You find a caregiver on Care.com who seems perfect.
She’s warm, experienced, and willing to work for $24/hour — significantly less than agencies charge $37-45/hour.
“We’ll save $2,000+ per month!” you think.
Eighteen months later:
- The IRS sends a bill for $18,000 in unpaid payroll taxes, plus $18,000 in penalties
- Your caregiver files a wage claim for $12,000 in unpaid overtime
- She also files for unemployment after you terminate her — $14,000 more
- Total damage: $62,000
And that’s before the lawsuit.
This happens to California families every single day.
Most people don’t realize: When you hire a private caregiver, you become an employer under state and federal law — with all the legal obligations, tax requirements, and liability exposure that comes with it.
There’s no such thing as hiring an “independent contractor” for ongoing caregiving. It doesn’t exist legally.
This article breaks down the REAL costs of hiring a private caregiver in California — every expense, every legal requirement, every hidden liability — so you can make an informed decision about how to care for your loved one.
Because what looks like savings on the surface could be financial devastation beneath the surface.
The First Question: Who Is the Employer?
This is the most critical question — and the one most families get wrong.
There are only TWO legal options:
Option 1: YOU (or your family) is the employer
This means:
- You hire, fire, supervise, and pay the caregiver directly
- You are responsible for ALL employer obligations (taxes, insurance, labor law compliance)
- The caregiver is YOUR employee, not an independent contractor
- All liability for injuries, wage claims, and lawsuits falls on YOU
Option 2: A licensed home care AGENCY is the employer
This means:
- The agency hires, fires, supervises, and pays the caregiver
- The agency handles all employer obligations
- You pay the agency, which pays the caregiver
- All liability stays with the agency, not you
There is NO third option.
What about “independent contractors”?
In California, ongoing caregivers CANNOT be classified as independent contractors. AB5 (California’s gig worker law) and IRS rules make this crystal clear:
A worker is an employee (not a contractor) if:
- You control when, where, and how they work ✓
- They work regularly scheduled hours ✓
- You provide tools and supplies ✓
- They work exclusively or primarily for you ✓
- The work is integral to your household ✓
Ongoing caregiving meets ALL of these criteria. The caregiver is your employee. Period.
What about referral agencies or registries?
Some organizations call themselves “agencies” but are actually just referral services. They match you with caregivers but don’t employ them — leaving YOU as the employer.
Red flags that you’re the employer (not them):
- You pay the caregiver directly (not the agency)
- You sign a contract with the caregiver (not the agency)
- The agency describes itself as a “registry,” “referral,” or “placement” service
- The agency disclaims being the employer in the fine print
With referral services, you get all the liability of hiring directly, with none of the benefits of using an actual employer-based agency.
Critical Questions to Ask BEFORE Hiring Anyone
1. How Do I Verify the Caregiver Has Legal Right to Work in the U.S.?
Federal law (Immigration Reform and Control Act) requires ALL employers to verify work authorization.
What YOU must do if you’re the employer:
✓ Complete Form I-9 — Employment Eligibility Verification
- Must be completed within 3 days of hire
- Requires examining original documents (passport, driver’s license + Social Security card, or other approved documents)
- Must retain form for 3 years after hire or 1 year after termination (whichever is later)
✓ Consider using E-Verify — optional but recommended
- Free government system that verifies work authorization
- Provides additional protection if later audited
Penalties for non-compliance (2026):
Based on the latest DHS/ICE adjustments (effective January 2, 2025):
✓ I-9 Paperwork Violations — Form completion/retention/production issues
- $281 to $2,861 per violation (first offense)
✓ Knowingly Hiring or Continuing to Employ Unauthorized Workers
- 1st offense: ~$698 to $5,579 per unauthorized worker
- 2nd offense: ~$5,579 to $13,946 per worker
- 3rd and subsequent: ~$8,369 to $28,619 per worker
✓ Other Potential Penalties
- Document abuse or unfair immigration-related employment practices have separate fine schedules
- Criminal penalties may apply for egregious patterns or fraud
If you use a licensed agency, the agency handles all I-9 verification and assumes liability for hiring authorized workers.
2. Does the Caregiver Understand Employment Is “At-Will”?
California is an at-will employment state — you can terminate employment at any time for any legal reason (or no reason).
But here’s what you MUST understand:
If you terminate “without cause,” the caregiver can file for unemployment insurance — and you’ll pay for it.
California unemployment insurance:
- You pay 3.4% (average) of wages into the unemployment fund
- If the employee is terminated and files for unemployment, your rate increases
- Claims average $450-600/week for up to 26 weeks = $11,700-15,600 per claim
If you never registered as an employer with EDD:
✕ Back taxes owed — for the ENTIRE employment period
✕ 100% penalties — on top of back taxes
✕ Interest compounding
✕ Potential criminal charges — for willful evasion
Real case (2024): San Diego family hired a private caregiver for 3 years without registering as an employer. The caregiver was terminated and filed for unemployment. EDD investigation revealed:
- $24,000 in back taxes
- $24,000 in penalties (100%)
- $7,200 in interest
- Total: $55,200
If you use a licensed agency, the agency handles unemployment claims — their rates increase, not yours.
3. Should the Caregiver Have a TB Test?
Absolutely yes.
Tuberculosis facts:
- TB is spread through the air (coughing, sneezing, speaking)
- Seniors with weakened immune systems are highly vulnerable
- Latent TB can become active at any time
- Once infected, TB can be fatal for elderly patients
Requirements:
- California Title 22 requires TB testing for all home care workers
- The test should be performed within 12 months before starting work
- Retesting recommended every 2 years (or annually for high-risk workers)
What is required:
- Negative TB skin test (Mantoux test) OR
- Negative chest X-ray (if skin test is positive but not active TB) OR
- Blood test (IGRA — QuantiFERON or T-SPOT)
If you use a licensed agency, the agency handles TB testing as part of caregiver screening. All Heart Home Care requires current TB tests for all caregivers.
4. What Background Checks Are Needed?
When you hire privately, you have limited access to background check systems.
What you can do:
- Commercial background check services ($30-100)
- County criminal records search
- Reference checks (if provided)
- Sex offender registry search
What you CANNOT access:
- FBI criminal database
- DOJ Live Scan fingerprint records
- Elder abuse registry
- Multi-state criminal records
- Sealed or expunged records
The problem: Many dangerous individuals pass commercial background checks because their records are in databases you can’t access.
Real case (2023): A San Diego family hired a caregiver who passed a commercial background check. Later, it was discovered that the caregiver had an elder abuse conviction in a different state. By then, $47,000 had been stolen.
If you use a licensed home care agency, California requires it to conduct DOJ Live Scan fingerprint background checks on all caregivers, including access to FBI and California criminal databases that individuals cannot access.
5. What Insurances Are Required?
If you’re the employer, you need multiple insurance policies:
Workers’ Compensation Insurance (LEGALLY REQUIRED)
California law requires ALL employers — including household employers with ONE employee — to carry workers’ compensation insurance.
Cost: $1,000-$3,000+ per year (depending on hours and claims history)
What it covers:
- Medical treatment for work injuries
- Temporary and permanent disability payments
- Death benefits
- Legal defense costs
What happens if you don’t have it:
- $10,000 minimum penalty from California DIR
- Personal liability for ALL injury costs (often $100,000-500,000+)
- Criminal misdemeanor charges are possible
CRITICAL: Your homeowner’s insurance does NOT cover workplace injuries. It specifically EXCLUDES domestic employees.
Employer’s Liability Insurance (STRONGLY RECOMMENDED)
Covers claims not covered by workers’ comp:
- Discrimination
- Harassment
- Wrongful termination
- Other employment-related lawsuits
Cost: $500-$1,500 per year
Why you need it: Average employment lawsuit defense costs $50,000-150,000 — even if you win.
Bonding (Theft Protection)
An employee dishonesty bond covers theft by your employee.
Cost: $200-500 per year
Coverage: Typically $10,000-$25,000
Why you need it: Homeowner’s insurance EXCLUDES theft by employees. Without bonding, you have no recourse if your caregiver steals.
If you use a licensed agency:
Ask for their Certificate of Insurance showing:
✓ Workers’ compensation
✓ General liability — $1M+ recommended
✓ Professional liability
✓ Employee dishonesty bond
All Heart Home Care offers comprehensive coverage that protects both caregivers and families.
6. How Will You Ensure Ongoing Quality of Care?
When you hire privately, YOU are responsible for supervision and quality control.
Questions to ask yourself:
- Can you be present regularly to observe care?
- Do you know what good care looks like for your loved one’s specific conditions?
- How will you know if medications are being given correctly?
- How will you know if personal care is being performed properly?
- What will you do if quality slips?
- How will you handle termination and the search for a replacement?
What happens when you’re not there:
- Care quality may decline
- The caregiver may spend time on the phone or watching TV
- Tasks may be skipped
- Problems may go unreported
If you use a licensed agency:
✓ Professional supervision — and regular home visits
✓ Care plan documentation — and monitoring
✓ Communication with family — about care quality
✓ Immediate replacement — if the caregiver is not meeting standards
✓ Training and ongoing education — for caregivers
✓ 24/7 on-call support — for emergencies
7. What Will This Actually Cost?
Here’s where the math gets real.
The REAL Cost of Hiring a Private Caregiver in San Diego (2024-2025)
What Families THINK They’re Paying
Private caregiver advertised rate: $24-30/hour
“That’s way less than agencies charging $37-45/hour! We’ll save thousands!”
What Families ACTUALLY Pay (When Done Legally)
Let’s do the math for a caregiver at $24/hour, 40 hours/week:
| Expense Category | Cost | Explanation |
|---|---|---|
| Base wages | $24/hour | What you pay the caregiver |
| Employer payroll taxes | +$3.12/hour (13%) | Social Security, Medicare, FUTA, SUI, ETT, SDI |
| Workers’ compensation insurance | +$1.50/hour | Required by California law |
| Employer liability insurance | +$0.60/hour | Protection against lawsuits |
| Employee dishonesty bond | +$0.30/hour | Theft protection |
| Payroll processing | +$0.50/hour | Service to handle taxes, pay stubs, and filings |
| Paid sick leave | +$0.50/hour | 40 hours/year required by California law |
| Overtime premium | Varies | 1.5x for hours over 8/day or 40/week |
| TOTAL HOURLY COST | $30.52+/hour | Before any overtime |
Monthly cost breakdown (40 hours/week, 4 weeks):
| Expense | Monthly Cost |
|---|---|
| Base wages ($24 × 160 hours) | $3,840 |
| Employer payroll taxes (13%) | $499 |
| Workers’ comp insurance | $240 |
| Employer liability insurance | $96 |
| Employee dishonesty bond | $48 |
| Payroll processing service | $80 |
| Paid sick leave accrual | $80 |
| TOTAL (no overtime) | $4,883/month |
BUT WAIT — What if you need 10-hour days (common for full-day care)?
10 hours/day × 5 days = 50 hours/week
California overtime rules:
- Hours 1-8 each day: $24/hour (straight time)
- Hours 9-10 each day: $36/hour (1.5x overtime)
Weekly pay calculation:
- 40 hours × $24 = $960
- 10 overtime hours × $36 = $360
- Weekly total: $1,320 (not $1,200)
Monthly with overtime: $5,280 in wages alone (before taxes and insurance)
Add employer costs (taxes, insurance, etc.): $5,280 × 1.27 = $6,706/month
What All Heart Home Care Costs (For Comparison)
Same 40 hours/week (8-hour shifts, 5 days):
| Service | Rate | Monthly Cost |
|---|---|---|
| 8-hour shifts | Starting at $37/hour | $5,920/month |
| Includes: Payroll taxes, workers’ comp, liability insurance, bonding, background checks, TB testing, supervision, backup coverage, 24/7 support, quality oversight | $0 extra | Included |
| Your personal liability | $0 | Zero |
Same 50 hours/week (10-hour shifts, 5 days):
| Service | Rate | Monthly Cost |
|---|---|---|
| 10-hour shifts | Starting at $37/hour | $7,400/month |
| Includes: Everything above + overtime compliance handled | $0 extra | Included |
| Your personal liability | $0 | Zero |
The Real Cost Comparison
| Scenario | Private Caregiver (Legal) | All Heart Home Care | Difference |
|---|---|---|---|
| 40 hrs/week (8-hr days) | $4,883/month + unlimited liability | $5,920/month, zero liability | +$1,037/month for agency |
| 50 hrs/week (10-hr days) | $6,706/month + unlimited liability | $7,400/month, zero liability | +$694/month for agency |
| 60 hrs/week (12-hr days) | $8,500+/month + unlimited liability | ~$8,880/month, zero liability | +$380/month for agency |
Key insight: The more hours you need, the smaller the cost difference — because agencies handle overtime compliance efficiently.
And the “difference” buys you:
✓ Zero personal legal liability
✓ DOJ background checks — not just commercial
✓ Guaranteed backup — when caregiver is sick
✓ Professional supervision — and quality control
✓ 24/7 on-call support
✓ Immediate replacement — if the caregiver is not working out
✓ All tax filings — and compliance handled
✓ Peace of mind
For an extra $400-1,000/month, you eliminate $50,000-500,000 in potential liability.
The Hidden Costs You’re Not Calculating
1. Your Time
Managing a private caregiver requires 5-10+ hours per month:
- Payroll processing (or paying for service)
- Tax filings (quarterly and annual)
- Scheduling and coordination
- Supervision and quality monitoring
- Finding backup when the caregiver is sick
- Handling problems and conflicts
- Paperwork and record-keeping
Your time has value. At $50/hour equivalent, that’s $250-500/month in lost productivity.
2. Finding and Hiring Costs
What happens when your caregiver:
- Quits with no notice?
- Gets injured and can’t work?
- Takes a vacation?
- Gets sick for a week?
You pay for:
- Finding a new caregiver (weeks of searching)
- Background checks ($50-100)
- TB testing ($30-50)
- Lost work time while you provide care
- Emergency facility placement if you can’t find a replacement
Average cost of caregiver turnover: $1,500-3,000 per occurrence
With agency: Backup caregiver sent immediately at no additional cost.
3. The Liability You’re Ignoring
Potential costs if things go wrong:
| Scenario | Potential Cost |
|---|---|
| Caregiver injured in your home (no worker’s comp) | $100,000-500,000+ |
| Wage claim for unpaid overtime | $20,000-100,000 |
| IRS/EDD audit for unpaid taxes | $20,000-75,000 |
| Wrongful termination lawsuit | $50,000-250,000 |
| Caregiver theft (no bonding) | $10,000-100,000+ |
| Discrimination or harassment claim | $75,000-300,000 |
One incident wipes out YEARS of “savings” from hiring privately.
California Labor Laws You MUST Follow (2026)
California has the strictest labor laws in the nation. Here’s what applies to household employers:
Minimum Wage (2026)
California statewide: $16.90/hour
San Diego City: $17.75/hour (as of January 2026)
Increases scheduled annually
You cannot pay less than the minimum wage — even if the caregiver agrees.
Overtime (Domestic Workers)
California overtime rules for household employees:
Daily overtime:
- Hours 1-9: Straight time (for personal attendants in private homes)
- Hours 10-12: 1.5x pay
- Hours 13+: 2x pay
Weekly overtime:
- Hours 1-40: Straight time
- Hours 41+: 1.5x pay
7th consecutive day:
- Hours 1-9: 1.5x pay
- Hours 10+: 2x pay
Note: Overtime thresholds differ slightly for live-in caregivers and care provided in facilities.
Meal and Rest Breaks
Meal breaks:
- 30-minute unpaid meal break if working 5+ hours
- Second 30-minute break if working 10+ hours
- Must be “duty-free” (cannot require caregiver to remain on-call)
Rest breaks:
- 10-minute paid break for every 4 hours worked
- Cannot be waived
Penalty for violations: 1 hour of pay per violation per day
Annual penalty exposure (if you miss every break):
- 2 breaks/day × 250 days × $24/hour = $12,000+/year in penalties
Paid Sick Leave (SB 616 — Updated 2024)
California requires:
- 40 hours (5 days) of paid sick leave per year (increased from 24 hours in 2024)
- Accrual method: 1 hour for every 30 hours worked
- Must be available for use after 90 days of employment
Cost: At $24/hour, that’s $960/year in paid sick leave
Pay Stub Requirements
Every pay period, you must provide a detailed pay stub showing:
- Gross wages
- Total hours worked
- Hourly rate(s)
- Deductions (itemized)
- Net pay
- Pay period dates
- Employer name and address
- Last four digits of SSN or employee ID
Penalty for non-compliant pay stubs: $50-$4,000 per employee per pay period
Record Keeping Requirements
You must maintain for 3-4 years:
- Time records (start/stop times, meal breaks)
- Pay records
- I-9 forms
- W-4 forms
- Tax filings
- Workers’ comp documentation
Penalty for inadequate records: Shifts the burden of proof to the employer in wage claims — assumed guilty until proven innocent.
Tax Filing Requirements (If You’re the Employer)
Federal Requirements
Forms you must file:
✓ W-4 — Employee’s withholding certificate (obtain at hire)
✓ W-2 — Wage and tax statement (provide to employee by January 31)
✓ Schedule H (Form 1040) — Household Employment Taxes (file with your personal tax return)
- Required if you pay $2,700+ to any household employee in 2024
✓ Form 940 — Federal unemployment tax (FUTA)
- Due January 31 for prior year
✓ Form 941 — Quarterly federal tax return (or pay with Schedule H)
California Requirements
✓ DE 4 — California withholding certificate
✓ Register with EDD — Required within 20 days of hiring
✓ DE 9 and DE 9C — Quarterly contribution return and report
- Due quarterly (April 30, July 31, October 31, January 31)
✓ Pay state taxes:
- Unemployment insurance (UI): ~3.4%
- Employment training tax (ETT): 0.1%
- State disability insurance (SDI): 1.1% (employee pays, you withhold)
What Happens If You Don’t File
| Agency | Penalty |
|---|---|
| IRS | 100% of unpaid taxes + 0.5% per month + interest |
| California EDD | 100% of unpaid taxes + 10% per year interest |
| California DIR | $10,000+ for no workers’ comp |
| Combined exposure | $50,000-100,000+ for multi-year non-compliance |
The “Under the Table” Fantasy
Many families think, “We’ll just pay cash. No one will know.”
Here’s how you get caught:
1. Caregiver Files for Unemployment
When you terminate the caregiver (or they quit and claim termination), they file for unemployment.
EDD investigates → Discovers unreported employment → Back taxes + 100% penalties
2. Caregiver Gets Injured
Caregivers slip, fall, and hurt their back.
Without workers’ comp:
- They sue YOU personally
- Homeowner’s insurance REFUSES to cover (employment exclusion)
- You pay $100,000-500,000+ out of pocket
OR:
- They file a workers’ comp claim
- DIR investigates → You have no coverage → $10,000+ penalty + personal liability for all injury costs
3. Caregiver Reports Wage Violations
Angry caregiver (or just one who knows their rights) files wage claim with the California Labor Commissioner.
Investigation reveals:
- No overtime paid
- No meal/rest breaks provided
- No pay stubs
- No records kept
Result: Back pay + penalties + interest + attorney fees = $20,000-100,000+
4. IRS or EDD Audit
Random audits happen. They’re increasing under new enforcement funding.
IRS now has 87,000 additional agents (2024 Inflation Reduction Act funding) with domestic employers as a focus area.
Audit triggers:
- Large regular cash withdrawals from your bank account
- Caregiver reports income on their tax return (implicating you as employer)
- Caregiver applies for benefits (Social Security credits, disability)
5. Medicaid Application
If your parent ever needs Medicaid (nursing home coverage), applications require disclosure of all financial transactions.
Large unexplained cash withdrawals = Investigation for asset hiding = Application denied or fraud charges
Alternatives: Your Real Options
Option 1: Hire Directly and Do It RIGHT
If you choose to be the employer, do it legally:
✓ Register with the IRS — get an EIN — and the California EDD
✓ Complete I-9 — for work authorization
✓ Get workers’ compensation insurance
✓ Get employer liability insurance
✓ Get an employee dishonesty bond
✓ Use payroll service — HomePay, SurePayroll, etc.
✓ Pay all required taxes
✓ Comply with wage/hour laws — overtime, breaks
✓ Provide paid sick leave
✓ Keep accurate records
✓ Provide compliant pay stubs
Total cost: $30-40/hour all-in (for $24/hour base wage)
Plus: You assume all liability and management burden
Option 2: Use IHSS (In-Home Supportive Services)
California’s Medicaid-funded program for low-income seniors.
How it works:
- State acts as “employer of record”
- State handles payroll taxes and workers’ comp
- You supervise day-to-day care
- Caregiver wage: ~$16-18/hour (San Diego County)
Eligibility requirements:
- Medi-Cal eligible (income and asset limits)
- Determined to need in-home care
- Living in one’s own home (not a facility)
If eligible, this is the only situation where you can have someone work in your home without being the employer.
Option 3: Use a Licensed Home Care Agency
The agency is the employer. You have zero employment liability.
All Heart Home Care provides:
✓ DOJ Live Scan background checks — not just commercial
✓ TB testing and health screening
✓ All payroll taxes and compliance
✓ Workers’ compensation insurance
✓ General liability insurance — $1M+
✓ Professional liability insurance
✓ Employee dishonesty bonding
✓ Overtime compliance handled
✓ Paid sick leave handled
✓ Backup caregivers — when yours are sick
✓ Professional supervision and quality control
✓ 24/7 on-call support
✓ Immediate replacement — if the caregiver is not working out
✓ Care coordination — with medical providers
All Heart Rates (San Diego, 2024):
| Service Level | Rate |
|---|---|
| Per-visit care (under 4 hours) | $175 per visit |
| Hourly care (4+ hours) | Starting at $37/hour (longer shifts = lower rates) |
| Couples care (under 4 hours) | $195 per visit |
| Facility-based care | Starting at $38/hour |
| 24-hour home care | $960/day (no overtime) |
| 24-hour couples care | $1,080/day (no overtime) |
No hidden fees. No in-home visit required to get pricing. Call (619) 736-4677.
The Bottom Line: Real Math, Real Decisions
Let’s be completely honest:
Private Caregiver (Done Legally)
Cost: $30-40+/hour all-in
Your responsibility:
- All employer registrations and filings
- Payroll processing
- Workers’ comp, liability, and bonding insurance
- Background checks (limited access)
- TB testing
- Supervision and quality control
- Finding backup when the caregiver is sick/quits
- Managing problems and terminations
- All liability for injuries, lawsuits, and claims
Time investment: 5-10+ hours/month
Liability exposure: $50,000-500,000+
All Heart Home Care (Licensed Agency)
Cost: Starting at $37/hour (longer shifts = lower rates)
Your responsibility:
- Pay invoice
- Communicate care preferences
- Enjoy peace of mind
Time investment: Minimal
Liability exposure: Zero
The Real Question
Is saving $1,000/month (or less) worth:
- 5-10 hours of your time monthly?
- Managing payroll taxes and filings?
- Risk of $50,000-500,000+ liability?
- Scrambling for backup when the caregiver is sick?
- Lower quality background checks?
- No professional supervision?
- No guarantee of quality?
For most families, the answer is clearly no.
How to Get Started With All Heart Home Care
Getting your exact rate is simple — no in-home visit required:
Step 1: Call (619) 736-4677
Speak with a live care coordinator immediately — no transfers, no voicemail.
Step 2: Share Your Needs
- Schedule (hours per day, days per week)
- Type of care needed
- Home or facility
Step 3: Get Your Exact Rate Within Minutes
- Clear explanation of pricing
- All costs explained upfront
- No hidden fees
Step 4: Decide With No Pressure
- Take time to consider
- Compare with other options
- No sales pitch
Step 5: If You Proceed, Schedule Free In-Home Assessment
- But you already know the cost before that happens
We’ve been serving San Diego County families for 11 years with transparent, honest pricing and professional care.
Resources
If You Choose to Hire Privately:
- HomePay (payroll service for household employers): homepay.com
- IRS Publication 926 (Household Employer’s Tax Guide): irs.gov/pub926
- California EDD Household Employers: edd.ca.gov/payroll_taxes/household_employers.htm
- California DIR Workers’ Comp: dir.ca.gov/dwc
If You Need Care:
- All Heart Home Care: (619) 736-4677
- California Department of Social Services (verify agency licensing): cdss.ca.gov
Employer Compliance Checklist
If you hire privately, you MUST complete ALL of these:
☐ Obtain Employer Identification Number (EIN) from IRS
☐ Register with California EDD as a household employer
☐ Complete Form I-9 (work authorization)
☐ Obtain W-4 and DE 4 (withholding certificates)
☐ Purchase workers’ compensation insurance
☐ Purchase employer liability insurance
☐ Purchase employee dishonesty bond
☐ Set up payroll system (or hire payroll service)
☐ Track hours worked (including start/stop times and breaks)
☐ Pay overtime correctly (California rules)
☐ Provide meal and rest breaks
☐ Provide paid sick leave (40 hours/year)
☐ Provide compliant pay stubs every pay period
☐ File quarterly taxes (DE 9, DE 9C)
☐ File annual taxes (W-2, Schedule H, Form 940)
☐ Keep records for 3-4 years
☐ Conduct background check
☐ Require TB test
If you can’t or won’t do ALL of these, use a licensed agency.
