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Capital City
Honolulu
Timezone
HST
(
GMT-10
)
Paid Leave
Sick & Family Leave
Income Tax
1.4% - 11%
Employer Tax
0.2% - 5.8%
Capital City
Honolulu
Timezone
HST
(
GMT-10
)
Paid Leave
Sick & Family Leave
Income Tax
1.4% - 11%
Employer Tax
0.2% - 5.8%
Employers in Hawaii must maintain accurate payroll records for at least six years, documenting hours worked, wages paid, and other relevant employment details. Employees must be paid at least twice a month, with paydays not more than 15 days apart. Overtime is compensated at 1.5 times the regular pay rate for hours exceeding 40 in a workweek. Additionally, Hawaii's Prepaid Health Care Act requires employers to provide health insurance coverage to employees working 20 or more hours per week.
Access competitive benefits like health insurance and retirement plans, often at a lower cost through a PEO. Leverage its pooled volume for enterprise rates - resold to PEO customers, with no employment minimums in Hawaii.
Check out our comprehensive state hiring guide.
Understand employer tax implications and payroll requirements.
Review state specific employment laws and regulations.
Get insights on payroll, benefits, and employee classification.
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FAQS
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A PEO assists businesses in Hawaii by ensuring adherence to state-specific labor laws, including minimum wage requirements, overtime regulations, and mandatory benefits like health insurance under the Hawaii Prepaid Health Care Act. They manage compliance aspects, reducing the risk of legal issues.
Yes, PEOs operating in Hawaii are subject to state regulations and must comply with Hawaii's employment laws and any applicable federal regulations to provide services to businesses within the state.
Absolutely. PEOs offer small businesses in Hawaii access to comprehensive HR services, competitive benefits packages, and assistance with regulatory compliance, enabling them to focus on core business activities while ensuring employee satisfaction and legal adherence.
Yes, a PEO can help with compliance in Hawaii by managing HR functions, ensuring adherence to state and federal employment laws, handling payroll taxes, and maintaining proper employee records, thereby mitigating the risk of non-compliance penalties.
Terminating a relationship with a PEO in Hawaii involves reviewing the service agreement for termination clauses, providing the required notice, and ensuring a smooth transition of HR responsibilities back to the company or to another service provider. It's essential to plan the transition to maintain compliance and employee satisfaction.
Where to next?
Your “everything you ever needed to know” guides to compliant employment around the United States.
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