, or employed someone for a portion of a day in 20 different weeks in a calendar year.
Interested in expanding your team outside of the US as well? Pilot specializes in managing international payroll, benefits, and compliance for US-based companies, in one secure platform. Our team of HR and payroll experts is happy to guide you through any questions ✨
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⚖️ Legal Disclaimer: The information contained in this site is provided for informational purposes only, and should not be construed as legal advice on any subject matter.