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How to Hire Employees In New Hampshire

Hiring in New Hampshire for the first time can be challenging, especially with the state's complex employment laws. Whether you're hiring independent contractors, setting up a legal entity, partnering with a PEO, or using an Employer of Record (EOR), it's essential to understand the local employment landscape. Playroll's comprehensive guide is here to help, whether you're onboarding local talent or relocating team members.

Here are four primary ways companies can hire employees in New Hampshire:

Establishing a local entity: Creating a legal entity in New Hampshire allows for direct hiring, but it can be costly and time-consuming. However, it gives you full control over employment and reduces risk exposure.
Partnering with an Employer of Record (EOR): An EOR, like Playroll, takes on the legal responsibilities of employment, acting as the employer on your behalf. This option streamlines hiring, payroll, and compliance with New Hampshire’s labor laws, helping you hire in New Hampshire without navigating the complex legal landscape yourself.
Working with a Professional Employer Organization (PEO): A PEO, such as Playroll, co-employs your team, managing essential HR functions like payroll, benefits, and compliance. Partnering with a PEO ensures you meet New Hampshire’s labor regulations while offering competitive employee benefits.
Hiring independent contractors: Hiring independent contractors can be more cost-effective, but New Hampshire has strict contractor classification rules. Proper classification is essential to avoid penalties for misclassification when hiring in New Hampshire.

Complying with New Hampshire specific employment regulations and federal laws is critical to avoiding legal risks and costly fines. Our guide focuses on hiring in New Hampshire, employment compliance, and how Playroll’s services can support your business as you navigate the complexities of hiring in the state.

Good To Know

New Hampshire does not levy a state income tax on earned wages, which can be advantageous for employees.

The state's economy is driven by sectors such as manufacturing, healthcare, and tourism.

New Hampshire is an at-will employment state, meaning employers can terminate employees without cause, provided it's not for discriminatory reasons.

The state adheres to the federal minimum wage of $7.25 per hour.

Key Things to Know About Hiring in New Hampshire

Labor Laws in New Hampshire

Working Hours in New Hampshire

New Hampshire has specific employment and labor laws governing working hours, designed to protect employees’ rights and ensure fair compensation. Whether you’re hiring local employees or working with an Employer of Record (EOR), it's essential to understand the state's regulations around working hours to ensure compliance.

1. Standard Workweek and Overtime

Standard Work Hours: 40 hours per week.

Overtime Pay: 1.5 times the regular hourly wage for hours worked over 40 in a workweek. Certain exemptions apply to executive, administrative, and professional employees.

2. Meal and Rest Breaks

Meal Breaks: Employers must provide a 30-minute meal break for employees working more than five consecutive hours unless it is feasible for employees to eat while working and they are permitted to do so.

Rest Breaks: Not required by law, but short breaks (5–20 minutes) are considered compensable work hours under federal law.

Minimum Wage in New Hampshire

As of 2024, the minimum wage in New Hampshire is $7.25 per hour, aligning with the federal minimum wage. There are no regional variations in the minimum wage within the state.

Overtime in New Hampshire

In New Hampshire, non-exempt employees are entitled to overtime pay at 1.5 times their regular rate for hours worked over 40 in a workweek. Certain employees, such as those in executive, administrative, or professional positions, are exempt from overtime pay under the Fair Labor Standards Act (FLSA).

Onboarding New Hires in New Hampshire

We can help you get your new employee started in New Hampshire fast, with a minimum onboarding time from just 1-2 working days. Note that the timeline is dependent upon registration with the local authorities, and begins after the employee has submitted all the required information on the Playroll platform.

For non-citizens of the US, a work eligibility assessment may be required, and can add three extra days to the onboarding time. If a follow-up is needed, there may be additional delays.

Please note that payroll cut-off dates can impact the actual first day of employment. Playroll’s payroll cut-off date is the 10th of the month, unless otherwise specified.

Payroll Taxes For New Hampshire

Payroll taxes in New Hampshire are deductions employers must take from employees’ wages and remit to the state. These taxes fund various state programs and services, including unemployment benefits and workers' compensation.

Payroll Cycle in New Hampshire

Employers in New Hampshire can pay employees weekly or biweekly. Weekly payments must be made within eight days after the workweek ends, while biweekly payments must be made within 15 days after the two-week period ends. Employers who wish to pay less frequently must obtain authorization from the New Hampshire Department of Labor.

Looking to grow your team in New Hampshire?

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New Hampshire Employment Taxes

Employer Tax Contributions

Employers in New Hampshire are required to pay unemployment insurance and workers' compensation insurance. These contributions support unemployed workers and provide coverage for work-related injuries or illnesses. Rates vary by employer experience and industry.

Employer payroll contributions are generally estimated at an additional 2% to 6% on top of the employee salary in New Hampshire.

Employment Tax Type	Tax Rate
Unemployment Insurance Tax	Varies by employer's experience rating
Workers' Compensation Insurance	Varies by industry and job classification

Employee Tax Contributions

Employee tax contributions are generally estimated at 7.65% of employee salary in New Hampshire, covering federal Social Security and Medicare taxes.

Employee Payroll Tax Contribution	Tax Rate
Social Security Tax	6.2% up to annual wage limit
Medicare Tax	1.45% on all wages
Additional Medicare Tax	0.9% on earnings over $200,000

The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in New Hampshire tailored to your needs.

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Benefit Requirements for Employers in New Hampshire

While New Hampshire does not mandate employers to provide benefits such as health insurance or paid leave, offering a comprehensive benefits package can enhance employee satisfaction and retention. For details on employee benefits, visit Playroll's Global Benefit Packages.

Employee Benefits for New Hampshire

Competitive benefits are essential for attracting and retaining top talent in New Hampshire. Offering the right package helps employees feel valued and motivated. Our benefits experts understand the local labor market's trends, requirements, and expectations, ensuring your employees feel valued and supported. Common benefits in our New Hampshire packages include:

Pension or 401(K)
Vision Insurance
Life Insurance
Medical Insurance
Dental Insurance
Health Savings Plan (HSA)
Flexible Spending Account (FSA)

Paid and Unpaid Leave Policies in New Hampshire

Jury Duty Leave

Employers must allow employees to attend jury duty and cannot penalize them. Wages are not required during this period.

Emergency Response Leave

Employees in first-responder situations are entitled to leave during emergencies, overseen by the Office of Homeland Security and Emergency Preparedness.

Family and Medical Leave

New Hampshire follows the federal FMLA, providing up to 12 weeks of unpaid leave for eligible employees.

Military Leave

Unpaid leave is provided for military service under USERRA.

Voting Leave

Employees who cannot vote due to work may vote absentee. No state law mandates specific voting leave policies.

It’s Easy To Manage Benefits For Employees In New Hampshire With Playroll

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Employment Termination Protocols in New Hampshire

Hiring Employees in New Hampshire with an employer of record

Discuss how an EOR handles onboarding, including setting up compliant employment contracts, registering for taxes, and managing benefits like New Hampshire's superannuation system (if applicable).

The employer of record is responsible for:

Employment Compliance: Ensure all employment contracts comply with New Hampshire's labor laws and regulations, including proper classification of employees.
Payroll Management: Calculate, process, and distribute employee salaries in accordance with New Hampshire's payroll laws, including deductions for taxes and social security contributions.
Tax Filing and Contributions: Handle the registration, filing, and payment of employer taxes and social security contributions to the relevant authorities.
Employment Contracts: Draft and maintain compliant employment agreements, detailing salary, benefits, working hours, and termination terms in line with New Hampshire's legal requirements.
Benefits Administration: Provide mandatory employee benefits as required by New Hampshire's labor laws, such as health insurance, pension contributions, and statutory leave.

Employer of Record for New Hampshire

Guide to Hiring Employees in New Hampshire