Payroll & HR Compliance in New Hampshire
Why State-Specific Compliance Matters in New Hampshire
Every state has its own labor laws and wage requirements, and New Hampshire is no exception. Even though the Granite State aligns closely with federal standards, understanding local nuances is critical for maintaining compliance.
For New Hampshire employers, compliance isn’t just about avoiding penalties—it’s about creating a positive workplace culture built on trust, transparency, and fairness. Whether you’re managing a small team or a growing enterprise, keeping up with these rules ensures you’re paying your people accurately, on time, and in full compliance with the law.
State Minimum Wage
New Hampshire does not have a state-specific minimum wage. Instead, it follows the federal minimum wage of $7.25 per hour as established by the Fair Labor Standards Act (FLSA). Employers must also comply with any applicable federal overtime or exemption rules.
Payday Requirements
Employers are required to pay wages at least once every eight days (RSA 275:43). Weekly or biweekly schedules are most common. Consistent and timely payroll builds employee trust and helps prevent compliance issues.
Late payments or irregular pay cycles can trigger Department of Labor investigations, so it’s critical to maintain consistent payroll processing.
Trivantus’ Payroll Processing service automates this process, helping ensure wages are processed accurately and on schedule.
Overtime Rules
New Hampshire follows federal overtime laws under the FLSA. Non-exempt employees must receive 1.5 times their regular pay rate for any hours worked beyond 40 in a workweek.
Certain roles, such as executive, administrative, or professional employees, may be exempt if they meet both the duties test and salary threshold set by the U.S. Department of Labor. Employers should maintain precise records of hours worked to avoid disputes and penalties.
Wage Payment Methods
Employers may pay employees by cash, check, direct deposit, or payroll card, provided that employees have access to their full wages without any fees. Written authorization is required for direct deposit.
If you’re setting up new employees or changing pay methods, Trivantus provides a library of payroll forms to simplify documentation and streamline onboarding.
Final Paychecks
- If terminated: Final wages are due within 72 hours.
- If the employee resigns: Wages must be paid on the next scheduled payday (RSA 275:44).
All accrued wages, including earned vacation pay (if provided by company policy), must be included. Failure to comply with final pay rules can result in penalties imposed by the New Hampshire Department of Labor.
Taxes & Withholding
No State Income Tax
New Hampshire does not impose a state income tax on wages, simplifying payroll calculations. However, employers must still comply with federal income tax, Social Security (FICA), and Medicare (FUTA) requirements.
For a full overview of employer payroll tax responsibilities, see What Every NH Employer Needs to Know About Payroll Taxes
Unemployment Tax
Employers contribute to the New Hampshire Unemployment Compensation Fund under RSA 282-A. Rates vary based on experience and industry classification. Employers can file reports and make payments online through the NHES Web Tax Portal.
Workers’ Compensation
Under RSA 281-A, every employer with one or more employees must carry Workers’ Compensation insurance. This coverage protects both the business and employees in case of job-related injuries or illnesses.
Certificates of coverage must be accessible for inspection. Employers must also display the required Workers’ Right to Know poster in the workplace.
.webp?width=1000&height=1000&name=NH1%20(1).webp)
The Guide to Hiring & Onboarding in New Hampshire
Starting a Business in New Hampshire: What Do You Need?
