Hiring someone new usually brings a sense of momentum. There is fresh energy, new support, and maybe some relief for an overstretched team. The paperwork, however, rarely feels exciting.
If you are unsure whether you have all the right forms, are worried about missing a requirement, or just want to avoid a call from the IRS or your state, you’re not alone. Most business owners feel that pressure.
The good news is that onboarding does not have to be complicated. With a solid checklist and a simple system, you can stay compliant without burning time or energy.
Contents |
| Information You Need |
| Forms You Need |
| Reporting a New Hire to the State |
| How long should I keep new hire information? |
| Common Mistakes |
The details may seem obvious but missing just one can lead to payroll problems. Every new employee should provide:
These are not just nice to have. You need them to report wages correctly, withhold the right taxes, and stay in touch if something comes up. Starting a simple checklist for each hire helps prevent gaps, especially when things get busy.
Some forms can wait; these cannot. Missing any of these forms can lead to penalties. It can also delay payroll or create headaches for your employees during tax season.
This form tells you how much federal income tax to withhold. Without it, you are guessing. Get it filled out on day one and keep it stored securely. If the employee’s status changes, they will need to submit an updated form.
You are required to verify that every employee is eligible to work in the United States. That means checking IDs and completing Form I-9. Store the form for three years after the hire date or one year after the employee leaves, whichever is longer.
Most states require their own tax withholding forms. Others ask for new hire reporting or local declarations. These are usually available on your state’s tax or labor website.
Bank account numbers are sensitive. Collecting them the wrong way puts both you and your employee at risk. Use secure tools when possible. Encrypted forms or secure payroll platforms are the best option. If you use paper, file it immediately in a secure location.
Never ask for this information over email or text. Avoid informal collection methods. Before processing the first payroll, confirm the account details directly with the employee. If anything feels off, pause and verify. One extra step now is better than dealing with a fraud issue later.
Most states require employers to report new hires within 20 days. Some ask for faster turnaround. This helps track things like child support and unemployment claims.
You will usually need to include:
If you miss the deadline, you may be fined. If you realize you forgot, report the information as soon as possible and make a note of the correction for your records.
You do not need a massive filing system, but you do need a repeatable one. Different forms have different retainment periods:
Organize your records by active and former employees. Lock physical files and use password protection or encryption for digital ones. Limit access to only those who need it.
Even with good intentions, errors happen. The most frequent ones include:
If you catch a mistake, fix it quickly. Update the file, submit a correction, and document what happened. If you are unsure about what to do next, please ask your payroll provider or accountant for guidance.
Hiring a new employee brings new responsibilities, and payroll is one of the most important. A few missing details can lead to bigger problems down the line, but a steady process can keep everything on track.
Start with a checklist. Use secure tools. Stay current with state requirements. When something changes or feels unclear, check in with a pro. You do not need to know every rule. You just need a system that helps you stay organized and a team you can count on when questions come up.