Resources – Namely

State Payroll Tax Rates

Mica Echeverria — Fri, 05 Jul 2024 15:38:44 +0000

Federal Wage and Tax Rates for 2024

State Payroll Tax Rates & Minimum Wage for 2024

State Payroll Tax Rates for 2024

Staying on top of federal tax rates and minimums is one thing—juggling local ones, especially if you’re a multistate employer, is even harder.

From Alabama to Wyoming, we’ve got you covered. Below is everything you need to know about rules and payroll taxes by state.

*Please note that this information is accurate as of January 1, 2024.*

Looking for payroll taxes by state?

FAQs About State Payroll Tax Rates:

State payroll taxes are taxes imposed by state governments on employers and/or employees to fund specific state programs. These taxes are distinct from federal employment taxes and may vary from state to state.
The primary purposes of state payroll taxes include funding state-run programs such as unemployment insurance, disability insurance, workers’ compensation, and other labor-related initiatives.

If you live in the U.S., there’s a good chance you don’t just pay federal income taxes—over forty states impose income taxes on individuals as well. On top of those state taxes, many city governments levy their own.
The way income taxes are calculated vary widely from state to state. Some have a single rate that applies to all taxable income, but most have multiple rates and brackets. Supplement this guide by visiting your state’s tax or finance website.

Since 1938, the United States has had a federally-mandated minimum wage—currently $7.25 per hour. Some states and cities, however, have their own, higher minimums that employers are required to follow.
Rates for regular and tipped employees vary. Look up your state above to view specific tax and minimum wage rates. Keep in mind that the city you live in may have a higher minimum wage than your state (in that case, the highest of the two applies).
Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State laws on this vary.

Unemployment insurance is a government-operated program designed to provide financial assistance to individuals who have lost their jobs and meet specific eligibility criteria. The program aims to support workers during periods of involuntary unemployment.
Employers typically contribute to the unemployment insurance fund through payroll taxes, and eligible individuals can then claim benefits for a limited duration, helping to partially replace lost wages.
Unemployment Insurance is funded jointly through both federal and state payroll taxes. State unemployment insurance (SUI) rates vary from employer to employer. Keep in mind that your state labor department should mail your business’s specific rate to you each year.
Note that some states allow businesses to make a voluntary contribution to their unemployment tax account in order to reduce their rate the following year.
You can find a rundown of state-by-state rates and maximums on the right.

Federal Payroll Tax Rates

Mica Echeverria — Fri, 05 Jul 2024 15:17:45 +0000

Federal Wage and Tax Rates for 2024

State Payroll Tax Rates & Minimum Wage for 2024

Federal Wage and Tax Rates for 2024

“In this world nothing can be said to be certain—except death and taxes.” An HR professional trying to process payroll today might find the two analogous in ways Benjamin Franklin might have never imagined.

But we’ve got you covered. Below is a comprehensive list of federal tax rates, rules, and contribution limits for 2024.

*Please note that this information is accurate as of January 1, 2024.*

JUMP TO A SECTION…

Federal Minimum Wage

Since 1938, the United States has had a federally-mandated minimum wage. The rates for regular, tipped, and federally contracted employees are below. Be sure to check your local laws, as some states and cities have higher minimum wages in place.

Note that “maximum tip credit” refers to the difference between the regular and tipped minimum wages. If an employee’s hourly tips fall under this amount, the employer may be required to compensate them. State and local laws covering this may vary.

Minimum Wage (national) $7.25
Minimum Wage (tipped employees) $2.13
Maximum Tip Credit $5.12
Minimum Wage (federal contractors) $17.20

Federal Income Tax Rates

Understanding how US federal tax rates are structured is crucial for individuals and businesses alike. This section provides a clear breakdown of the current tax brackets, with the percentage of income taxed at different levels.

Tax Rate	Single	Married filing jointly	Married filing separately	Head of household
10%	$0 to $11,000	$0 to $22,000	$0 to $11,000	$0 to $15,700
12%	$11,001 to $44, 725	$22,001 to $89,450	$11,001 to $44, 725	$15,701 to $59,850
22%	$44,726 to $95,375	$89,451 to $190,750	$44,726 to $95,375	$59,851 to $95,350
24%	$95, 376 to $182,100	$190,751 to $364,200	$95, 376 to $182,100	$95,351 to $182,100
32%	$182,101 to $231,250	$364,201 to $462,500	$182,101 to $231,250	$182,101 to $231,250.
35%	$231,251 to $578, 125	$462,501 to $693,500	$231,251 to $346,875	$231,251 to $578,100
37%	$578,126 or more	$693,501 or more	$346,876 or more	$578,101 or more

FICA - Social Security & Medicare

The Federal Insurance Contributions Act (FICA) tax is paid for by employees and employers in order to fund Social Security and Medicare.

The amount of employee earnings subject to taxation is capped. These caps and the tax rates for both social security and medicare are below:

Social Security

Social Security Taxable Wages Up to $160,200
Social Security Tax Rate (Employee) 6.2%
Social Security Tax Rate (Employer) 6.2%
Social Security Tax Rate (Self-Employed) 12.4%

Medicare

Medicare Tax Rate (Employee)
Up to $200,000 in earnings, 1.45%
Additional Medicare Tax Rate (Employer)
Past $200,000 in earnings, 0.9%
Medicare Tax Rate (Employer)
All wages, 1.45%

FUTA

The Federal Unemployment Tax Act (FUTA) is a tax paid by employers based on employee wages. The tax supports unemployment compensation for individuals who have lost their jobs. After an employee’s year-to-date wages cross a certain threshold ($7,000), an employer no longer has to pay the tax.

Taxable Wages per Employee $7,000
FUTA Tax Rate 6%

Supplemental Tax Rates

If an employer pays its workers wages outside of their regular salary (like bonuses or severance payments), these awards are considered “supplemental” and subject to a higher tax rate.

The tax rates for these types of payments are below. Note that any supplemental wages beyond the $1 million mark are taxed at a higher rate.

Supplemental Tax Rate 22%
Supplemental Tax Rate (for wages beyond $1m) 37%

Retirement Limits

The federal government places an annual limit on how much employees can contribute to their company’s retirement plans. These limits are regularly adjusted by the IRS to compensate for changes in the cost-of-living.

Note that once an employee is 50 years old, he or she will be eligible for a higher maximum, called a “catch-up” limit.

	Annual Limit	Annual Limit (age 50 or over)
401k, 403b, and 457	$23,000 per year	$30,500
SIMPLE IRA Plans	$16,000	$19,500

HSA Contribution Limits

Health Savings Accounts (HSAs) are a great way for some employees to pay for medical expenses. The funds stored in an HSA are tax deductible and the funds can be carried over from year-to-year.

The IRS places limits on how much employees are able to contribute to their HSA. Similar to some retirement plans, older employees are allowed to contribute slightly more to “catch-up.”

	Annual Limit	Annual Limit (age 55 or over)
HSA Single Contribution	$4,150	$5,150
HSA Family Contribution	$8,300	$9,300

FSA Contribution Limits

A Flexible Spending Account (FSA) allows employees to use pre-tax funds to pay for certain out-of-pocket healthcare costs.

The funds must generally be used within the plan year—however, employers can either offer employees a “grace period” of 2 ½ months or allow them to carry over $500 to the following year.

Like many other pre-tax benefits, employee contributions are capped. The limit for 2020 is:

	Annual Limit
FSA Single Contribution	$3,200

Commuter Contribution Limits

Employees are permitted to contribute pre-tax dollars, up to a limit, to certain work-related transportation costs. Covered costs include transit passes, vanpooling, and parking expenses. Not all transportation costs are covered—the cost of fuel, for example, is not eligible. Note that states may have their own pre-tax contribution limits, too.

	Annual Limit
Transit Passes	$315 per month
Parking Allowance	$315 per month

The content of this publication is provided for informational purposes only and does not contain or constitute tax or legal advice. You should not act on this information without seeking tax or legal professional counsel.

Looking for tax information for a particular state?

FAQs About Federal Payroll Tax Rates

Federal payroll taxes are mandatory contributions deducted from employees’ wages to fund various government programs. These taxes typically include Social Security and Medicare taxes, collectively known as Federal Insurance Contributions Act (FICA) taxes, as well as federal income tax withholding.

In the US, federal income tax rates range from 10% to 37%. Your tax rate is determined by your level of income and your filing status (whether you are single, married, or married filing separately). Although tax brackets will remain the same until 2025, income thresholds are regularly adjusted for inflation.

Federal payroll taxes are typically due on a monthly or semi-weekly schedule, depending on the size of the employer’s payroll. Small employers often deposit taxes monthly, while larger employers may have more frequent deposit requirements. It’s crucial to adhere to the deposit schedule to avoid penalties.

In cases where the state minimum wage is lower than the federal minimum wage, employers are required to pay the higher federal minimum wage. Federal law takes precedence in this situation, ensuring that employees receive at least the federally mandated minimum wage, even if it exceeds the state’s minimum wage.

2024 Survival Kit

Mica Echeverria — Mon, 01 Jul 2024 17:34:03 +0000

HR Software ROI Calculator

Mica Echeverria — Mon, 01 Jul 2024 14:45:49 +0000

Just how much time and money can the right HR solution save you and your team?

This HR Software ROI calculator is designed to help you learn the benefits of adopting an HR solution like Namely. Simply input the amount of time and resources your team dedicates to HR, payroll, benefits, time management, and related tasks to see how implementing software could change the way you and your team manage HR at your company.

1. Tell us about you and your company

First Name

Last Name

Company Email

Phone

Number of Employees

Company Name

HQ Country

HQ State

2. Tell us about you and your company

Number of HR Employees

Average Annual HR Employee Salary

Don't know the average for your company? According to 2019 Glassdoor data, the average HR Generalist salary is $56,000.

3. Designate how much time you and your team spend on HR tasks throughout the week.

Entering and updating employee information

Handling employee name, address, banking acount, etc. changes

Hours

Tracking employee PTO and leave of absences

Tracking employee time off, absences, accrued vacation days, etc.

Hours

Answering employee inquiries

Handling ad hoc employee requests and questions

Hours

Communicating company updates and policy changes

Emailing announcements, creating office posters, etc.

Hours

Misc. administrative tasks

Ad hoc administrative tasks

Hours

Time Saved by Category	Time Saved Per Week	Time Saved Per Year
Employee Self Service	12 Hours	624 Hours
Payroll	10 Hours	520 Hours
Benefits Administration	3 Hours	156 Hours

Diversity Index Calculator

Mica Echeverria — Mon, 01 Jul 2024 13:31:19 +0000

Diversity Index Calculator

Easily calculate a single metric of diversity and compare your score to the industry benchmark.

Simpson's Diversity Index

Instructions
Simply type the headcount of each ethnicity group below to calculate your diversity index!

American Indian or Alaska Native (Not Hispanic or Latino) Asian (Not Hispanic or Latino) Black or African American (Not Hispanic or Latino) Hispanic or Latino Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) Two or More Races (Not Hispanic or Latino) White (Not Hispanic or Latino)

Methodology

Can you quantify diversity? Simpson’s Diversity Index is the generally accepted way to do just that. This single metric measures two critical elements of diversity, richness and evenness. The former takes into account how many ethnicities you have present at your company, and the latter how evenly spread they are across the business.

In this approach to measuring diversity, the higher the score, the more diverse your business is. After running your calculation, you’ll see how your rating compares with other mid-sized companies. To read more about Simpson’s Diversity Index, click here.

Benchmarking

The Simpson Diversity Index Calculator compares your score to the mid-market benchmark, which is derived from Namely’s database of 1,300-plus companies. Namely clients receive in-depth, quarterly benchmarking reports on diversity, pay equity, and more.

California Labor Laws

Mica Echeverria — Fri, 28 Jun 2024 00:07:44 +0000

California Labor Laws

Everything to know about the state’s HR, payroll, and benefits rules.

Download Now

Welcome to the big leagues. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Human Resources Certification Institute goes as far as to offer a separate credential, the PHR-CA, to members ambitious enough to master California HR compliance.

Are you up to the challenge? From hiring rules to payroll processing, we’ve broken down the nuances of California HR, all in one place. You can also keep up with regulatory changes by subscribing to the Namely newsletter or following our compliance blog.

California Fast Facts

• Minimum Wage: $12.00 (26+ employees)
• Overtime Exemption: $49,920 annually
• Salary History Ban: ✓
• Ban the Box Law: ✓
• Harassment Training: Mandatory for supervisors
• Paid Family Leave: 6 weeks, 60-70% of wages
• HR Difficulty Rating: ★★★★
• Link: California Labor Commissioner’s Office

HR Compliance

California is considered the hardest place in the country to practice HR. So why is the state known for golden beaches and sunny weather anything but laid back? Labor laws are generally favorable toward either businesses or employees. In this legislative tug-of-war, Democrats have historically sided with workers. California is a “deep blue” state, and as such has pioneered some of the most pro-employee regulations in the country. For evidence of that, look no further than some of the state’s “greatest hits.” California was the first state to enact a paid family leave mandate, and the first state to pass a $15 minimum wage. For HR professionals, milestones like these mean constantly having to keep up with new rules.

Many of these rules are unique. Take California’s approach to non-competes, for example. Noncompete agreements, which forbid current or former employees from working with a competitor, are illegal for nearly all roles in California. Only CEOs and owners are excluded from that hard rule. While the state’s hardline stance remains an outlier in HR compliance, a number of other jurisdictions have vowed to follow its example. New York City in particular seems to be intent on passing a similar ban.

Another hot topic in California is immigration and work authorization. While a growing number of states are looking to mandate E-Verify, the electronic service that cross-references employee I-9 information with government records, California is going the opposite way—limiting its use. It is illegal for employers to use the tool to confirm the immigration status of a job applicant or current employee. Penalties here are steep, reaching as much as $10,000 per offense. As an alternative, HR professionals should regularly run Form I-9 audits to determine whether they’re in compliance with U.S. immigration law.

Effective January 1, employers are required to provide on-premises lactation rooms for breastfeeding employees. Workplace restrooms are not longer acceptable, companies will have to offer a private room where employees can comfortably express breast milk during the work day.

Those are just some of the issues California employers face as it pertains to HR compliance. Read the articles below to learn more about state laws covering matters like anti-harassment training, worker authorization, equal pay, and more.

More resources on California HR Compliance:

Paid Leave

While the U.S. doesn’t have a national paid leave mandate, that hasn’t dissuaded states and cities from taking matters into their own hands.

As is often the case in employment law, the Golden State has served the role of trailblazer. In 2004, California became first state to implement a paid family leave mandate. The move spurred a wave of other states to follow, including Rhode Island, Washington, New Jersey, and New York.

California’s paid family leave rules are among the country’s most generous, offering employees up to six weeks to bond with a child or care for an ill family member. This leave needs to be paid at 60 to 70 percent of regular wages, depending on how much the individual usually earns. In a rare case of “fully paid” family leave, the city of San Francisco requires employers to foot the bill for the remaining wages that aren’t covered.

Thankfully for businesses concerned about costs, employers don’t actually pay for the statewide program. Paid leave in California is funded through an employee-paid tax. That said, HR teams are still tasked with ensuring that the right systems and payroll deductions are in place to make that happen. What’s more, state law also requires that leave balances display on employee pay stubs, so workers are aware of how many days they’re entitled to. Businesses with California employees should work with their payroll providers to ensure that their system supports these requirements.

Beyond traditional paid leave, keep in mind that even vacation time is subject to state rules. California considers accrued PTO as a part of overall earnings and requires that it be paid out to departing employees. That payout has to happen along with their last check, due within 72 hours of their departure or on their last day, depending on whether the employee voluntarily quit or was fired. It’s for this reason that “unlimited” vacation policies often raise legal questions in the state. If PTO is considered part of an employee’s earnings, how do you pay out an unlimited policy if he or she terminates?

While California is certainly on the paid leave bandwagon, will lawmakers on Capitol Hill follow suite? Though paid family leave has historically been a non-starter with Republican lawmakers who view most employer mandates unfavorably, that hardline stance has softened in recent years. President Trump and members of his family have voiced support for paid family leave, and a number of proposals have been put forward in Congress.

Only one thing is certain: if that federal mandate ever does come, it’ll be California HR professionals who will be best prepared.

More resources on California paid leave:

Recruiting

With unemployment at record lows, it’s no secret that getting top talent through the door is as hard as it’s ever been. Thanks to a number of state labor laws, that’s doubly true for California recruiters. When it comes to topics like salary history and criminal history, some questions are better left unasked.

With a law that went into effect earlier this year, it is now unlawful for all businesses to ask about an employee’s salary history. Recruiters should note that if a candidate voluntarily provides salary information without being asked, HR can then consider it when making a compensation decision. Additionally, the law requires employers to provide applicants with the opening’s pay range if asked.

What is this law’s purpose? These salary history bans, which have been passed by a growing number of states and cities nationwide, are tied to the equal pay movement. Legislators’ operating theory is that asking about prior compensation only serves to perpetuate past pay discrepancies. Outlawing the question would then effectively force employers to only decide compensation based on market rate and job experience.

There’s one other topic that’s illegal to bring up during the interview process: criminal history. That means the “have you ever been convicted of a crime?” box found on most traditional job applications is forbidden for most roles in California. Previously, employers could only ask about criminal history once a job offer had been extended—and even then, employers needed a substantive reason to retract the offer if the candidate had a criminal background. As of January 1, employers can ask candidates about their criminal records when the job is one where a conviction would automatically disqualify a candidate under federal and state law.

These so-called “ban the box” laws are growing in popularity nationwide. If you have multistate offices, note that adopting California-compliant rules across the board might serve you well in the long term. Over 150 cities and several states have laws limiting access to criminal history, applying to over 230 million people. For HR professionals, that’s another rule to keep track of. For the nearly one third of Americans with some form of criminal history, however, it means something much more: a potential second chance.

More resources on HR Certification:

Payroll

Being a payroll professional anywhere can be taxing work. Payroll in the Golden State is a whole other ballgame.

Back in 2016, California Governor Jerry Brown signed off on the first $15 minimum wage law in the country. To assuage concerns that the increase was too dramatic, lawmakers opted to implement the increase subtly over time, with different rates applying to different size companies. Because of this approach, the hardest part for HR professionals isn’t simply upping employee compensation—it’s keeping track of what minimums are actually in effect. A full schedule of planned increases is below. Keep in mind that after 2023, the minimum wage is subject to an annual adjustment based on the health of the state’s economy.

California Minimum Wages (2019 - 2023)

Effective Date (Jan 1)	26+ Employees	Under 26 Employees
2019	$12.00	$11.00
2020	$13.00	$12.00
2021	$14.00	$13.00
2022	$15.00	$14.00
2023	$15.00	$15.00

For most employers across the country, overtime rules are the same. Under the Fair Labor Standards Act, any hours over 40 in a week count as time-and-a-half pay for nonexempt workers. California goes about overtime a little differently. The state takes a unique daily approach to overtime calculation, stipulating that any hours over eight in a day are considered overtime. Additionally, any hours over 12 in a day are considered “double overtime,” meaning that employees are paid double their rate of pay.

There are a host of other rules that the state applies to payroll. Did you know that you’ll need to provide a terminated employee with their final check before they head out the door? Or that it’s illegal to print your employee’s social security number on their paystub? As is often the case in compliance, the devil’s in the details. If you’re working with or evaluating payroll vendors, be sure to ask how familiar they are with some of these lesser known local rules.

More resources on HR Certification:

Local

All compliance is local. While California is known as a state with exceptionally complex HR rules, you shouldn’t count out its various cities and counties from enacting their own regulations, too.

If you have multiple offices or employees scattered across the state, knowing which rules to follow can be a challenge. Here’s a tip you can apply in almost all cases: when in doubt, the set of rules most generous to employees prevails. That same “golden rule” applies when federal and state rules contradict, too.

Here’s an example. An employer has offices in both San Diego and San Francisco. As of this writing, San Diego’s minimum wage sits at $12.00 per hour for companies with more than 26 employees. In San Francisco, it’s $15.00 per hour. The statewide rate is $12.00 for companies with 26 or more employees. In San Francisco, where the local rates are higher than the state minimum, employers must meet the local minimum wage requirements. While you could legally offer employees a minimum wage matching the jurisdiction they’re in, it might be easier to default to the San Francisco rate across the board. That’s particularly true considering that the state minimum will reach $14.00 after 2020 anyway.

Keep in mind that local governments often serve as trailblazers when it comes to changes in employment law. Before the state passed its own ban the box law, for example, Los Angeles and San Francisco had their own variants. If you’re looking to stay ahead of what the governor or state lawmakers will do next, watch what the local HR “laboratories” are doing first.

More resources on HR Certification:

Staying in the Know

Keeping tabs on rules and regulations is hard enough in most states, let alone in California. Between hiring and managing talent, there isn’t always time for HR to keep up with what’s happening in Sacramento. That’s doubly true for those at companies with multistate offices.

Want to stay in the know? Join the 150,000+ HR practitioners who subscribe to Namely’s blog. We’ll bring you the latest in HR news, share practical tips for implementing best practices, and tell real stories of work and life from our community. Click here to subscribe to the Namely newsletter to keep tabs on California and beyond.

A Guide to Evaluating HR Software

Mica Echeverria — Fri, 28 Jun 2024 00:00:03 +0000

Your Guide to Evaluating HR Software

From research to reference calls, here’s how to weigh the pros and cons of each system.

Download Now

Purchasing new HR software is not a decision to be taken lightly. It’s one of the few software decisions your company makes that affects every single one of your employees. But finding the ideal tool takes time, money, and effort—and odds are you don’t want to have to renew the search every year. That’s why getting it right the first time is paramount.

Whether your team is gearing up to purchase new software or you’re stuck daydreaming about when your contract with your current provider ends, this guide will help you find the HR software your team needs to achieve business results and make your jobs easier.

In this guide, we’ll walk you through the steps of finding, researching, and evaluating software so you can change the way your company runs HR.

Download our guide to access:

Best practices for evaluating an HR platform.
Vendor evaluation checklist to ensure you’re meeting all of your company’s needs.
Common reference call questions that will help guide your evaluation process.
And more!

Namely’s Managed Payroll

Mica Echeverria — Thu, 27 Jun 2024 23:58:16 +0000

Namely's Managed Payroll

Find out how Namely can remove the burden associated with day-to-day payroll administration.

We understand the burden and stress of paying your people accurately and on-time. Namely’s Managed Payroll is a proven service designed to reduce your workload, keep you compliant, and give you much-needed hours back in your day. To learn more, check out our brochure.

Download Namely's Managed Payroll Brochure

Managed Payroll Brochure

Mica Echeverria — Thu, 27 Jun 2024 23:56:31 +0000

Managed Payroll Brochure

Don’t stress over paying your people. Namley’s Managed Payroll makes it effortless.

Download Managed Payroll Brochure

Whether you’re transitioning off of a PEO or working as an army of one, Namely’s Managed Payroll is designed to remove the burden associated with day-to-day payroll administration.

Your dedicated payroll consultant will be available to provide expert guidance and take on the tasks associated with payroll processing so you can scale your business and focus on strategic people initiatives.

5 Ways Modern Technology Simplifies HR

Mica Echeverria — Thu, 27 Jun 2024 23:54:33 +0000

5 Ways Modern Technology Simplifies HR

From onboarding to offboarding, HR software can streamline the entire employee lifecycle. See 5 ways Namely is simplifying HR with technology in this eBook.

Download Now

It’s a tough job, but someone’s got to do it. Being an HR professional at a fast-growing company often means long hours and an even longer list of daily to-dos. Between processing payroll and fielding questions, there isn’t much time left over to focus on what matters most: driving business results and helping employees grow. That’s where HR technology comes in.

From a new hire’s first day to payday, there isn’t a part of the employee lifecycle that can’t be simplified by HR technology. In this ebook, you’ll learn how HR, payroll, and benefits software can save your team countless hours and improve your overall employee experience. Read on to learn the ways technology can empower HR teams to reclaim their days and make an impact.

Download our eBook to learn how technology can help you:

Streamline the onboarding process through esignature, user provisioning, and employee learning tasks.
Simplify employee benefits enrollment with enrollment capabilities in platform.
Save time on payroll with employee accessible tax forms, and local, state, and federal tax compliance.
Make data-driven business decisions with easy reporting and analytics.
And more!

Why HR Tech is Critical for Success in 2024

Mica Echeverria — Thu, 27 Jun 2024 23:53:09 +0000

Why HR Tech is Critical for Success in 2024

In 2024, HR tech is no longer a nice to have—it’s a must.

Download Now

We don’t have to tell you that 2024 was a crazy year for offices, employees, businesses—and yes, HR. Never in recent history have we had a period of three years with such substantial changes to the way we work.

On top of the changes in 2024, a new year full of potential new trends is here. And on the horizon looms discussions of 4-day work weeks, overhauls of pay structures to promote equity, brand new workplace structures, and laws that will likely affect everyone from CEOs to individual contributors.

Needless to say, HR has a lot on their plate. And they need HR tech that they can trust to help them navigate the new year and all the changes it may bring.

In this eBook, we’ll explore why having HR tech is a must in 2024 when it comes to:

Hiring, retaining, and engaging employees
Processing payroll
Offering the right benefits
Staying compliant
Making data-driven people decisions
And more!

Namely’s Managed Benefits

Mica Echeverria — Thu, 27 Jun 2024 23:50:34 +0000

Namely's Managed Benefits

Find out how Namely can help you simplify the way you evaluate, administer, and run your employee benefits programs.

With Namely, you don’t have to choose between experienced brokers with deep industry expertise or modern benefits administration technology—you get it all. To learn more, check out our one-pager.

Resources – Namely

State Payroll Tax Rates

State Payroll Tax Rates for 2024

Looking for payroll taxes by state?

FAQs About State Payroll Tax Rates:

Federal Payroll Tax Rates

Federal Wage and Tax Rates for 2024

JUMP TO A SECTION…

JUMP TO A SECTION…

Federal Minimum Wage

Federal Income Tax Rates

FICA - Social Security & Medicare

Social Security

Medicare

FUTA

Supplemental Tax Rates

Retirement Limits

HSA Contribution Limits

FSA Contribution Limits

Commuter Contribution Limits

Looking for tax information for a particular state?

FAQs About Federal Payroll Tax Rates

2024 Survival Kit

2024 Survival Kit

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HR Software ROI Calculator

Just how much time and money can the right HR solution save you and your team?

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Diversity Index Calculator

Diversity Index Calculator

Simpson's Diversity Index

Methodology

Categories

Benchmarking

California Labor Laws

California Labor Laws

Download Now

California Fast Facts

HR Compliance

More resources on California HR Compliance:

Paid Leave

More resources on California paid leave:

Recruiting

More resources on HR Certification:

Payroll

California Minimum Wages (2019 - 2023)

More resources on HR Certification:

Local

More resources on HR Certification:

Staying in the Know

A Guide to Evaluating HR Software

Your Guide to Evaluating HR Software

Download Now

Namely’s Managed Payroll

Namely's Managed Payroll

Download Namely's Managed Payroll Brochure

Managed Payroll Brochure

Managed Payroll Brochure

Download Managed Payroll Brochure

5 Ways Modern Technology Simplifies HR

5 Ways Modern Technology Simplifies HR

Download Now

Why HR Tech is Critical for Success in 2024

Why HR Tech is Critical for Success in 2024

Download Now

Namely’s Managed Benefits

Namely's Managed Benefits

Download Namely's Managed Benefits One-Pager

Interested in learning more about
Namely's HR solutions?