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Arizona Fact Sheet Household Tax Compliance Tips


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Payroll tax compliance for your new employee does not need to be terrifying, time consuming or expensive. HomeWork Solutions is a nationally recognized “household payroll” service company, providing household employers nationwide with trusted and time saving payroll and payroll tax solutions.

WORKER CLASSIFICATION IS THE KEY

You become a household employer when you hire an individual to perform duties and provide services under your direction in your private home. Generally, these workers are your employees, not independent contractors. Failure to properly classify the worker and make the appropriate employment tax filings and payments is considered tax fraud by the IRS.

PAYROLL TAX RESPONSIBILITIES

You are responsible for federal employment taxes when you pay household workers as little as $1,000 in a calendar quarter or when you pay any individual employee age 18 or over $2,200 in a calendar year.

You have both Federal and State tax filing responsibilities. Federal employment taxes are reconciled with the household employer’s annual Federal Income tax return. Your state may require quarterly unemployment tax filings, as well as reports and remittance of state income taxes withheld, if applicable. Employee wages are reported to the Social Security Administration. Your employee is due a W-2 form in January.

Social Security and Medicare Taxes

The household employer is responsible for the payment of all Social Security and Medicare taxes to the IRS. You may choose to either collect your employee’s taxes via payroll deductions or fund these taxes yourself.

Unemployment Taxes

You will make contributions to the IRS and Arizona to fund unemployment and worker re-training programs.

Income Taxes

Federal and state income taxes are ultimately the responsibility of the household employee. According to Arizona law­, employers may not deduct state income taxes from an employee’s paycheck.

OTHER LEGAL RESPONSIBILITIES

Verification of Work Eligibility

All U.S. employers are required to verify a candidate’s employment eligibility using Form I-9.

Arizona requires all employers to enroll in the E-Verify program. We can do this for you for a one-time $40 fee. You can also do it yourself for free at https://www.e-verify.gov/employers/enrolling-in-e-verify. It must be completed within 3 days of hire.

Fair Labor Standards Act (FLSA) Compliance

Maintain accurate and contemporaneous records including time tracking, gross pay calculations, and detailed records of all deductions from the employee paycheck.

Pay no less than minimum wage on an hourly rate basis.

Health Insurance

You are not required to provide employee health insurance, however there are financial and retention advantages to contributing some or all of your employee’s health insurance premium. HWS is happy to discuss this with you.

ARIZONA LABOR LAWS

Minimum Wage

Arizona defers to the FLSA, which requires that all domestics, excluding companions, be paid at no less than the greater of the state or federal minimum wage.

Arizona minimum wage is currently $12.00/hr but will increase each year after January 1.

  • Flagstaff minimum wage is $13.00/hr but will rise to $15.00/hr after January 1, 2021.

Overtime Pay

All live-out workers are to be paid an overtime differential of 1.5 times the hourly wage for hours over 40 in a work week. Live-in domestics, again excluding companions, must be paid their hourly wage for all hours worked, without an overtime differential. Overtime or premium pay is not required for hours worked in excess of 8 per day or on weekends or holidays. 

Paid Time Off

Arizona requires 24 hours of paid sick leave annually, accrued at one hour for every 30 hours worked up to 24 hours/year.  You should inform your employees about their paid sick time at the start of employment.

Deductions from Wages

Household employers in Arizona are not allowed to withhold state income taxes from their employee’s pay.

Mileage Reimbursement

The federal government establishes and updates a maximum rate for non-taxable mileage reimbursement each year.  The current rate is $0.575 per mile.

Payroll Frequency

Arizona requires that all household workers be paid daily, weekly, bi-weekly, or semi-monthly, but does not permit monthly payment. Pay upon separation is due within 3 business days. You must pay employees their overtime wages and exception pay within 16 days of paying their standard wages.

Payroll Documentation

If you use direct deposit for an employee’s wages, you must send them a statement of earnings and withholding for each deposit. You do not have to give notice of a wage reduction, but it can only be applied to hours worked after the change.

You are subject to the recordkeeping requirements of FLSA.

Employment Contract Requirements

Arizona does not have employment contract requirements. However, a free sample work agreement can be found here.

Workers’ Compensation Insurance

Arizona does not require household employers to obtain Workers’ Compensation Insurance.  However, HWS ALWAYS recommends obtaining a Workers Compensation Insurance policy for the protection it provides in the event of a work-related injury sustained by your employee. A policy can usually be obtained easily and cost effectively by contacting your Homeowner’s or Renter’s Insurance provider. HWS can help you obtain this insurance through our insurance partner (just give us a call).

State Unemployment Insurance

Arizona requires a new employer state unemployment insurance tax of 2.0% for the first $7,000 wages paid to each employee.

Frequency of Tax Filings

Arizona requires quarterly tax filings.

HWS WILL HELP YOU DO THE RIGHT THING

HWS knows that most families want to pay their household employees legally and insure that the employee receives workers compensation and unemployment insurance protections. You also want to establish a principled relationship with your employee who is caring for and interacting with precious family members. Getting the relationship started on the right footing, including complying with legal and tax formalities, helps set the tone for the relationship.

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