What are my responsibilities if an employee moves to a different state and will be working from there?
There are several things you need to do if an employee moves out of state, luckily we have you covered!
- Consider providing a list of acceptable states if your employees are remote and might be moving their work locations. I recommend leaving California off of the list of acceptable states.
- If you don’t already have other employees there, you’ll need to set up payroll tax accounts in the new state. The state in which the employee physically works is the state used for state income tax withholding, unemployment tax contributions, and the like.
- Update your employee handbook with any new state laws that apply. This is typically done with a state-specific addendum. You’ll need to look at the state and local requirements for:
- Sick leave
- Overtime
- Jury Duty
- Voting Time Off
- Commuting Benefits
- Appearance Case Law
- Separation Notice Rules
- Final Pay Laws
- Pre-screening Regulations
- Access to Employee Files
- Cannabis Laws
- And MORE…
- Provide the updated handbook to the employee.
- Review that state’s new hire paperwork requirements. Update forms used if necessary.
- Provide them with any required employment law posters for that state.
- Notify your workers’ compensation carrier and your health insurance carrier, if applicable.
- Update your Travel and Expense policy and procedures to accommodate appropriate work-related travel if you require all employees to attend annual meetings in person.
- OR Let Thread Engage, and we’ll do this work for you.
Still need help with an employee moving and working out of state? Contact our team today!
