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Capital City
Lincoln
Timezone
CST
(
GMT-6
)
Paid Leave
Sick & Voting Leave
Income Tax
2.46% - 6.84%
Employer Tax
12.85%
Capital City
Lincoln
Timezone
CST
(
GMT-6
)
Paid Leave
Sick & Voting Leave
Income Tax
2.46% - 6.84%
Employer Tax
12.85%
Nebraska’s minimum wage will increase to $13.50 per hour effective January 1, 2025. Employers must adhere to both federal and state payroll regulations, including timely wage payments and appropriate tax withholdings. The Nebraska Wage Payment and Collection Act also governs payments upon termination, ensuring employees receive any earned wages within the required timeframes.
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 Nebraska.
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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Hire employees without entity setup.
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FAQS
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A Professional Employer Organization (PEO) assists Nebraska businesses by managing complex employment-related regulations, ensuring compliance with state and federal laws, and minimizing the risk of non-compliance penalties.
Yes, PEOs operating in Nebraska are subject to state regulations and must adhere to specific licensing and operational requirements to ensure compliance with employment laws.
Absolutely, a PEO can provide small businesses in Nebraska with comprehensive HR services, access to competitive benefits, and assistance with regulatory compliance, enabling them to focus on core business operations.
Yes, a PEO can help businesses maintain compliance with Nebraska's employment laws by managing payroll, benefits administration, and staying updated on legislative changes.
Terminating a relationship with a PEO in Nebraska typically involves following the terms outlined in the service agreement, which may include notice periods and transition plans to ensure a smooth handover of responsibilities back to the business.
Where to next?
Your “everything you ever needed to know” guides to compliant employment around the United States.
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